workforce planning Task 1

REM1 — REM1 TASK 1: WORKFORCE PLANNING: RECRUITMENT AND SELECTIONWORKFORCE PLANNING: RECRUITMENT AND SELECTION — C234PRFA — REM1TASK OVERVIEWSUBMISSIONSEVALUATION REPORTCOMPETENCIES3039.1.1 : Workforce PlanningThe graduate manages the recruitment process.3039.1.3 : RecruitmentThe graduate develops a plan for recruiting employees.3039.1.4 : SelectionThe graduate develops a strategy for selecting and hiring employees.INTRODUCTIONIn today’s hypercompetitive business environment, an organization’s sustainable competitive advantage is largely derived from intangible assets: human, social, and intellectual capital. Intangible assets are produced by skilled, capable workers. Human resource professionals enable current and future organizational competitiveness by maintaining an adequate supply of people with the skills, knowledge, and abilities needed to produce these resources. Human resource professionals accomplish this through workforce planning, recruitment and selection of top-quality talent, and effective employee-relations management.As a human resource professional, your ability to effectively identify your organization’s need for employees, plan and implement employee recruitment and selection strategies, and manage employee relations will directly contribute to your organization’s success.SCENARIOYou are the newly appointed director of human resource management for the fire department of a city in the northeastern United States. Your organization has struggled to hire new firefighters for some time. Your predecessor attempted to increase recruitment and selection of new firefighters by implementing an employee referral plan. However, the number of new hires through referrals has fallen short of hiring goals. The need for firefighters intensified when your city’s newly elected mayor promised to combat wildfires by increasing the number of firefighters in areas with higher wildfire risk. The fire department has met the need for increased staff by assigning existing firefighters the additional hours and paying overtime wages. As the number of hours worked and overtime payments increased over time, this practice—originally intended to be a short-term remedy—attracted unwanted attention.A front-page article in your city’s newspaper has revealed that three firefighters earned higher annual salaries than the mayor, due to excessive overtime. Stung and embarrassed by this disclosure, the mayor fired your predecessor and put you in his place. Both the mayor and your boss have given orders to “reduce overtime by hiring new firefighters immediately!” This mandate requires you to plan and implement new strategies to hire 25 new firefighters.Fortunately, the former director of human resources left behind several documents that will help you perform these tasks. Refer to the following documents in the “Supporting Documents” section as directed when you perform the requirements below: (1) “Memo on Proposed Employee Referral Plan,” (2) “Job Description of City Firefighters,” and (3) “Data on Recruitment Sources and Methods.”REQUIREMENTSYour 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 originality 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). Create a report (suggested length of 5–10 pages) in which you address the following: A. Analyze factors in the internal and external labor market that influence the supply of and demand for firefighters by doing the following (refer to the scenario above and the attached “Memo on Proposed Employee Referral Plan” to complete these tasks):1. Discuss three factors that are influencing labor demand.2. Discuss three factors that are influencing labor supply. B. Design a recruitment plan for firefighters by doing the following (refer to the task attachments and your knowledge of best practices to complete these tasks):1. Identify three recruitment objectives for your organization.2. Develop a recruitment strategy for attracting job applicants by doing the following:a. Determine the size of the applicant pool needed to produce 25 viable candidates (job offer-ready) using yield ratios and the recruitment data in the attached “Data on Recruitment Sources and Methods.”b. Recommend two types of individuals who should be targeted for recruitment (i.e., the target groups listed in the attached “Data on Recruitment Sources and Methods”).i. Justify each of your two recommendations.c. Describe two effective methods for reaching each target group. C. Design a selection plan for firefighters by doing the following:1. Recommend three appropriate selection methods for all target candidates.a. Justify each of your three recommendations.2. Describe two selection tests you will use to assess a candidate’s suitability for the job of firefighter.3. Identify two background verification checks that should be used in the selection process including the following:• type of check• when the check should be conducted in the selection process4. Discuss four methods of evaluating the overall effectiveness of your recruitment and selection plans. 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.File RestrictionsFile name may contain only letters, numbers, spaces, and these symbols: ! – _ . * ‘ ( )File size limit: 200 MBFile types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7zRUBRICA1:LABOR DEMANDNOT EVIDENTThe candidate does not provide a discussion of any factors that are influencing labor demand.APPROACHING COMPETENCEThe candidate provides an inadequate discussion of factors that are influencing labor demand. The discussion may be incomplete, poorly reasoned, unclearly explained, or lacking sufficient support.COMPETENTThe candidate provides a logical discussion of 3 factors that are influencing labor demand. The discussion is comprehensive, well-reasoned, clearly explained, and sufficiently supported.A2:LABOR SUPPLYNOT EVIDENTThe candidate does not provide a discussion of any factors that are influencing labor supply.APPROACHING COMPETENCEThe candidate provides an inadequate discussion of factors that are influencing labor supply. The discussion may be incomplete, poorly reasoned, unclearly explained, or lacking sufficient support.COMPETENTThe candidate provides a logical discussion of 3 factors that are influencing labor supply. The discussion is comprehensive, well-reasoned, clearly explained, and sufficiently supported.B1:RECRUITMENT OBJECTIVESNOT EVIDENTThe candidate does not identify any appropriate recruitment objectives for the organization.APPROACHING COMPETENCEThe candidate inadequately identifies appropriate recruitment objectives for the organization. The identified recruitment objectives may be incomplete, unclear, or illogical.COMPETENTThe candidate identifies 3 appropriate recruitment objectives for the organization.B2A:APPLICANT POOL NEEDEDNOT EVIDENTThe candidate does not determine