Category: Human Resources

Human Resources Recruitment and Selection: Methods, Roles and Responsibilities

The way a recruiter executes roles and responsibilities affects the overall outcome an organization will have. The purpose of this paper is to introduce and deepen the understanding of human resources recruitment and selection and explain the different roles and responsibilities within recruitment in an organization. This paper also will explain the changes organizations have made to move forward from the pandemic and the different processes recruiters have adopted.

Roles and Responsibilities in Recruitment

The primary role of a recruiter is to create a pool of qualified candidates for a specific job (Recruiter.com, n.d.-a). They are also responsible for coordinating the recruitment strategy for an entire company and filling positions within the organization they work for (Recruiter.com, n.d.-a). Working closely with managers, executives, and the human resources team, they create a plan that determines what kind of candidates are needed and which methods to use to reach them (Recruiter.com, n.d.-a). They are also in charge of creating and posting job descriptions, continually source potential candidates and keeping tabs on how the recruiting plan is doing (Recruiter.com, n.d.-a).

A talent sourcer is a professional used for “highly specialized talent searches” and within an organization’s hiring and talent acquisition strategy (Recruiter.com, n.d.-b). For example, an organization could be looking for an individual with a background in data science who can interpret specific biological data (Recruiter.com, n.d.-b). A talent sourcer also needs to have a comprehensive understanding of the job requirements and the industry to source qualified candidates (Recruiter.com, n.d.-b). This knowledge will help them determine the best keywords and backgrounds when screening candidates (Recruiter.com, n.d.-b).

A job design specialist is mainly in charge of coordinating and performing duties associated with job analysis, preparing job descriptions, and receiving approval from management (Five Continents Technical & Industrial Services Est, 2018). They need to analyze jobs within the organization using various job analysis methods, which must be well documented (Catano et al., 2019, p. 152). Job design specialists must also be trained in various techniques to ensure they collect objective information during their job analysis (Catano et al., 2019, p. 152).

Recruiting supervisors monitor activities within the employment sector of human resources. Looking into the hiring practices and processes, an individual in this position can oversee current recruitment methods to shift the process in a better direction if needed (Betterteam, 2020). These individuals also ensure that current recruitment practices align with the organization’s needs by determining the success of these policies and filling the job positions.

In regard to colleagues of the future employee, when hiring new candidates, they need to have the skills to complete the job and fit into the work culture. An organization needs to work together to be successful, especially within its human resources department. Colleagues play a big part in an employee’s ethical behavior because they influence how an individual can complete a job. When hiring a candidate, an organization needs to consider this applicant’s ethics, take into account the societal ethics, and the way this can fit into the professional ethics within the company (McFarlin, 2019).

Hiring managers work in coordination with the Human Resources department, and their job is to hire the most qualified individuals (SmartRecruiters, n.d). Hiring managers are responsible for a wide range of tasks (SmartRecruiters, n.d). These tasks consist of: identifying the staffing requirement for a new or open position, crafting an accurate and detailed job description to attract the best candidates, defining roles and responsibilities for the hiring team, setting expectations for the interview process, and other positions that the organization may need (SmartRecruiters, n.d). If the hiring manager concludes that none of the applicants are sufficient, they notify the recruiting team to compile another applicant pool (SmartRecruiters, n.d). They also serve an important role as the mediator between applicants during contract negotiations (SmartRecruiters, n.d).

Sources such as SMEs or “subject matter experts” are used by trained professional job analysts to provide a better analysis of candidates versus self-reports and survey instruments used by employees currently holding the position (Catano et al., 2019, 4-b). SMEs are most accurate when data from “job incumbents” (employees currently holding the position) and their immediate supervisor is collected by those most knowledgeable about a job and how it is performed (Catano et al., 2019, 4-1b).

Three Benefits of Using Internal Recruitment Methods

As per Rashimi (2010), the most useful internal recruitment methods are Promotion, Transfer, and Cross-functional movement. In most internal hiring cases, employee seniority and skill are of considerable importance. With the following opportunities, “employees are promised employment for a lifetime; employees become more engaged in the organization; their performance is elevated” (Dlugos, 2020). It comes down to cutting down costs associated with hiring new employees.

