HR

exempt want education= marketing manager non-exempt: labor=technician

Deliverable 2: Forecasting, Hiring, Selection, Training

· First, identify one representative exempt and one representative non-exempt position that you will focus on. These should be positions for which you will hire many employees as your organization grows. Thus, you don’t want to select a position that only one or two employees will occupy. Select positions that will be replicated throughout the company as it grows. For these two positions, what types of employees are you looking for? What are the desired skills, education, experience, and qualities required? (10 points) exempt want education=senior marketing manager non-exempt: labor=technician

As our organization grows, we will rely heavily on all employees, however we will be focusing on two positions that will continuously be necessary for the success of our company. The non-exempt position we have chosen is the technician role. As our business grows, we will need to increase the amount of technicians employed based off of our expected increase in demand. These technicians will be paid hourly and earn 1.5 times their regular salary in the case that they exceed 40 hours of work. We are not requiring technicians to have any specific experience in the field, however it would be preferred if the employees hired have been exposed to the industry and show interest in expansion of knowledge in the technology segment of the business.

The exempt position that we chose to focus on for our company is the marketing manager. As our company expands, we will constantly need to evolve and increase our marketing efforts, making this position crucial to the continued success for DynaTech as well as increase in company awareness. As a manager, this position will require the use of the employee's own discretion and judgement as they will be paid based on a salary rather than an hourly wage. Listed below are the various requirements desired for each of these employees.

Technician: Desired Skills:

● Education:

● Experience Requirements:

● Preferred Qualities:

● Marketing Manager Desired Skills:

● Education:

● Experience Requirements:

● Preferred Qualities:

● · Identify a ​Hiring Forecast​ for your business for your two representative positions. It is helpful to research your start-up’s industry here so you can understand hiring and turnover trends. Your forecast should include forecasting the ​demand for labor, determining the labor supply, and determining whether or not there will be a labor surplus or shortage​. You may wish to use a ​trend analysis​ and ​leading indicators​ to determine the demand for labor. What factors do you foresee affecting your industry’s labor demand and supply (economic conditions, etc…)? (10 points)

● Hiring Forecast ○ Senior Marketing Manager

■ Florida Statistics ● Current employed labor pool - 5,120-32,800 ●

○ Technician ● Turnover Trends

○ Fort Lauderdale Unemployment Rate - 4.7% ■ Downward slope since 2010 ■ Lower than the state average

○ · Identify a Sourcing Plan for your new hires (the representative exempt and non-exempt position only). In this section, you are answering the question, “How are we going to find suitable candidates?” Identify the resources you will use to find potential candidates (internal candidate database, referrals, networking, conferences and seminars, special recruiting events, internet sources, advertising, etc.). What is your expected yield ratios from your recruiting methods including cost per hire? Again, focus on the one representative exempt and one representative non-exempt position that you have identified. (10 points)

· Create a selection process and plan for your two representative positions in your organization. Once you have your candidate pool, what are the next steps in the selection process? What type of interview will your business conduct? Who will conduct the interview(s)? Create 5 interview questions that all candidates will be asked, and 5 additional questions each for the exempt and non-exempt representative positions. Will your organization require any testing for your candidates? Why or why not? (10 points)- technician position requires computer testing. Senior marketing manager requires an assessment test to determine IQ level.

Non-exempt: Technician 1.Screening applications and resumes

Employees within the Human Resources department of the organization will review received applications and resumes to determine eligible candidates for the position of a computer technician in an attempt to reduce the number of qualified candidates for the position. Qualified candidates will be determined based off their education, previous work experience, and technology-based skills. Once the applications and resumes have been viewed at length, employees within the Human Resources department will reach out to eligible candidates via phone call to schedule a face-to-face interviews as well as a technology achievement test. 2. Testing: in depth testing of computer knowledge- achievement and aptitude tests. Drug tests for both positions 3. Interview 4. Reference and background check 5. Make selection · Outline an Orientation Training Plan for a 5-10 employee, 75 employee, and 400 employee business for your two representative positions. What training are you requiring and for what subjects/areas? Which types of training methods will your organization utilize? Who will conduct the training for your organization? How will you measure the success of your training? (10 points)

During the selection process we will gather employees who have the correct required knowledge for the specific jobs they applied to. Technicians will need to have a basic understanding of how technology works and be able to work well with others. People a little higher up in the organizational structure like senior marketing managers, will need to be able to think critically to help the company grow. Our orientation process will involve a couple different training processes to help our newly staffed employees understand our company’s environment, as well as understand what they need to be able to do to help the company succeed. A few members of the HR Department will conduct this process and organize all of the activities. Our program will be a week long process and will start with ​adventure learning​ on the first day. We will go out into nature and let the employees get to know each and complete fun activities to support the meet and greet process. We believe that this will be a fun way to kick off the week and get the employees excited. After letting them meet each other we will bring them into the offices and let them get to know the company’s culture and the day-to-day work that is involved. The next couple of days will include a couple of different training programs that help them get integrated into the

company’s values. ​Diversity training​ is something that we are going to implement to show them what kind of attitude we accept and what we don’t tolerate. We want to be a very ethical company and support diversity within the company because we know how important it is. We will also implement ​business games and case studies ​and break up them up into teams. Teamwork is a key value and working with others to achieve an end goal is something that every company needs. We will give them case studies to help them understand workplace situations and how to correctly deal with them. Business games are something that we think the employees will really enjoy and help them bond, as well as help them think critically. On the last day we will do ​simulations​ to see how much knowledge the employees have gained as well as make sure they understand the values of the company. All of these training programs put together in a one week period will help our employees gain very valuable knowledge and create a very unique and helpful transfer of training so that once they start working, they are immediately adding value to the company.

Week Orientation Process

1. Day one will consist of an all day retreat of adventure learning 2. Day two will focus on diversity training as well as visiting the company HQ 3. Day three will consist of breaking up into teams and working on business games 4. Day four will consist of more business games and case studies 5. Day five will consist of simulations