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| Objective |
The final project is an accumulation of information from the first seven weeks of this course, which you begin compiling in your Written Assignments 1 and 2 (see details below). Your final paper will be based on these assignments, instructor feedback provided, into a final product that you would deliver and review with your HRM leadership team and employee(s). I encourage you to read all the assignments to understand the process expectations. Your role is an HR manager in creating these assignments.
| Grading Rubrics |
Written Assignment #1: Job Analysis – Due Week 3
Purpose: To create a new job description for a new position in the human resource department. This will require conducting a job analysis and then writing a job description. The job will provide administrative support to a 10-employee HR office. The incumbent will act as the department receptionist. Some duties include maintaining personnel files, performing administrative functions for the office personnel, assisting the public and employees with personnel questions, following company policy when dispensing information, reviewing and processing forms for personnel changes, monitoring staff time and payroll items, handling the HR director’s calendar, handling office mail, filing, typing as requested, answering phones, and other duties as assigned.
| Category | Criteria | Points | ||||||
| Task Statements | Complete the Task Statement template posted in Doc Sharing. Be sure the task statements are specific, time determined, and measurable. The task statements are single task items. You do not want multiple tasks within one task statement because that will make it difficult to identify the knowledge, skills, and abilities (KSAs) and to measure later for performance evaluation. | |||||||
| KSA Statements | Complete the KSA Statement template posted in Doc Sharing. You will take each Task Statement and identify the KSA needed for each task. This helps determine the job level and required job skills. | |||||||
| Job Description |
From the Task and KSA Statement templates, write a viable job description with the following sections: Job SummaryEssential Job FunctionsRequired Knowledge, Skills, and AbilitiesEducation, Experience, Certifications, and LicensesEnvironmental Factors and Conditions/Physical RequirementsEquipment and Tools Utilized |
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| Literature Review | ||||||||
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Best Practices |
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| Paper Mechanics | ||||||||
| Guidelines | ||||||||
| Deliverables |
Submit the following: Completed Task Statement template (25 points)Completed KSA Statement template (25 points)Job description (25 points)Scholarly article review (40 points) |
Total Points: 125 |
Written Assignment #2: Recruiting/Selection – Due Week 5
Purpose: To outline a recruitment plan to fill the new job. Now that you have a job created, you need to find someone to fill that job. Once you’ve create your pool of candidates, you then need to determine how you will select the best candidate. Then, after your candidate has been on the job for a year, a performance evaluation is required.
| Recruitment Plan | Write a job ad for your job opening. Provide a recruitment plan that includes where you plan to recruit and why, along with how long you plan to recruit. You must thoroughly explain your decisions for this recruitment plan. | |
| Selection Method | Describe the selection method(s) you would use to hire the best candidate. You must thoroughly explain your decisions for this selection method. | |
| Performance Evaluation |
Now you’ve hired a candidate, Cathy. She has been working for you for a year now. Based on the information provided (Performance Evaluation document found in Doc Sharing), write her performance evaluation. You must be sure to substantiate your ratings and feedback. |
|
| Find one scholarly article each for recruitment, selection, and performance evaluations that validate your process (three total sources). Provide a summary of your sources in a 2–3 page paper. | ||
| Readability | Follow Guidelines and Best Practices sections. | |
| Submit the following: Recruitment plan (25 points)Selection method plan (25 points)Completed performance evaluation (25 points)Literature review (40 points) |
Final Course Project Submission:
– Due Week 7
Purpose: To apply critical thinking skills in completing the employee process from job analysis to compensation based on performance. In Weeks 3 and 5, you submitted information to help you in completing the final project. Feedback was provided to assist you in maximizing points earned on this final paper. To properly complete this final project, you must include the instructor feedback provided to this final paper. You are now going to make compensation decisions based on performance.
| Make compensation decisions and explain how you would compensate each of the employees with the budget dollars provided (see Compensation Template in Doc Sharing). You must provide substantiation for your salary decisions. Even with the decisions you make, what might be some consequences? Input your decisions into the template. Include your risk analysis. | 100 | |
| Then, write a 6–10 page paper providing an overall review of the entire process created from job analysis to compensation. Would you change anything in your process at this point? Why? Why not? Include four scholarly articles related to compensation: two articles focused on general compensation and two articles on making compensation decisions. Do not use any verbiage/portion of your previously submitted article reviews from Written Assignments 1 or 2. This article review should be original to this final project assignment. | ||
|
Follow Guidelines and Best Practices sections below. |
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| Submit the following: Compensation decisions with substantiation and risk analysis (100 points)Readability (20 points) | Total Points: 220 |
A quality paper will meet or exceed all of the following requirements. Reference the Grading Rubrics section for each assignment’s specific point distributions. There is a Grading Rubric Template posted in Doc sharing (Excel® spreadsheet) identifying specific criteria. This spreadsheet will be used for grading assignments.