1- Promotions

As per Rashmi “current employees who exhibit potential in their current roles are promoted” (Rashmi, 2010). They tend to be motivated, better performers, and are more engaged in the tasks. Dlugos mentions that “Employee’s seniority is essential when the employee needs to be promoted to an available position” (Dlugos, 2020).

2- Transfer

Fica mentions that “you may not have seen employee performance in specific tasks, but you know what the employee’s work is about” (Fica T., April 14, 2020). And Rashmi adds that “potential employees are transferred location wise” (Rashmi, 2010). Fica adds that “current employees have a greater understanding of their work and work environment” (Fica, 2018, p. 11). Dlugos argues that “firms and employees have more knowledge of each other; it enables employees to enter jobs that complement their knowledge, skills, and abilities” (Dlugos, 2020).

3- Cross-functional movement

Employees are located around as per their desire; management places them as per their expertise in different positions to form more functional teams. Recent studies suggest that existing employees are moved around; 70% of new organizations’ posts are filled through the internal talent market (Dlugos, 2020).

Roles and Responsibilities for Succession Planning

Succession planning is a recruitment method often used to fill higher positions in a company with someone who already works there (Welsh, 2019). By doing so, a business can have an individual that is already knowledgeable about how the company operates, as well as the organizational culture (Rogers, 2019). For this to be successful, the right individual must be selected. The role of the recruiter is to essentially “develop and implement recruiting plans and strategies designed to fulfill company staffing needs” (HumanResourcesEDU.org, n.d.). The recruiter would fulfill the need for a successor by having high potential candidates hired and screened from the beginning and have a career plan for those roles in the future.

The roles of recruiters include, but are not limited to: discovery and recognition of high potential candidates, screening, interviewing and reference and background checking (HumanResourcesEDU.org, n.d.). Candidate screening, according to HumanResourcesEDU.org (n.d.), is the process of determining which resumes have candidates that meet the minimum qualifications for the job listing. The candidates that meet the requirements and show high potential to move up in the company then move on to initial interviewing, which the recruiter is responsible for. The initial interview process is “used to narrow down the number of potential candidates who will be interviewed by the hiring manager” (HumanResourcesEDU.org, n.d.). If the hiring manager and/or other executive-level personnel participating in the interview express interest in hiring the candidate, the recruiter will often be the one to coordinate the references and background checks.

In succession planning, the predecessor plays a role in preparing the successor, who is already a member of the company, in matters such as “historical, operational, technical and cultural knowledge sharing” (Rogers, 2019). This allows the successor to integrate and make the best decisions in the future with context from the past from the predecessor and anticipate challenges. Executive-level peers also help determine which candidate will succeed as the successor must be able to collaborate and work with them. The success of the new executive depends on the way this new team works and how well the different skill sets, leadership styles, and pre-existing dynamics mix together (Rogers, 2019). To help determine the compatibility of candidates, 95% of executive leaders took part in regular reviews, while 99% participated in succession planning meetings (Welsh, 2019).

Discussion and Conclusion

The key take-away that could benefit organizations whose recruitment methods are still primarily grounded in the use of job postings and reviewing applications is to put a validation study in place (Catano et al., 2019, 2-4a). These studies help align if the company’s recruitment strategies are being administered properly and are correctly chosen and used by the organization. There are multiple different validation strategies that can be used, and it is commonly the HR’s job to properly pick the right one for their company that best aligns with the business’ strategy (Catano et al., 2019, 2-4a).

Cause and Effect Essay on a Co-worker

Co-workers are defined as an individual who is associated with one another in a professional setting. Co-workers at work place influenced by different events that occurs within the organization such as socialization, shared task, and work problems. Nowadays organizations encourage their employees to be friends with their co-workers and mostly they prefer situational friendships that relationship must be related to the day-to-day organization’s activities and not to the other out of an organization

An employee is a person who is hired in the organization to perform prescribed activity.

Friend refers to an individual with whom one has a bond of mutual affection.

Creating strong relationships can be an effective way to enhance overall job satisfaction and engagement at work although most professionals place clear boundaries on the extent of their working relationships and avoid becoming too close with co-workers to maintain a healthy work-life balance. If you’re thinking of creating friendships with your co-workers it may be better to consider the various pros and cons of doing so.

