Many employers use tests and assessments to select those candidates that best meet the essential knowledge, skills, abilities, and other characteristics (KSAOs) required to perform a specific job:
Questions for Discussion:1. Do you think employers should use integrity and personality assessments to make recruiting and promotion decisions? Support your reasoning based on current research.
2. Can you think of certain positions or job categories where integrity and personality assessments are more relevant than others? Provide specific examples and explain your rationale.
3. Do you think government agencies and companies in the private sector will use more or less integrity and personality testing in the future? Why? Why not?
Many employers use tests and assessments to select those candidates that best meet the essential knowledge, skills, abilities, and other characteristics (KSAOs) required to perform a specific job:
Questions for Discussion:1. Do you think employers should use integrity and personality assessments to make recruiting and promotion decisions? Support your reasoning based on current research.
2. Can you think of certain positions or job categories where integrity and personality assessments are more relevant than others? Provide specific examples and explain your rationale.
3. Do you think government agencies and companies in the private sector will use more or less integrity and personality testing in the future? Why? Why not?
QUESTION: Read the required reading article nested under chapter 7 in your modules entitled: The recruiting and onboarding process has changed a lot due to COVID-19 READING LINK:- https://peopletalk
Short essay
QUESTION: Read the required reading article nested under chapter 7 in your modules entitled: The recruiting and onboarding process has changed a lot due to COVID-19
Select ONE of the four insights in the article. Then, discuss ONE insight that can serve as a guideline and ONE that pause a challenge to any human resource professional managing any small business in the Metro Vancouver area. Focus your discussion on one industry only, especially if you work or have worked in one, and how the human resource management functions of recruiting, onboarding and training will be specifically affected.
Format:
Introduction (use in-text citations when citing)
Body (use in-text citations when citing)
Conclusion (use in-text citations when citing)
References (list your references using APA format)
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Even before COVID-19, businesses were conducting recruiting efforts online and via video, therefore this is a skill that modern job seekers need to master. In the Module 4 SLP, you will deliver a 3-minute video presentation using PowerPoint as part of a job interview.
Module 1: SLP Readings
Practice and Preparation for an Online Job Interview
The Most Powerful Words to Use During Your Interview
Why Is It Important to Communicate Well?
Microsoft PowerPoint Support
Create a presentation in PowerPoint
Design in PowerPoint
Add speaker notes to your slides
SLP Assignment
Scenario: Use the job listing from Case 1 and tailor a message to show the recruiter why you are qualified for this position. In Module 1 discussion, you practice creating professional written and video introductions. A presentation and later full video are the next logical steps to build your repertoire of business communications.
SLP Requirements
You will create a PowerPoint presentation to support your video interview in SLP 4.
The presentation will contain professional graphics. You may use a template.
What you plan to say must be typed in the “notes” area of your PowerPoint presentation. This is a first draft. You may make updates in Module 4 based on instructor feedback and what you learn in class. These are your words and must be original.
SLP Assignment Expectations
Your submission will include:
A PowerPoint Presentation with Typed Speaker Notes
Timely Delivery– primewritersbay.com believes in beating the deadlines that our customers have imposed because we understand how important it is.
Customer satisfaction- Customer satisfaction. We have an outstanding customer care team that is always ready and willing to listen to you, collect your instructions and make sure that your custom writing needs are satisfied
Writing services provided by experts- Looking for expert essay writers, thesis and dissertation writers, personal statement writers, or writers to provide any other kind of custom writing service?
Enjoy Please Note-You have come to the most reliable academic writing site that will sort all assignments that that you could be having. We write essays, research papers, term papers, research proposals. Even before COVID-19, businesses were conducting recruiting efforts online and via video, therefore this is a skill that modern job seekers need to master
Even before COVID-19, businesses were conducting recruiting efforts online and via video, therefore this is a skill that modern job seekers need to master. In the Module 4 SLP, you will deliver a 3-minute video presentation using PowerPoint as part of a job interview.
Module 1: SLP Readings
Practice and Preparation for an Online Job Interview
The Most Powerful Words to Use During Your Interview
Why Is It Important to Communicate Well?
Microsoft PowerPoint Support
Create a presentation in PowerPoint
Design in PowerPoint
Add speaker notes to your slides
SLP Assignment
Scenario: Use the job listing from Case 1 and tailor a message to show the recruiter why you are qualified for this position. In Module 1 discussion, you practice creating professional written and video introductions. A presentation and later full video are the next logical steps to build your repertoire of business communications.
SLP Requirements
You will create a PowerPoint presentation to support your video interview in SLP 4.
The presentation will contain professional graphics. You may use a template.
What you plan to say must be typed in the “notes” area of your PowerPoint presentation. This is a first draft. You may make updates in Module 4 based on instructor feedback and what you learn in class. These are your words and must be original.
SLP Assignment Expectations
Your submission will include:
A PowerPoint Presentation with Typed Speaker Notes
Timely Delivery– primewritersbay.com believes in beating the deadlines that our customers have imposed because we understand how important it is.
Customer satisfaction- Customer satisfaction. We have an outstanding customer care team that is always ready and willing to listen to you, collect your instructions and make sure that your custom writing needs are satisfied
Writing services provided by experts- Looking for expert essay writers, thesis and dissertation writers, personal statement writers, or writers to provide any other kind of custom writing service?
