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BUS 335 Week 9 Assignment Template |
Week 9 Assignment 1: “Your Staffing Process Framework”
Akim Meggett
BUS335: Staffing Organizations
Professor Kenneth Lewis
June 2, 2024
Week 9 Assignment: Your Staffing Process Framework
Use this template to complete the Week 9 assignment, Your Staffing Process Framework. Your goal is to create a tool you can use now or in the future to assist you in staffing positions for organizations where you work.
Read the activity instructions carefully. Then answer each section of the template clearly and accurately, using a professional tone. Document any sources you use. When you are finished, save your work and submit it.
The Staffing Process Framework comprises ten sections. In some sections, you will use information you submitted in previous assignments, edited to include the input provided by your instructor. In other sections, you will be compiling new information or populating charts designed to provide a useful reference or guide when staffing organizations.
1. Workforce Planning and Assessment
To complete this section, compile the information on workforce planning and assessment that you submitted in the Week 5 assignment, edited to include the input provided by your instructor. The cells will expand to accommodate the length of your response.
The HR function is unique in that it is really the only department within the organization that needs to always be fully aware of the day-to-day activities and short- and long-term goals of all the other departments. HR needs to continually balance strategic long term organizational needs and goals with the daily/weekly/monthly planning and decision making. This means that Human Resources must be up to date with the laws and guidelines of employment, they must be aware that the company is struggling and have goals in place if needed. HR are directly involved in designing and updating the jobs that enable each department to run effectively and contribute to the achievement of organizational objectives. This means HR will know the hiring process for applicants’ evaluation and know the selection process and interview method.
2. Job Analysis Process
To complete this section, reflect on the Job Analysis Process you studied in Week 3. You will examine the four phases of job analysis, including the key purpose of each phase. The cells will expand to accommodate the length of your response. In the data collection chart, it may be useful to use bullet points to respond to the Advantages and Disadvantages.
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Job Analysis Phase |
Key Purpose |
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1. Identify the job to be examine |
Identifying the jobs that needs to be analyzed. |
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2.Determine Appropriate Information Sources and Collect Job-related Data |
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3.Organize and analyze data |
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4.Conduct a job evaluation |
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Data Collection Method |
Advantages |
Disadvantages |
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Archival Records |
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Employee Observation |
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Employee Journals/Recordkeeping |
Low cost Firsthand knowledge of the job |
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Subject-Matter Experts |
Low cost Firsthand knowledge of the job |
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Questionnaires |
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Interviews |
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3. Job Documentation
Job Title: |
Human Resource |
FLSA Status: (Exempt/Non-Exempt) |
Exempt |
Department: |
Administration |
Position Type:(For example, full-time, part-time, job-share, contract, intern.) |
Full-time |
Reports to: |
Director of Human Resources |
Salary Range: |
$22,000- $155,000/annual |
Effective Date: |
6/1/2024 |
O*NET title and job number: |
Human Resource Manager/11-3121.00 |
Job Summary:
As the human resources manager, you will be responsible for coordinating all administrative activities related to an organization’s personnel. Their duties include developing recruitment strategies, implementing systems for managing staff benefits, payroll and behavior and onboarding new employees. Manage the staffing process including recruiting, interviewing, hiring, and onboarding.
Essential Functions:
1. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. 2. Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes 3. Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements 4. Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. 5. Represent organization at personnel-related hearings and investigations.
Minimum Qualifications:
Education: Bachelor’s degree in a relevant field, such as human resources, business or even finance. Coursework in information technology and conflict management can be helpful as well.
Work Experience: Candidates for this managerial position will have previous experience in the human resources field with demonstrated competence in leading teams and organizing and executing strategic plans. Previous work experience for Human Resources Managers often includes roles such as Human Resource Specialist or Labor Relations Specialist. Candidates should be able to show how their previous jobs gave them experience with employment and labor laws, conflict resolution, compensation strategy and other human resources programs.
Knowledge-Personnel and Human Resources, Administration and Management, Knowledge of English language, Law and Government.
Skills- Active Listening, Management of personnel resources, Speaking.
Abilities- Oral comprehension, oral expression, written comprehension.
License/Certification/Registrations Required:
SHRM and HRCI aren’t necessary, but preferred
Other Characteristics of the job:
Working Conditions: Office Setting
Physical/Mental Demands: Sit for long periods of time in front of a computer.
Environmental/Job Conditions: Some travel to attend job fairs at local schools and communities.
4. Recruiting
To complete this section, compile the two job postings you submitted in the Week 6 activity, edited to include the input provided by your instructor. Include the process you will follow to manage each job posting. The cells will expand to accommodate the length of your response.
Internal Job Posting
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Process to manage internal job posting:
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External Job Posting
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Process to manage external job posting:
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5. Selection – Interview
To complete this section, reflect on the selection process you studied in Week 6. You will compile the information required to complete the following charts. The cells will expand to accommodate the length of your response.
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Interview Type |
Description |
Advantages/Disadvantages |
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In-person |
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Phone |
Interview conducted over the phone, can be one on one or multiple interviewers on a conference call. |
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Video |
Interview conducted using live, two-way video communication technology devices. |
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Individual and Group In- Person /Interview |
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Panel Interview |
Interview where interviewers take turns asking the candidate questions. |
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6. Selection – Assessment Centers and Simulations
To complete this section, reflect on using assessment centers and simulations as part of the selection process you studied in Week 7. You will compile the information required to complete the following charts. The cells will expand to accommodate the length of your response.
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Assessment Centers Description: Process used to assess candidates’ skills abilities and traits. |
Most useful when: When the organization needs to assess the candidates’ skills, abilities, and traits. |
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Simulations Description: Process used in a simulated work environment to assess candidates’ skills abilities and traits. |
Most useful when: When the organization needs to assess the candidates’ skills, abilities, and traits in a specific area.
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7. Selection – Employment Testing
To complete this section, reflect on the use of Testing as part of the selection process you studied in Week 8. You will compile the information required to complete the following charts. The cells will expand to accommodate the length of your response.
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Type of Assessment |
Description |
Most useful when |
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8. Job Offer and Hiring Checklist
To complete this section, develop a checklist of all the activities you must complete prior to extending an offer to your final candidate for the position.
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Status √ |
Activity |
Timeline |
Responsibility |
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Interview |
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9. Legal and Ethical Considerations
To complete this section, compile a list of federal laws that impact the staffing process, summarizing the law and its impact.
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Federal law |
Summary and impact on the staffing process |
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Americans with Disabilities Act of 1990 |
Employers will make reasonable accommodations for employees with disabilities. |
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The Equal Pay Act of 1963 |
Employees will get the same pay for the same work no matter their gender. |
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Discrimination in Employment Act of 1967 |
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The Title VII Civil Rights Act of 1964 |
Equal workplace opportunities will not be based on race, gender, religion, or national origin. |
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The Immigration Reform and Control Act |
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10. Useful Resources
To complete this section, identify at least five resources useful for the staffing process. Format the resources using Strayer Writing Standards. You may use O*NET Online, the textbook, and sources from assignments and discussions submitted throughout the quarter.
Recruitment and Selection : Strategies for Workforce Planning & Assessment (strayer.edu)
11-3121.00 - Human Resources Managers (onetonline.org)
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