The following are the importance of workplace friendship at both individual and organizational levels

It creates effective communication, and the success of the organization depends on the employees’ ability to communicate with one another and clients alike fostering friendships with your co-workers can offer a chance for you to develop your communication skills. if there is better communication between employees and their co-workers the work becomes simple, this is because co-workers have a tendency to help each other hence it reduces stress among employees, also apart from that an employee can express his or her fellow co-workers so that they can help him or her, by doing it reduces stress, and hence a person can feel comfortable at workplace

Increase support and cooperation, if there is support among co-workers both through words and action by defending the members when they are attacked by outsiders or when they face problems this will demonstrate loyalty among co-workers, also management emphasizes cooperation among co-workers through the formation of various groups (teamwork), Therefore there is a need to pool talents, knowledge or power in order to complete a job, in such instances, management will rely on the use of formal groups. Hence they can perform their particular task in an effective and efficient manner.

Enhancing performance and productivity, your workplace friendship may offer more trust, improved communication, enhanced collaboration, and a better rate of activities. Each of these advantages can combine to help you and your Collagenous produce higher quality work on a regular business. This is especially true in a team environment. In which co-workers on one another to achieve the objectives set out for them. Friendship can allow professionals to develop a higher level of responsibility towards one another.

Enhancing job commitment and satisfaction, if you are happy with the colleagues you interact with every day, that happiness translates to an overall improved sense of job satisfaction and commitment, having friends at work who support you enriches your experience and gives you a sense of belonging and positivity that can make for a great work environment, through encouragement confidence, trust, respect, and critical feedback among employees or co-workers who are knowledgeable and believable about what they are talking about and due to that it will lead to successful organization.

Apart from the importance of being friends at the workplace also there are adverse consequences

Risk to favoritism, the relationship between employees and coworkers can build favoritism at the workplace, especially if an employee demonstrates favoritism towards his or her friends in the sense of neglecting the needs of other workers can build a difficult work atmosphere, due to favoritism some of the employees may feel inferior rather than other, the basis on our opinion about employees being friends with their co-workers can lead to facilitate a bad feeling over the other and reduce the morale of work at workplace.

Failure to report unethical behavior and relationship between employee and co-workers lead to the increase of unethical behavior within an organization this is due to the fact that employees will have a tendency to cover up for each other hence unethical behavior such as absenteeism continue to increase within an organization hence poor performance within an organization. For instance, in the claim of sexual harassment, an employer needs this report to effect prompt and remedial action due to the relationship then slacking-off emerges.

Unhealthy competition, also due to the employee becoming a friend with his co-workers may lead to the emergence of unhealthy competition within the organization and among the individual employees for example when one employee is promoted to the highest position rather than his fellow coworkers it leads to his fellow collide to create a competitive environment so that to be promoted to the highest ranks of an organization

Therefore, sharing too much can make others undervalue your position and think less of you. Having close friends at work can make you happier, more productive, and less likely to quit. Sometimes it is nice to gain the insight of a co-worker about a personal problem. As a result, it is hard to determine where to draw the line with organizational friendships, and keep your relationship professional and neutral; you can also prevent potential accusations of harassment or inappropriate behavior.

Bibliography

1. Colguift A (1988), organization Behavior the Mc Graw Hill co inc New York.
2. Dipak Kumar Bhattacharyya (2009), Organization Behavior concept and occupation, Oxford University Press India.