These assignments will be graded on the following criteria:
- Paper follows instructions as outlined
- Paper has topical flow with like subjects in each paragraph
- Paragraph transitions are present and logical
- Quality of research topic, quality of paper information
- Proper use of citations
- Proper grammar; punctuation, spelling, etc.
- Page count follows guidelines
- Sentences are complete, clear, and concise
- Writing style follows appropriate graduate college level writing
- Paper content is thorough, and information included is relevant and provides depth and clarity of theories as well as theory application
- All key elements of the assignment are covered in a substantive way
- Concepts are reviewed clearly, supported by specific details (examples or analysis)
- Correct use of vocabulary and theory
- Include all aspects of the assignment criteria outlined.
- Follow APA or MLA format guidelines.
- There should be theory used in each assignment as outlined.
- Keller Graduate School (DeVry University) policies are in effect including the plagiarism policy; cite in text when quoting (copying information word for word) or using words/thoughts that are not your own.
- Submit assignments in Word® documents and templates only, posted in the Dropbox.
- All papers should have a separate title page, which includes name, paper title, and university.
- Article reviews should have topical flow with like subjects in each paragraph.
- Proofread your papers before submitting. Spell check is not foolproof.
- There should be no copied information. Use critical thinking skills to understand the material researched.
- According to APA, academic papers should be third person.
- Academic writing is a formal writing style, sharing information and facts (theory).
- Fully describe the concepts and theories; what does the information mean? If you make a statement such as, “All people who break the law should improve their communication skills to stay out of jail,” you must substantiate that statement. If that statement is not your own thought or is a statistic, cite it. If it is your opinion, state that and explain what led to that conclusion. Provide enough information to validate and explain statements.
Week3
TaskStatements
: Human Resource Receptionist
Student Name
Rocio Franz
What action is being performed (verb)
To whom/what is the action directed (receiver of the verb)
How is the action performed (procedure, tools, equipment)
Why is action performed (purpose)
Distribute mail
Incoming mail
Receive delivery from Mail room |
Distribute mail to the appropriate employees |
Schedule appointments
Schedule appointments for HR director
| Schedule appointments in outlook
Schedule meeting for HR Director with employees or other contacts.
Corresponding
Incoming inquires
| Use of word and excel
Initiate responses to incoming inquiries
Answer Phones
Incoming calls
Switchboard
Forward to appropriate employee
Greeting|
Incoming clients/employees
Front desk
To insure hospitality at the front desk.
Filing
Employee files and incoming correspondence
Files/filing system
The ability to file and retrieve files as needed in current filing system
Task Statements
1
Receive and distribute incoming mail to the appropriate employees
2
Schedule appointments for employees and new hires
3
Correspond with the income inquires
4
Answering the phones and directing calls to the appropriate employee
5
Receive incoming person with hospitality |
6
File personal files and incoming correspondence
7
8
KSA Statements
: Human Resource Receptionist
Student Name
Rocio Franz
Task Statement
(copy/paste all task statements here)
Knowledge
(cognitive skill)
Skill
(learned)
Ability
(competence)
1
Distribute mail to appropriate employee
Knowledge of personal and departments
One year experience typing
Ability to read proficiency
2
Schedule appointments
Knowledge of calendar and outlook
One year experience
Ability schedule appointments
3
Corresponding 1 – 3years
Proficient in word and excel
Minimum 1 to 3 year experience
Ability to handle mail and send it to the right department or employee. Good writing skills.
4
5
6
7
8
KSA Statements
1
Good reading, typing skills.
2
Organization and ability to schedule appointments
3
Good writing skill, ability to handle mail, knowledge and proficient in word and excel.
4
5
6
7
8
Position: Administrative executive Receptionist
Description
In the department of Human resources The administrative Receptionist provides office and clerical support to assist with the efficient operation of the department of human resources. To accomplish these tasks, the administrative executive receptionist works closely with the staff and duties of human resources.
Responsible To:
Business Manager, Assistant the HR director calendar and other duties assigned.
Qualifications
1. High School diploma or equivalent.
2. Experience as a secretary and receptionist.
3. Demonstrated typing and filing skills.
4. Experience in using various computers and computer programs. Excel, outlook, word, etc.
Essential Functions:
1. Provide office and clerical support to assist with the efficient operation of HR department
2. Ensure that all activities conform to HR.
3. Communicate effectively with all members of the organization .
4. React to change productively and handle other tasks as assigned.
5. Appropriately operate all equipment as required.
6. Support the philosophy and vision of human resources
Physical Requirements/Environmental Conditions:
1. Requires prolonged sitting or standing.
2. Requires physical exertion to manually move, lift, carry, pull, or push heavy objects or materials.
3. requires stooping, bending, and reaching.
