Assignment 2: The Hiring Process and Managing a Diverse Workforce

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Assignment 2: The Hiring Process and Managing a Diverse Workforce

 

Due Week 6 and worth 400 points

 

Imagine that you are the HR Director at your current organization or an organization with which you are familiar. As the HR Director, you must use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. Select one (1) job opportunity that you have held or with which you are familiar within the same organization for this scenario.

 

( Note: You may create and / or make all necessary assumptions needed for the completion of these assignments. In your original work, you may use aspects of existing processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern the organization[s] that you have used.)

 

Write a ten to twelve (10-12) page paper in which you:

 

  1. Develop three (3) recruitment methods for the job opportunity in question, and suggest two (2) ways that each method helps one to avoid discriminatory practices. Justify your response.
  2. Outline an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.
  3. Develop a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs.
  4. Decide on three (3) background checks that the HR Department must utilize, and justify the relevance of each background check for the job opportunity.
  5. Choose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Justify the relevance of each selected employment test to the job requirements.
  6. Formulate a policy for making both the hiring and promotional decisions related to the job opportunity. Specify the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Next, suggest one (1) plan to mitigate the adverse impact. Justify your suggestion.
  7. Recommend two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Argue two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.
  8. Select one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Recommend an action plan geared toward preventing the issues addressed in both cases within your selected organization. Justify your recommendation.
  9. Choose three (3) work-life conflicts that the HR Director should consider within the selected organization. Then, outline a policy geared toward resolving each conflict through the use of related employment laws. Justify your response.
  10. Use at least four (4) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.

 

Your assignment must follow these formatting requirements:

 

  • Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.

 

The specific course learning outcomes associated with this assignment are:

 

  • Determine employment laws that apply to the selection, development, and management of employees.
  • Evaluate policies and processes that promote a diverse workforce.
  • Use technology and information resources to research issues in employment law.
  • Write clearly and concisely about employment law using proper writing mechanic.

 

Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills, using the following rubric found here.

 

Points: 400

Assignment 2: The Hiring Process and Managing a Diverse Workforce

Criteria

Unacceptable

Below 70% F

Fair

70-79% C

Proficient

80-89% B

Exemplary

90-100% A

1. Develop three (3) recruitment methods for the job opportunity in question, and suggest two (2) ways that each method helps one to avoid discriminatory practices. Justify your response.

Weight: 10%

Did not submit or incompletely developed three (3) recruitment methods for the job opportunity in question, and did not submit or incompletely suggested two (2) ways that each method helps one to avoid discriminatory practices. Did not submit or incompletely justified your response.

Partially developed three (3) recruitment methods for the job opportunity in question, and partially suggested two (2) ways that each method helps one to avoid discriminatory practices. Partially justified your response.

Satisfactorily developed three (3) recruitment methods for the job opportunity in question, and satisfactorily suggested two (2) ways that each method helps one to avoid discriminatory practices. Satisfactorily justified your response.

Thoroughly developed three (3) recruitment methods for the job opportunity in question, and thoroughly suggested two (2) ways that each method helps one to avoid discriminatory practices. Thoroughly justified your response.

2. Outline an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.

Weight: 10%

Did not submit or incompletely outlined an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.

Partially outlined an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.

Satisfactorily outlined an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.

Thoroughly outlined an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.

3. Develop a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs.

Weight: 10%

Did not submit or incompletely developed a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs.

Partially developed a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs.

Satisfactorily developed a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs.

Thoroughly developed a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs.

4. Decide on three (3) background checks that the HR Department must utilize, and justify the relevance of each background check for the job opportunity.

Weight: 5%

Did not submit or incompletely decided on three (3) background checks that the HR Department must utilize, and did not submit or incompletely justified the relevance of each background check for the job opportunity.

Partially decided on three (3) background checks that the HR Department must utilize, and partially justified the relevance of each background check for the job opportunity.

Satisfactorily decided on three (3) background checks that the HR Department must utilize, and satisfactorily justified the relevance of each background check for the job opportunity.

Thoroughly decided on three (3) background checks that the HR Department must utilize, and thoroughly justified the relevance of each background check for the job opportunity.