A growing number of preemployment tests simulate a job’s functions and are being

A growing number of preemployment tests simulate a job’s functions and are being conducted via computer or on the Web. You can liken them to video games but within a work setting. Toyota, Starbucks, the paint maker Sherwin Williams, and numerous financial firms such as SunTrust Banks, KeyBank, and National City Bank have successfully used virtual job simulations to assess applicants.
At Toyota, applicants participating in simulations read dials and gauges, spot safety problems, and use their ability to solve problems as well as their general ability to learn as assessed. The candidates can see and hear about the job they’re applying for from current Toyota employees. National City Bank has used virtual assessments to test call-center candidates and branch manager candidates. Call-center candidates are given customer-service problems to solve, and branch manager candidates go through a simulation that assesses their ability to foster relationships with clients and make personnel decisions.
These kinds of virtual assessment tools, which are produced by companies such as Shaker Consulting Group, Profiles International, and others, do not come cheap. But although they can cost tens of thousands of dollars, larger companies that can afford them are saying they are worth it. The benefits? Better-qualified candidates, faster recruiting, and lower turnover among employees hired. KeyBank says that by using virtual testing tools, it realized savings of more than $1.75 million per year due to lower turnover.
Candidates also seem to like the assessments because they provide a more realistic job preview and make them feel as if they are being chosen for jobs based on more than just their personalities or how they performed during an interview. “It was a very insightful experience that made you think about what exactly you like and dislike in the workplace and if you really enjoy helping customers and have patience to do so,” says one candidate tested for a customer service job.
And it is not just younger candidates who play a lot of video games who like the tests—older candidates do as well. “We haven’t seen any adverse impact,” says Ken Troyan, chief staffing officer for SunTrust Banks. “There’s some mythology—if you will—about older people not being computer-savvy, and that’s just not so.” One study found that the simulations also tend to result in less of a gap between people in underrepresented groups and White candidates than when paper-and-pencil tests are used.
A handful of software companies have developed games that don’t mirror work tasks but are actual video games you would play for fun. “Bomba Blitz” and “Meta Maze” are two mobile games developed by the preemployment-testing company Knack. According to Knack, the games utilize behavioral neuroscience and big data—in this case, the game scores and decision-making traits of thousands of different types of workers—to match people with jobs.
HR experts warn that companies need to be sure they aren’t simply buying glitzy simulations that don’t translate well to the jobs for which they are hiring. Games like those produced by Knack are just now starting to be used, and firms generally aren’t solely relying on them to make hiring decisions. Also, the tools could potentially eliminate candidates who have trouble with simulations, games, or computers but might make good employees. You should still use the U.S. Department of Labor’s “whole-person approach” to hiring, says one HR professional. The whole-person approach factors in the results of a variety of accepted tests along with prior actual performance and interview results to get the most complete picture of an employee or candidate.
Answer the Questions
What do you think are the prime advantages and disadvantages of “virtual tryouts”? 
Do you think there would be any EEOC concerns regarding this system? 
Do you think virtual job tryouts might be better suited for some jobs than others? If so, which ones?

For this unit, you have 1 deliverable due, which is your case study. Please be s

For this unit, you have 1 deliverable due, which is your case study. Please be sure to carefully read the assignment instructions and answer the questions thoroughly. Also, be sure to review the Unit VII study guide and the readings associated with this unit. 
Your case study will discuss bargaining processes within an organization. The bargaining process refers to a negotiation process between two or more parties to reach a mutually acceptable agreement. In the context of labor relations, it typically refers to the process between employers and labor unions to establish terms and conditions of employment through collective bargaining.
I look forward to reviewing your assignments and please reach out to me if you have any questions. 
he employees at your organization have formed a union, and the bargaining process now begins. Write a case study in which you analyze the situation. First, begin with background information about the negotiation, and make certain to address the areas below.
* Identify the state where the organization is located. Is the state a right-to-work state? If yes, explain what this means. If no, explain what this means. Why are the employees deciding to unionize? What are the mandatory bargaining subjects? Other than wages and hours, what are five other terms and conditions of employment? What are permissive bargaining subjects that will be negotiated? List at least five.
* Second, you need to select members of your bargaining team. You will select four supervisors who were identified in the Unit VI Lesson. Discuss why you selected each supervisor, and compare/contrast their conflict management styles. Each supervisor must have a different conflict style. Explain how each supervisor can contribute to conflict resolution strategies used during negotiation.
* Third, explain the two collective bargaining strategies, and identify which one you will recommend your team to use. Explain and support your rationale. 
* Finally, what will you propose happens if a labor management agreement is not reached by your team and the employee representatives?
Your case study must be a minimum of five pages in length, not counting the title and reference pages. Your case study should present an insightful and thorough analysis with strong arguments and evidence. You must use three academically reliable sources to support your analysis.
Adhere to APA Style when constructing this assignment, and make certain to include in-text citations and references for all sources that are used. Please note that no abstract is needed.
This Sample Case Study, which was created by the CSU Writing Center, shows the formatting expectations for this assignment.

