The human resource employee recruitment and selection processes are critical to maintaining a competent and fully staffed workforce. Although these processes may have some potential weaknesses, it is incumbent upon the organization to continue to identify these issues and make any required improvements.
This discussion has four parts, as follows:
- Think about personal experiences that you have had with a human resources department either during recruitment or the hiring process. What role did human resources play in the recruitment and selection processes? Your reply should focus on the tasks of the human resources group that would include items such as determining the need for new employees.
- Discuss the importance of each step of the recruitment and selection processes. Based on your personal experience, what step do you think is the most important, and why? Your response should provide details of these steps and not simply list the steps.
- From your personal experiences with the employee recruitment and selection process, what are some problems that you have seen, and what do you think could be improved?
- Think about a time when you were interviewing for a position. What test or assessment was used during your evaluation? In your response, speak to how the assessment was done and how effective you think it was.
If you have no personal experiences to speak of, interview a family member or friend, and provide their personal feedback.
Selecting a performance management process and appraisal method requires significant levels of analysis. These would include the amount and quality of input, the time available to complete the appraisal, the value of the appraisal to both the employee and the company, and the clarity associated with the performance objectives that are developed.
This discussion has three parts, as follows:
- Using your own personal experiences and opinions, discuss what you believe are the benefits and concerns associated with each of the following types of performance appraisal methods:
o Supervisor-conducted
o Supervisor-conducted with input from the employee
o 360-degree appraisal - Discuss the benefits of management by objectives and how this impacts the performance management process in a real-life situation. Your response should include the basic steps that are associated with this process.
- Discuss the steps that are associated with a job analysis process. Based on your personal experience, why do you think the job analysis process is important?
You can provide the experiences of your family or friends in your responses if you do not have your own in these areas.
Employee motivation is critical to an organization because studies have indicated that there is a direct correlation between employee motivation and productivity.
Some of the most well-known motivational theories include the following:
• Maslow’s hierarchy of needs theory
• Douglas McGregor’s theory X and theory Y
• Frederick Herzberg’s two-factor theory
• Equity theory
This discussion has three parts, as follows:
- Provide an example of how 1 of the 4 motivational theories is used in a real-life situation. Discuss the pros and cons of using this particular motivational theory. Your reply should be detailed and provide the main elements of the theory that you choose.
- Discuss the different types of organizational performance measurements. As a part of your response, think about what makes you (or would make you) the most satisfied as an employee. Your reply should also include employee-related performance measurements.
- In your own opinion, what do you think are the best ways in which a company can motivate its employees? You should provide a minimum of 2 examples in your response.
The human resource employee benefits and compensation programs are built upon the in-depth evaluation of each position and the determination of its value within the construct of the organization. Job analysis is a critical component in this process. Another major part is market pricing, which assumes that the pay set by the employers is an accurate reflection of a job’s worth. Both parts are important to ensuring that equity in pay and compensation exists. In the event that equity and fairness are not always met for compensation and benefits, this could lead to employee dissatisfaction and retention problems. It is therefore incumbent upon the organization to correct any inequities.
This discussion has three parts, as follows:
- From your perspective, what type of compensation is a greater motivator for you, and why? Ensure that your discussion provides substantial detail.
- Think about the pros and cons associated with the concept of market pricing. What have your personal experiences been in relation to fairness and equity of your own compensation where you have worked? Use your experience to provide examples of pros and cons. Use 4 examples in your response.
- Discuss how a compensation method can be used to assist with employee retention. Consider 4 different ways in your discussion and from your personal experiences in which you were personally impacted by the examples you have provided.
There are multiple disciplinary requirements within the construct of an organization. It is incumbent upon the human resource department to ensure that policies and procedures exist that cover all factors associated with this topic. It is also likely that an organization will cover some of its disciplinary requirements within the context of a code of conduct.
Legal requirements such as those imposed by the Civil Rights Act of 1964 should additionally be covered with the context of these policies and procedures ensuring that discrimination does not occur. Training on these policies, procedures, and codes of conduct must be conducted to provide evidence that all employees have received and understand the information provided to them.
This discussion has three parts, as follows:
- It is important that all organizational employees receive training on the disciplinary procedures in their organization. Think about your own experience. Have you ever received a disciplinary notice where you have worked? What was your reaction? If you have not, how do you think an employee would react to one? In your response, provide a minimum of 3 examples of disciplinary notices or actions that an employee could receive.
- In the event that an employee disagrees with a disciplinary notice or action, what steps can the employee take? Provide a detailed discussion on this. If you received a disciplinary action or notice that you did not agree with and then decided to write a rebuttal, how would you write this document?
- It is critical that organizations develop policies and procedures to ensure that they meet the requirements of the law. Can you describe, in detail, the requirements of one law that enforces antidiscrimination policies? Have you or anyone that you have known been a victim of discrimination in the workplace? What steps were taken?
Sample Solution
