A Targeted Staffing Approach
In this Case Assignment, imagine that you are working as Manager of Human Resources in a privately held, mid-sized manufacturing organization that makes rugged work boots and work clothing. Your company is located in a southwestern city that has a larger than average percentage of people who are receiving various forms of public assistance. The public school system (elementary and high school) is rated one of the lowest in the nation. The city itself has a lower than average number of college graduates.
Your organization has just signed a federal contract requiring the hiring of 20 Engineers new to your organization who are bilingual (Spanish and English). The contract is for three years. Your boss, the VP of Human Resources, has asked you to:
Prepare a targeted plan in which you present your detailed strategies to recruit and select 20 Engineers to hire (full-time or part-time) within 8 months. Focus on job-relatedness. What are the qualifications of a trained Mechanical Engineer? (Make reasonable assumptions). What selection methods are best to assess whether or not an applicant meets or exceeds those qualifications? (Note: This is an in-house project; do not recommend utilizing outside vendors.)
Bring in at least 5 library sources to help strengthen and support your discussion. Also, bring in actual employer examples from your readings/research.
Submit your paper by the Module due date. Paper length: 4-5 pages (not counting the cover and reference pages).
Your paper should demonstrate critical thinking and analysis of the relevant issues and HRM actions, drawing upon all of the required background readings and relevant sources from your prior courses and your own TUI library search. Use website information sparingly (reputable websites only).
Prepare a paper that is professionally presented (including a cover page, a "List of References," and a strong introduction and conclusion).
Proofread your paper carefully for grammar, spelling and word-usage errors.
Address all aspects of the assignment as stated.
Provide private-sector employer examples of HRM programs, systems, processes and/or procedures as you address the above assignment requirements. Provide names of the employers. Use different employer examples in your case paper than those used in your SLP paper.
Limit your web search and focus instead on your library search. Bring in information from the background readings as well to help add depth and validity to your discussion.
Give authors credit for their work. Cite sources of borrowed information in the body of your paper as footnotes, numbered end notes or APA style of referencing.
The link to Trident's Student Guide to Writing a High-Quality Academic Paper (instruction on writing papers, citing sources, proper referencing, and so forth) is http://support.trident.edu/files/Well-Written-Paper.pdf
In this first module, there are two or three required readings related to each of these topics: job study, recruitment, and selection.
The articles address current, pertinent issues related to these topics and are designed to give you a good foundation in these areas by exposing you to diverse issues and perspectives. The readings also provide the breadth and depth of knowledge to conduct a library search to complete the assignments in this module.
Within each section we’ve also provided you with some options to enable you to adapt the course to your own interests. Where multiple reading choices are offered, read as many as you are able to in order to strengthen your foundation in the field. Enjoy the readings!
Note: Some of the sources date back several years, but still provide excellent information for our use.
Topic: Job Study
Please read at least TWO of the following to gain an initial understanding of the job analysis/job design process.
Bailey, M. Job design, retrieved November 17, 2012, from http://www.cedu.niu.edu/~bailey/ftf564/jobdes.pdf
Campion, M.A., and Thayer, P.W. (2001) Job design: approaches, outcomes & tradeoffs, retrieved November 19, 2012, from http://carmine.se.edu/cvonbergen/Job%20Design_Approaches,%20Outcomes,%20and%20Trade-offs.pdf
Garg, P., & Rastogi, R. (2006). New model of job design: Motivating employees' performance. The Journal of Management Development, 25(6), 572-587. Retrieved on November 17, 2012 from ProQuest.
Job Analysis and Human Resource Planning, slide presentation, retrieved November 19, 2012, from www.personal.kent.edu/~mhogue/HRM4.ppt
Job Analysis-Based Performance Appraisal. Retrieved November 19, 2012, from http://www.shrm.org/Education/hreducation/Pages/JobAnalysis-BasedPerformanceAppraisal.aspx
Job Analysis: Overview, retrieved November 19, 2012, from http://www.job-analysis.net/G000.htm
Job Analysis Background Research, slide presentation, retrieved November 19, 2012, from http://uwf.edu/svodanov/psamethods/JA-Methods-2007.ppt
Please read at least THREE of the following articles on recruitment:
Anonymous (2010, January). Consider $100k+ recruiting separately. Staffing Management, 6(1/2), 14. Retrieved May 30, 2013, from the TUI Library.
Britnell, A., Aaserud, K., & Beaton, E. (2006, The ultimate guide to hiring today's best employees. Profit, 25, 27-29,31-34,37,39. Retrieved May 30, 2013, from the TUI Library.
JCSI (2010). The New Age of Recruiting: 2010 Recruiting Survey Results. Retrieved May 30, 2013, from http://www.jcsi.net/pdf/2010_recruitment_survey.pdf
Mitchell, S. (2009). Supplemental recruiting services: A viable solution in challenging times. Nursing Economics, 27(3), 192-3, 196. Retrieved May 30, 2013, from the TUI Library.
Overman, S.. (2010, January). A perfect match. Staffing Management, 6(1/2), 22-25. Retrieved May 30, 2013, from the TUI Library.
Overman, S.. (2010, January). Control the conversation. Staffing Management, 6(1/2), 26-29. Retrieved May 30, 2013, from the TUI Library.
Weyland, A.. (2011, July). How to recruit people who fit. Training Journal,41-45. Retrieved May 30, 2013, from the TUI Library.