4. Must work in noisy and crowded environments.
5. Must be able to climb stairs and use a small step ladder.
General Responsibilities
1. Welcome visitors and arrange for their comfort.
2. Screen telephone calls, directing them to the appropriate person/department.
3. Screen and route incoming mail.
4. Compose, type, and copy correspondence, reports, bulletins, records, and other materials.
5. Obtain, gather, and organize pertinent data as needed.
6. Perform all secretarial and bookkeeping duties as needed by HR director
7. Perform any bookkeeping and data processing task as needed.
8. Maintain an orderly filing system.
9. Schedule appointments, make travel arrangements, and assemble material for Meetings for HR director.
10. Assist in planning meeting agendas, and assist in preparing meeting summaries.
11. assisting the public and employees with personnel questions, following company policy when dispensing information, reviewing and processing forms for personnel changes, monitoring staff time and payroll items, handling the HR director’s calendar.
Reference
-Functional Job Analysis: A Foundation for Human Resources Management (Applied Psychology Series).
Sidney A. Fine (Author), Steven F. Cronshaw (Author).
1. Human resource management ,8 th Edition
Raymond A.Noe, John Hollenbeck, Barry Gerhard, Patrick M Wright.
– https://www.jobsetc.gc.ca/eng/pieces1.jsp?category_id=2802&root_id=2801
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Copyright © 2013 by the University of Kansas for all materials provided via the World Wide Web in the ctb.ku.edu domain.
Good work on these sections…the tasks and the statements are specific and measurable; and the KSA’s are identifiable and helps determine the level and required job skills, but needed three more based on your task statements.. The job description contains all the necessary information/sections.
Literature review to support the job analysis process was not completed/submitted – points were not awarded for this section.
At the heart of almost every human resources management program or activity is the need for accurate and thorough job information. Job analysis is thus a prerequisite activity for the effective management of human resources.
Human Resource Management Recruiting, Hiring, Evaluating, and Compensating
Professor Carlos Jon
Rocio Franz
HRM590 Written Assignment #2
1. A – Job Ad:
Job Title: Human Resource Receptionist
Description:
Position requirements: Experience with Microsoft Office. Must be able to stand for a long time and lift heavy amounts repeatedly. Duties include handling incoming calls, emails, inquiries, regular office functions, and scheduling meetings for HR department. Minimum typing speed of 60/wpm. Salary DOE. Apply at http://www.mycompany.com/hr/job132.html
B – Recruitment Plan:
Goal:
To recruit 1 Human Resource Receptionist to fill open entry level position.
Strategies:
1. Place ads on appropriate websites for maximum exposure. Ad will be placed on the following sites.
0. ksl.com – this is a popular website for local hiring.
0. The company HR website – will allow for a more detailed description of position and requirements.
Structure:
1. The official recruiting cycle for the Human Resource Receptionist will commence on Monday and will end in approximately 35 working days.
1. All recruiting efforts will be coordinated through the human resources department coordinator or his or her designee.
1. Provide Annual review of new hire.
Graphic Summary of Recruiting process:
2. Selection Methods:
1. Application – Gather all necessary information to begin the selection and review process.
1. Typing Test – Will allow us to narrow down the possible applicants by testing if they first meet our set standard.
1. Skills Tests – Will narrow down possible applicants even more by testing them to see if they can pass the necessary skills tests need to complete their job correctly.
1. Structured Interviews – Which should include behavioral questions and dealing with common situations that will occur in position they are applying for. This will give us a better understanding of the type of person the applicant is and if they can handle the day to day operations of the position.
3. Performance Evaluation
Annual Performance Review
Employee Name
Cathy Smith
Title
HR Receptionist
Date of Review Period
2010
Supervisor Name
Rocio Franz
Department
Human Resource
Exceeds Expectations = 5
[employee has exceeded objective, time and quality]
More Than Satisfactory = 4
[employee has slightly exceeded either time and/or quality]
Satisfactory = 3
[employee has met objective, may be just under objective on time and quality]
Less Than Satisfactory = 2
[employee has not met objective on either time or quality]
Needs Improvement = 1
[employee far below on both time and quality]
Task
Objective/Measurement
Results
Comments
Ranking
Typing
96% accuracy
90%
She was under the objective of 96%, but not by far.
3
Complete within 48 hours of submission
Within 24 hours
Exceeded the time objective
5
Filing
98% accuracy
82%, unable to find files for labor issues
Need to be able to find the files when needed. Files should be clearly marked and she should know the alphabet
2
Complete by end of the day
By end of each week
When the files are not filed, it can make it harder to find them when you have to look in more than one location for them. Also takes more time than it should.
2
Answer phones
Answer within 3 rings
Within 2 rings
Exceeded objective.
4
Screens calls
Forwards all calls where she could have provided information
Her job is to screen calls and answer the phone within 3 rings. Can’t always do that if having to provide long answers.
