Reference no: EM133980770

Develops an Employee Selection Strategy

The learner develops a strategy for selecting and onboarding employees.

Introduction

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 3 addresses the final step in the talent acquisition process: selection. This includes identifying an interview strategy, writing effective interview questions, identifying appropriate selection methods and tests, performing background checks, extending a job offer, and initiating the onboarding process, all while taking legal and ethical issues into consideration.

Note: The same scenario applies to all three tasks. Additionally, the tasks of this performance assessment should be completed in numerical order. So Task 1 should be completed before Task 2, and Task 2 should be completed before Task 3.
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 wants to 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 represent your original work and understanding of the course material. Most performance assessment submissions are automatically scanned through the similarity checker. Students are strongly encouraged to wait for the similarity report to generate after uploading their work and then review it to ensure Academic Authenticity guidelines are met before submitting the file for evaluation.

Grammarly Note:
Professional Communication will be automatically assessed through Grammarly for Education in most performance assessments before a student submits work for evaluation. Students are strongly encouraged to review the Grammarly for Education feedback prior to submitting work for evaluation, as the overall submission will not pass without this aspect passing.

Microsoft Files Note:
Write your paper in Microsoft Word (.doc or .docx) unless another Microsoft product, or pdf, is specified in the task directions. Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc.  All supporting documentation, such as screenshots and proof of experience, should be collected in a pdf file and submitted separately from the main file.

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.

Interview Strategy
A. Create an interview strategy by doing the following:
1. Discuss two benefits of using structured interviews for the senior programmer role.
2. Create one behavioral-based or situation-based interview question designed to assess one's ability to work within a team.
a. Provide a rationale for the interview question.

Selection Strategy
B. Create a selection strategy by doing the following:
1. Recommend one selection method for the senior programmer position.
a. Provide a rationale for the recommended selection method.
2. Recommend one selection assessment for the senior programmer position.
a. Provide a rationale for the recommended selection assessment.
3. Discuss one legal or ethical consideration for selection assessment.

Postselection Hiring Plan
C. Create a postselection hiring plan by doing the following:
1. Recommend one type of background check for the senior programmer position.
a. Provide a rationale for the recommended background check.
2. Identify one relevant component to include in the job offer letter for the senior programmer position.
a. Explain why the component is important to include.
3. Identify one component to include in the onboarding program.
a. Explain how the component will set up employees for success during their first 90 days as a senior programmer at the organization.

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.