the size of the applicant pool needed to produce 25 viable candidates.APPROACHING COMPETENCEThe candidate inaccurately determines the size of the applicant pool needed to produce 25 viable candidates using yield ratios and the recruitment data in Exhibit 3.COMPETENTThe candidate accurately determines the size of the applicant pool needed to produce 25 viable candidates using yield ratios and the recruitment data in Exhibit 3.B2B:RECRUITMENT TARGET RECOMMENDATIONNOT EVIDENTThe candidate does not provide any recommendation of individuals who should be targeted for recruitment.APPROACHING COMPETENCEThe candidate provides an inadequate recommendation of types of individuals who should be targeted for recruitment. The recommendation may be incomplete, unclear, illogical, or inappropriate in length and format.COMPETENTThe candidate provides an appropriate recommendation of 2 types of individuals who should be targeted for recruitment. The recommendation is clear, logical, and appropriate in length and format.B2BI:JUSTIFICATION OF RECOMMENDATIONNOT EVIDENTThe candidate does not provide a justification of the recommendation of 2 types of individuals who should be targeted for recruitment.APPROACHING COMPETENCEThe candidate provides a justification of the recommendation of 2 types of individuals who should be targeted for recruitment that lacks sufficient support. The justification may be poorly reasoned, unclearly explained, or lacking sufficient evidence.COMPETENTThe candidate provides a logical justification of the recommendation of 2 types of individuals who should be targeted for recruitment that is credible and well-reasoned. The justification is clearly explained, logically constructed, and sufficiently supported.B2C:DESCRIPTION OF METHODSNOT EVIDENTThe candidate does not provide a description of methods for reaching each recommended target group.APPROACHING COMPETENCEThe candidate provides an inadequate description of effective methods for reaching each recommended target group. The description may be incomplete, unclear, lacking sufficient detail, or inappropriate in length and format.COMPETENTThe candidate provides an adequate description of 2 effective methods for reaching each recommended target group. The description is comprehensive, clear, sufficiently detailed, and appropriate in length and format.C:SELECTION METHODSNOT EVIDENTThe candidate does not provide a recommendation of any selection methods for all target candidates.APPROACHING COMPETENCEThe candidate provides an inadequate recommendation of appropriate selection methods for all target candidates. The recommendation may be incomplete, unclear, illogical, or inappropriate in length and format.COMPETENTThe candidate provides an appropriate recommendation of 3 appropriate selection methods for all target candidates. The recommendation is clear, logical, and appropriate in length and format.C1A:JUSTIFICATION OF RECOMMENDATIONSNOT EVIDENTThe candidate does not provide a justification of any of the recommendations.APPROACHING COMPETENCEThe candidate provides a justification of the recommendations that lacks sufficient support. The justification may be poorly reasoned, unclearly explained, or lacking sufficient evidence. The justification may be incomplete (lacking support for each of the 3 recommendations).COMPETENTThe candidate provides a logical justification of each of the 3 recommendations. The justification is clearly explained, logically constructed, and sufficiently supported.C2:DESCRIPTION OF SELECTION TESTSNOT EVIDENTThe candidate does not provide a description of any selection tests to assess a candidate’s suitability for the job of firefighter.APPROACHING COMPETENCEThe candidate provides an inadequate description of selection tests to assess a candidate’s suitability for the job of firefighter. The description may be incomplete, unclear, lacking sufficient detail, or inappropriate in length and format.COMPETENTThe candidate provides an effective description of 2 selection tests to assess a candidate’s suitability for the job of firefighter. The description is comprehensive, clear, sufficiently detailed, and appropriate in length and format.C3:BACKGROUND VERIFICATION CHECKSNOT EVIDENTThe candidate does not identify any background verification checks that should be used in the selection process.APPROACHING COMPETENCEThe candidate inadequately identifies background verification checks that should be used in the selection process. The background verification checks may be incomplete (lacking 1 or both of the given points), illogical, or inaccurate.COMPETENTThe candidate identifies 2 background verification checks that should be used in the selection process including the given points.C4:EVALUATION OF PROCESS EFFECTIVENESSNOT EVIDENTThe candidate does not provide a discussion of any methods of evaluating the overall effectiveness of their recruitment and selection plans.APPROACHING COMPETENCEThe candidate provides an inadequate discussion of methods of evaluating the overall effectiveness of their recruitment and selection plans. The discussion may be incomplete, poorly reasoned, unclearly explained, or lacking sufficient support.COMPETENTThe candidate provides a logical discussion of 4 methods of evaluating the overall effectiveness of their recruitment and selection plans. The discussion is comprehensive, well-reasoned, clearly explained, and sufficiently supported.D:SOURCESNOT EVIDENTThe submission does not include both in-text citations and a reference list for sources that are quoted, paraphrased, or summarized.APPROACHING COMPETENCEThe submission includes in-text citations for sources that are quoted, paraphrased, or summarized and a reference list; however, the citations or reference list is incomplete or inaccurate.COMPETENTThe submission includes in-text citations for sources that are properly quoted, paraphrased, or summarized and a reference list that accurately identifies the author, date, title, and source location as available.E:PROFESSIONAL COMMUNICATIONNOT EVIDENTContent is unstructured, is disjointed, or contains pervasive errors in mechanics, usage, or grammar. Vocabulary or tone is unprofessional or distracts from the topic.APPROACHING COMPETENCEContent is poorly organized, is difficult to follow, or contains errors in mechanics, usage, or grammar that cause confusion. Terminology is misused or ineffective.COMPETENTContent reflects attention to detail, is organized, and focuses on the main ideas as prescribed in the task or chosen by the candidate. Terminology is pertinent, is used correctly, and effectively conveys the intended meaning. Mechanics, usage, and grammar promote accurate interpretation and understanding.SUPPORTING DOCUMENTSData on Recruitment Sources and Methods.docxJob Description of Firefighters.docxMemo on Proposed Employee Referral Plan.docx