Answer each question for each case study in 1 sentence. 
1. Case name:
2. What i

Answer each question for each case study in 1 sentence. 
1. Case name:
2. What is the Issue of the case? 
3. What is the answer to the Issue question? 
4. What special circumstances made the verdict questionable or harder to rule on than normal? 
5. What laws does the case involve?
6. What other cases did the court use to justify their decision? 
7. Was this an instance of judicial activism? Why? 
8. Is this a narrow or broad holding? Why? 
9. Who is affected by the decision? 
10. Do you agree with the decision? Why? 
Chapter 8 
8.2 Abigail Noel Fisher v. University of Texas at Austin
https://www.oyez.org/cases/2015/14-981 
8.3 Barbara Grutter v. Lee 
https://www.oyez.org/cases/2002/02-241 
8.4 Jennifer Gratz v. Lee Bollinger
https://www.oyez.org/cases/2002/02-516
8.6 University o
f California Regents v. Allan Bakke
https://www.oyez.org/cases/1979/76-811
8.6 University of California Regents v. Allan Bakke
https://www.oyez.org/cases/1979/76-811
Chapter 9 
9.1 Exemplaire Exantus v. Harbor Bar & Brasserie Restaurant
https://law.justia.com/cases/federal/district-courts/new-jersey/njdce/2:2009cv02693/228903/15/ 
9.2 Gibson v. American Greetings Corp.
https://casetext.com/case/gibson-v-american-greetings-corp-2 
9.4 Michael Green v. City of Philadelphia
https://casetext.com/case/green-v-city-of-philadelphia-2 
9.5 Lynette Barrett, W.T. Melton v. Whirlpool Corp.
https://casetext.com/case/barrett-v-whirlpool-corp-1 
9.7 Harold W. Hansborough, Jr. v. City of Elkhart Parks and Recreation
https://law.justia.com/cases/federal/district-courts/FSupp/802/199/1650204/

Instructions:
Content:
This week you will begin to develop your final project.

Instructions:
Content:
This week you will begin to develop your final project. For Milestone One, research HRIS applications and select three different types of HRIS applications. Conduct your research using your textbook and resources from library databases (such as Business Source Complete, Business via ProQuest, and eBooks via EBSCO) and from additional credible sources. Address the following:
What are the functions each HRIS type of application provides, as related to Hello Technology! Corporation’s HR roles and responsibilities?
What are the deliverables each HRIS type of application provides, as related to Hello Technology! Corporation’s HR roles and responsibilities?
How can implementing an HRIS application to support job analysis, HR planning, and talent acquisitions benefit the HR department of Hello Technology! Corporation?
Format:
Your assignment should include the following:
Cover page
Body addressing assignment questions
What are the functions each HRIS type of application provides, as related to Hello Technology! Corporation’s HR roles and responsibilities?
What are the deliverables each HRIS type of application provides, as related to Hello Technology! Corporation’s HR roles and responsibilities?
How can implementing an HRIS application to support job analysis, HR planning, and talent acquisitions benefit the HR department of Hello Technology! Corporation?
References page.
It should be in APA format and include correct spelling, punctuation, and grammar usage.
For more information on APA, please visit the APA Guide.
You should also use and cite multiple credible research sources.

Determine how you will conduct an audit of your business to see if it has adequa

Determine how you will conduct an audit of your business to see if it has adequate representation of women and minorities. How will you determine adequate representation?
What is the status of affirmative action in Oklahoma and in Texas? (ballotpedia.org)
Explain how the equal protection clause of the 14th Amendment relates to and opposes affirmative action.

