HR Project

Sections of the Deliverable

Job Description (1 page):

The first deliverable is for you to create a job description that includes your selected roles essential functions, the knowledge, skills, and abilities to achieve those essential functions, and organizational overview. Be sure to incorporate elements of organizational culture or organizational values. It is recommended that you search various online job boards to find roles that are a good match to your selected role. Use these job descriptions as research for your final job description (stated differently, don’t just copy and paste).

Predictors of Future Performance (1 page):

Any selection process is trying to identify the individual(s) who is projected to have the best future performance. Given this, the second deliverable is a list of the most important (and valid) predictors of future performance for the role (target 3-5 predictors). These factors should be drawn from the job description. These factors will also be used to assess applicants in the following sections. Please include a description of each factor and why each factors was selected. It may be easiest to list this in table format.

Recruitment Sources (1 page):

In this section describe what sources you will use to generate an applicant pool. This should address three questions. First, will you recruit internally, externally, or both. Please indicate why. Second, describe your plan for recruiting sources. For example, will you use referrals, job boards, linked in, recruiters, etc. Again, describe why you would use specific recruitment sources. Finally, share how you would work to have a diverse slate of applicants.

Selection Process (2-3 pages):

In this section, detail the steps you would build into your selection process. For example, resume review, phone interview, work sample, in person interview, and/or assessments. Be sure to describe each step and why it is included. It may be easiest to create a visual process map of the steps and then describe each step in paragraph form.

Then, pick one step in the selection process and build out an assessment tool. For example, if you are doing an interview, develop your interview questions, the scale you will use to evaluate a response, and any prompts or follow-ups. Feel free to be creative and go beyond an interview. This assessment tool should be tied to the list of predictors of future performance identified above. If needed, feel free to develop this in another tool (i.e., Excel) and then copy and paste it into your final Word document.

Testing your Selection Tool (Output of the Assessment):

Once you have created your selection process and one selection tool, test your selection tool. For example, if you created an interview form, try out your interview questions and scoring with two co-workers, classmates, or friends/family. Include the person’s responses to each question/problem. Include, in your final Word document, the output of your assessment of at least two people.

Summary of Findings (1 page):

In this section recap what you have learned. Answer the following questions:

· After walking through this process and the course material (lecture and readings) what have you learned?

· After testing your selection tool, what did you learn? Do you think you would be successful in selecting an applicant using the process and tool you developed?

· Is there anything you would change or do differently after this exercise?