HR

Question 1 (350 words)

List at least three jobs and research the organizations' recruiting practices. The jobs could be positions you have held or of those you want to hold. In your post, address the following questions:

· How were you recruited for each position (or how is the typical employee recruited)?

· From the organization’s perspective, what are the pros and cons of recruiting through these methods?

Question 2 (350 words)

Some organizations set up a selection process that is long and complex. In some people’s opinion, this kind of selection process is not only more valid but also has symbolic value. In your post, address the following questions:

· What can the use of a long complex selection process symbolize to job seekers?  

· How do you think this would affect the organization’s ability to attract the best employees?

Your initial post should include at least two outside sources to support your response

RESOURCES

Text

Read the following chapters in  Strategic human resource management: Concepts, controversies, and evidence-based applications : 

· Chapter 4: Job Analysis and Job Design

· Chapter 6: Selection, Placement, and Job Fit

· Chapter 5: Recruitment: Attracting the Right Talent

Article

Bagley, P., Dalton, D., & Ortegren, M. (2013). Targeted recruiting and retention. The CPA Journal, 83(5), 63-65. Retrieved from the ProQuest database.

Multimedia

Christensen, M. (Producer). (n.d.).  The Amazon trail   (Links to an external site.)Links to an external site. [Video file]. Retrieved from http://www.youtube.com/watch?v=oAkiUbwpKNE.

Recommended Resources

Article

Bersin, J. (2013, July).  The 9 hottest trends in corporate recruiting (Links to an external site.)Links to an external site. . Forbes. Retrieved from http://www.forbes.com/sites/joshbersin/2013/07/04/the-9-hottest-trends-in-corporate-recruiting/

Isidore, C. (2013, July).  Amazon hiring 7,000 workers (Links to an external site.)Links to an external site. . CNN Money. Retrieved from http://money.cnn.com/2013/07/29/news/companies/amazon-hiring/index.html

LECTURE

Recruiting and Selection

Job Analysis Before we think of recruiting and selection, we should first think about job analysis and job descriptions. These help to provide the foundation for an effective HR program and provide the baseline for ensuring a smooth path for staffing a team.  A job analysis helps to determine what people need to do in a position, and what positions are right for an organization.  Employees make very important contributions to the organization through the design of their jobs and the freedom given to perform their work (Bohlander and Snell, 2010).  When you can effectively articulate what people need to do, a number of benefits may accrue, including, but not limited to:

· Clear expectations of current employees

· Better understanding of job expectations

· Stronger set of candidates with better fit

· Ease and effective  evaluation of employees

· Increase contribution  to an equal employment opportunity program

Job descriptions are not static; hence they need to change from time to time to best reflect the expectations of a position.

Recruiting and Selection Job requirements help managers and recruiters to recruit and select new employees. Firms increasingly compete on the basis of the talent of their employees; therefore, much goes in to the recruiting, interviewing, hiring and on-boarding of individuals into an organization. In order to hire the right people, recruiters (or the HR manager – depending on the size of the organization) and the hiring manager need to consider the knowledge, skills, and abilities (KSAs) that an individual can bring to the organization.  In addition, they need to determine which of these KSAs need to be “bought” and which can be “taught” once the individual joins the organization.  The hiring decision at an organization should be a joint decision between the hiring manager and human resources.  Neither group is solely responsible for the hiring of employees, although HR determines the process, both parties need to work together to determine the best candidates for the position.  It might be best for the hiring manager to always make the final decision on a candidate to ensure there is a strong fit with the rest of the team and the needs of the organization.

Organizations often focus on hiring a new employee when they have work that needs to be done.  A more productive approach is to recognize the work that needs to be done and ask the broader question "how can we get these tasks accomplished?" That leads managers and the HR department to focus on a number of alternatives such as flexi time, overtime, job sharing, job rotation, job redesign, and/or outsourcing. To procure competent employees requires positive recruitment efforts and the development of a variety of recruitment sources.  These sources should consider the nature and conditions of the labor market as well as the presence of qualified employees who are available to fill vacant positions through internal promotions or transfers (Bohlander and Snell , 2010).

With a number of organizations increasing their focus on “human capital competitiveness,” greater attention is being given to employee selection than ever before. In your chapter readings you are provided with an understanding of the process, principles and procedures involved in employee selection.  Pay careful attention to the importance of reliability and validity in the selection procedures, these are very important concepts.  Also in your study of materials on testing, please make reference to Chapter 3, which covers Equal Employment Opportunity Commission (EEOC) requirements.

As organizations attempt to increase flexibility and reduce costs, it becomes imperative to review options for staffing organizations to think about different ways of staffing to best balance the needs of both employees and the organization. Now please take a look at the following video:  A Billionaire's Startup Secrets Part 2: Culture And Hiring (Links to an external site.)Links to an external site.   Forbes School of Business Faculty

References:

Bagley, P., Dalton, D., & Ortegren, M. (2013). Targeted recruiting and retention: What matters most to employees. The CPA Journal, 83(5), 63-65. Retrieved from the ProQuest database.

Bersin, J. (2013, July 4). The 9 hottest trends in corporate recruiting. Forbes. Retrieved from http://www.forbes.com/sites/joshbersin/2013/07/04/the-9-hottest-trends-in-corporate-recruiting/

Bohlander, G. & Snell, S. (2010). Managing human resources (15th ed.). Mason, OH: South-Western Cengage Learning.

Mathile, C. (2013, Feb. 7). A billionaire’s startup secrets part 2: Culture and hiring. Forbes. Retrieved from http://www.youtube.com/watch?v=BPCb-n6oVLA

Youssef-Morgan, C. M., & Stark, E. (2014). Strategic human resource management: Concepts, controversies, and evidence-based applications. San Diego, CA: Bridgepoint Education, Inc.