The Walt Disney Corporation Mission / Vision Statement:
One of the reasons why

The Walt Disney Corporation Mission / Vision Statement:
One of the reasons why Disney has a reputation of delivering a seamless “magical” experience to its guests in all of its operations – theme parks, hotels, restaurants, retail stores, etc. – is because it has one overriding vision and mission for all of its business operations.
“The mission of The Walt Disney Company is to be one of the world’s leading producers and providers of entertainment and information. Using our portfolio of brands to differentiate our content, services and consumer products, we seek to develop the most creative, innovative and profitable entertainment experiences and related products in the world.”
Do you believe this statement encompasses what Walt Disney is trying to achieve?
What role does HR play in reinforcing this mission/vision statement?
Describe the steps companies like Walt Disney go through to develop a human resource strategy?
Discuss current changes in the business environment that affect the mission/vision of a company?
Expectations: In 3 pages, and applying theory, answer the above questions. Provide an example of a company who has a strong mission, vision and value statement. Discuss how the company uses these statements to define their image. Integrate references (minimum of 3), and include theory into your essay. Reply to these questions in essay (not Q & A) format. Provide a graduate level introduction paragraph, and conclusion paragraph.
Use the provided writing template, and follow 6th edition APA writing conventions. 

Human resources (HR) professionals enable current and future organizational comp

Human resources (HR) professionals enable current and future organizational competitiveness by maintaining an adequate supply of people with the knowledge, skills, abilities, and other characteristics needed to produce these resources. As a human resources professional, your ability to effectively identify your organization’s need for employees, as well as plan and implement employee recruitment and selection strategies, will demonstrate solid talent acquisition practices that will directly contribute to your organization’s success. This performance assessment will give you the opportunity to demonstrate these critical talent acquisition skills.
Task 1 addresses the first step in the talent acquisition process: workforce planning. This includes doing labor forecasting, performing a job analysis, and developing job descriptions.
SCENARIO
You are the newly appointed human resources director at Pruhart Tech, a midsize high-tech company located in the southeastern United States. The company is preparing for growth due to an increase in demand for its new smart home tech products.
The company’s computer programmers play a key role in the development of new smart home tech products. Currently, the company employs 20 computer programmers. The CEO requests you create a new position of senior programmer and wants to fill 10 of these roles within the next three months to lead new product development. HR has begun drafting a job description for the senior programmer position but has not been able to complete it without conducting a formal job analysis.
Recruiting 10 senior programmers is no easy task. There is a competitive market and a shortage of qualified labor in the area. To source qualified candidates, both internal and external recruitment methods will need to be utilized. The CEO values strong teamwork and holds a belief that in-person work is the best way to achieve that. However, the CEO has agreed to reclassify the 20 current computer programmers and the 10 new senior programmers into remote positions yet wants to ensure that the newly hired employees will be able to work well within the team in a remote setting.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. The similarity report that is provided when you submit your task can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc., unless specified in the task requirements. All other submissions must be file types that are uploaded and submitted as attachments (e.g., .docx, .pdf, .ppt).
Workforce Planning
A.  Write a workforce planning summary by doing the following:
1.  Using the information in the “Organizational Memo on Proposed Hiring Plan” supporting document, recommend one approach to successfully address the labor shortage and meet the CEO’s request, considering the organization’s need to hire more computer programmers and senior programmers.
2.  Explain one way the organization can incorporate job enlargement or job enrichment in the computer programmer position, using the “Organizational Memo on Proposed Hiring Plan” and “Pruhart Tech Job Descriptions” supporting documents.
Job Analysis Plan
B.  Create a plan to conduct a job analysis for the new senior programmer position by doing the following:
1.  Explain one type of information you will need to collect during the job analysis that is relevant to the senior programmer position.
2.  Explain one method you will use to collect information during the job analysis.
Job Description Addition
C.  In a written document, propose additions to the senior programmer job description by doing the following:
Note: Refer to the “Pruhart Tech Job Descriptions” supporting document.
1.  Create two additional knowledge areas, skills, abilities, and other characteristics (KSAOs), sourced from O*NET for the senior programmer job description. The O*NET link is included in the Web Links section.
2.  Create two additional competencies for the senior programmer job description.
D.  Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
E.  Demonstrate professional communication in the content and presentation of your submission.
WEB LINKS
https://www.onetonline.org/
SUPPORTING DOCUMENTS
Job description and organizationl memo on proposed Hiring plan attached in the files