4
Provide messages upon return or availability of staff
Feedback that messages not always given to staff
Late or missing messages could be result in lost business and poor customer service.
2
Provide information
Provide prompt and accurate information
Customers often request to speak to someone else
Her accent could make it hard for people to understand her, but she needs to give proper information.
2
Task
Objective/Measurement
Results
Comments
Ranking
Input applications
100% accuracy
70%
Incorrect information on applications could result in unnecessary rejections.
2
Complete by job ad deadline
Completed by deadline
Mail job flyers
No returns of flyers
20% of flyers returned due to address changes
Flyers were mailed on time. Address changes should be expected because people move all the time.
4
Mailed day jobs open
Mailed on time
Distribute staff mail
100% accuracy
Unable to track, staff states not receiving mail
Missed deadlines results in lost business and poor service.
1
By end of day
Mail sometimes not received by staff
Overnights within 10 minutes
Overnights not timely, resulting in staff missed deadlines
Log checks
100% accuracy
100% accuracy
Finished on-time but could use a little work on delivering before payroll calls.
3
Provide log/checks to payroll by end of each day
Payroll often calling for logs and delivered by end of day
Recruitment folders
Created before job ad opens
Files always ready
Needs improvement on her filing skills as for the same reasons mentioned before.
3
Applications properly filed
Applications often misfiled, discovered when applicant calls.
Job hotline
Recorded evening before job opens
Recorded timely
Give the job to someone else because of her accent being hard to understand.
4
Information accurate and clear
Information accurate, difficult to understand due to accent
Personnel forms
Completes by weekly deadline
Always behind, missing deadlines resulting in employee changes not processed timely
Not acceptable to always be behind causing others changes to be not processed timely.
1
98% accuracy
77% accuracy
OVERALL PERFORMANCE EVALUATION RANKING
Development Plan
Scored 42 out of 75. (56%) Needs some work on her filing skills. Also needs more training in areas where she can’t answer questions. A little more practice on typing would also improve her accuracy.
4. Literature Review
1. Recruitment
HR Management Guide. (n.d.) Recruitment and Selection. simplehrguide.com. Retrieved October 12, 2013. from
http://www.simplehrguide.com/recruitment-and-selection.html
The website gives lots of useful information on recruiting and the HR process in general. It also
has many links and additional information. It appears to be updated on a regular basis and
contains updated news for HR individuals.
1. Selection
Thomas H. Stone. (n.d.). Understanding Personnel Management, Dryden Press. Explorehr.org. Retrieved October 12, 2013. from
http://www.explorehr.org/articles/Selection_+_Recruitment/Types_of_Selection_Methods.html
The website gives useful and current information on different selection methods. The website provides additional information on the different parts of HR management. It also has several different tools for HR management.
1. Performance Evaluations
Tyler Lacoma. (n.d.) Employee Performance Evaluation. eHow.com. Retrieved October 12, 2013. from
http://www.ehow.com/info_7938098_employee-performance-evaluation.html
The website gave interesting information on the value and usefulness of employee evaluations.
Good work on the performance appraisal form and providing constructive comments/feedback and ratings corresponds to the results – although typing should be a rating of “2” since the objectives were not met. I would also add a specific objective like take a course in time management and time line (complete course in 90 days and review progress).
The job ad is a good start…needed more job duties/responsibilities for the applicant to have an understanding on what the job entails – see attachment for a sample…
The recruiting plan is good with the company website…how about local colleges/job fairs and internal job posting; and selection process – per your structured interview approach is good and the skills testing…need to add background and reference checks.
The literature review sources are good…but missing the 2 – 3 page summary of those articles/sources…points were not awarded.
ActivityBeginThroughBeginThrough
Initial ConsultationDay 1HR & Hiring Manager
Position Description DevelopmentDay 2Day 3HR & Hiring Manager
Marketing/Ad Campaign DevelopmentDay 5Day 10 HR
Applicant ScreeningDay 5Day 12Determines ViabililityHR
Candidate AssessmentDay 6InterviewsFormalHR
Interview Question DevelopmentDay 5Pre-InterviewHR & Hiring Manager
Pre-interview Client Consultation Day 13Candidate ReviewHR & Hiring Manager
Interview Question SelectionPre-InterviewHR & Hiring Manager
Schedule/Coordinate InterviewsDay 14HR
First Round Interviews Day 15HR & Hiring Manager
Background/Reference Checks on FinalistsDay 19Day 21Requires 2 daysHR
Submit Finalists for ReviewDay 23HR
Final InterviewsDay 24HR & Hiring Manager
Offer PositionDay 25Allows for notice Hiring Manager
Send Regrets to Remaining ApplicantsDay 26HR
New Employee StartsDay 35Candidate
ProjectedActual
NotesWho