Enjoy Please Note-You have come to the most reliable academic writing site that will sort all assignments that that you could be having. We write essays, research papers, term papers, research proposals. Even before COVID-19, businesses were conducting recruiting efforts online and via video, therefore this is a skill that modern job seekers need to master
You are the Chief Human Resource Officer (CHRO) at your organization. As the CHRO, one of your primary roles is to be the workforce strategist. Your organization is planning to expand business operations to your neighboring state by opening an office. As a result of this expansion, your organization needs to make sure that the best and brightest employees are recruited to fill key roles at the new office. Write a 5-7 page research paper using APA style outlining the steps involved in recruiting the staff at the new office.
Grading Criteria:
The student researched the legal statues affecting the selection and hiring of employees.
The student identified the number and type of positions that need to be filled at the new office. Moreover, the student discussed qualifications, e.g., education level and number of years of experience, associated with each position.
The student researched, evaluated and chose several selection devices such as interviews or ability tests to reject or accept applicants. Moreover, the student assessed the weaknesses and strengths of these selection devices.
The student researched, evaluated and chose whether or not to utilize integrity testing and drug testing.
The student applied correct APA, style, usage, grammar, and punctuation.
The student supported the research paper with at least four different scholarly sources such as research journals, research studies, government or accredited educational institutions websites.
Human resource managers are tasked with the daunting task of finding and acquiring employees and workers for the organization. This process is usually a rigorous and tedious one. This is so because HRM managers must contend with a number of issues and factors related to the entire process. They must formulate strategic ways of acquiring the required labor. Such strategies are not only intended at getting someone who can do the job. Rather, the aim is to get the right person for the right job at the right time and at the best deal. This is important in ensuring that the company secures an optimal position in terms of both cost and productivity.
Recruitment and Selection for a New Office
Recruitment is a process by which an organization generates a pool of qualified personnel capable of satisfying its human resource needs. Gatewood, Feild, & Barrick (2010) define recruitment as the collection of organizational activities influencing the number and type of people who apply for a position and affecting the decision of applicants as to whether to accept or reject the offer. This is the first process in the human resource acquisition chain. It not only serves to attract the appropriate pool of talent for the job, it also serves as a filter to eliminate any individuals who are incapable of fulfilling the job requirements. According to Gatewood, Feild, & Barrick (2010), recruitment serves three major purposes. These are: the development of a sufficient pool of qualified individuals at a reasonable cost; allowing the organization to meet legal and social obligations pertaining to the demographic constitution of its workforce; and, increasing the success rate of selection by eliminating unqualified/poorly qualified candidates.
One of the most important considerations during recruitment is adherence to legal requirements and obligations. There are a number of laws and statutes governing recruitment and selection. These are similar to labor relation laws as well as employment laws, which are usually aimed at safeguarding the interests of employees. Similarly, the laws governing the recruitment and selection process are aimed at safeguarding the interests of qualified individuals. One of the most elaborate and the most binding legal regulations is the equal employment opportunity (EEO) regulation. The EEO laws are federal laws aimed at the elimination of discrimination in Human resource management decisions (Gatewood, Feild, & Barrick, 2010). There are also EEO executive orders, which serve the same purpose, but are aimed specifically at organizations conducting business directly with the government. Under the EEO laws and executive orders, there are those regulations that deal with explicit discrimination, while others deal with implied or resultant forms of discrimination. Some of the laws and regulations are discussed below.
One of the most pertinent laws is the Title VII Civil Rights act of 1964. This act prohibits discrimination based on sex, race, color, religion and national origin. Through amendments, discrimination based on pregnancy/childbirth is also prohibited. Another act that applies to private industry is the Age Discrimination in Employment Act of 1967, which prohibits discrimination against individuals on the premise of their age (Gatewood, Feild, & Barrick, 2010). It is intended to protect individuals of age 40 and above. Yet another act I the Americans with disabilities Act (1990), which aims to safeguard the interests of persons with disabilities. Such disabilities include physical or mental impairments.
The above examples only describe explicit discrimination based on the parameters indicated. However, discrimination can also be implicit, such as in the case where applicants are not directly rejected, but instead, they are indirectly turned away with particular screening methods deliberately designed to lock them out. In order to mitigate this, EEO laws prohibit the use of such screening methods. For example, according to Gatewood, Feild, & Barrick (2010), the ADA prohibits the utilization of employment tests, qualification standards or selection criteria where such measures screen out individuals with disabilities unless such standards are job-related. Such regulations against discrimination procedures are also present in the case of age discrimination where for example, disparate tests or neutral tests are prohibited where such tests have a discriminatory impact on older individuals (EEOC, 2010). Moreover, the civil rights act also prohibits the use of procedures that may amount to discrimination against members of a particular demographic category except in the case that such a procedure is related to the job.
Having understood the legal environment pertaining to the selection and hiring of employees, it is important to discuss the appropriate selection procedure. For the new office, about 8 new employees will be required. They include the office manager, the secretary, the receptionist, a sales executive and 4 sales representatives. Below is a description…………………………………………………………………………………………………………………………………………………………………………………………………………………………………. Steps to Recruiting Staff for New Office