5. Choose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Justify the relevance of each selected employment test to the job requirements.

Weight: 5%

Did not submit or incompletely chose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Did not submit or incompletely justified the relevance of each selected employment test to the job requirements.

Partially chose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Partially justified the relevance of each selected employment test to the job requirements.

Satisfactorily chose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Satisfactorily justified the relevance of each selected employment test to the job requirements.

Thoroughly chose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Thoroughly justified the relevance of each selected employment test to the job requirements.

6. Formulate a policy for making both the hiring and promotional decisions related to the job opportunity. Specify the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Next, suggest one (1) plan to mitigate the adverse impact. Justify your suggestion.

Weight: 10%

Did not submit or incompletely formulated a policy for making both the hiring and promotional decisions related to the job opportunity. Did not submit or incompletely specified the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Did not submit or incompletely suggested one (1) plan to mitigate the adverse impact. Did not submit or incompletely justified your suggestion.

Partially formulated a policy for making both the hiring and promotional decisions related to the job opportunity. Partially specified the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Partially suggested one (1) plan to mitigate the adverse impact. Partially justified your suggestion.

Satisfactorily formulated a policy for making both the hiring and promotional decisions related to the job opportunity. Satisfactorily specified the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Satisfactorily suggested one (1) plan to mitigate the adverse impact. Satisfactorily justified your suggestion.

Thoroughly formulated a policy for making both the hiring and promotional decisions related to the job opportunity. Thoroughly specified the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Thoroughly suggested one (1) plan to mitigate the adverse impact. Thoroughly justified your suggestion.

7. Recommend two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Argue two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.

Weight: 5%

Did not submit or incompletely recommended two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Did not submit or incompletely argued two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.

Partially recommended two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Partially argued two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.

Satisfactorily recommended two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Satisfactorily argued two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.

Thoroughly recommended two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Thoroughly argued two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.

8. Select one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Recommend an action plan geared toward preventing the issues addressed in both cases within your selected organization. Justify your recommendation.

Weight: 10%

Did not submit or incompletely selected one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Did not submit or incompletely recommended an action plan geared toward preventing the issues addressed in both cases within your selected organization. Did not submit or incompletely justified your recommendation.

Partially selected one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Partially recommended an action plan geared toward preventing the issues addressed in both cases within your selected organization. Partially justified your recommendation.

Satisfactorily selected one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Satisfactorily recommended an action plan geared toward preventing the issues addressed in both cases within your selected organization. Satisfactorily justified your recommendation.

Thoroughly selected one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Thoroughly recommended an action plan geared toward preventing the issues addressed in both cases within your selected organization. Thoroughly justified your recommendation.

9. Choose three (3) work-life conflicts that the HR Director should consider within the selected organization. Then, outline a policy geared toward resolving each conflict through the use of related employment laws. Justify your response.

Weight: 10%

Did not submit or incompletely chose three (3) work-life conflicts that the HR Director should consider within the selected organization. Did not submit or incompletely outlined a policy geared toward resolving each conflict through the use of related employment laws. Did not submit or incompletely justified your response.

Partially chose three (3) work-life conflicts that the HR Director should consider within the selected organization. Partially outlined a policy geared toward resolving each conflict through the use of related employment laws. Partially justified your response.

Satisfactorily chose three (3) work-life conflicts that the HR Director should consider within the selected organization. Satisfactorily outlined a policy geared toward resolving each conflict through the use of related employment laws. Satisfactorily justified your response.

Thoroughly chose three (3) work-life conflicts that the HR Director should consider within the selected organization. Thoroughly outlined a policy geared toward resolving each conflict through the use of related employment laws. Thoroughly justified your response.

10. 4 references

Weight: 5%

No references provided.

Does not meet the required number of references; some or all references poor quality choices.

Meets number of required references; all references high quality choices.

Exceeds number of required references; all references high quality choices.

11. Writing Mechanics, Grammar, and Formatting

Weight: 5%

Serious and persistent errors in grammar, spelling, punctuation, or formatting.

Partially free of errors in grammar, spelling, punctuation, or formatting.

Mostly free of errors in grammar, spelling, punctuation, or formatting.

Error free or almost error free grammar, spelling, punctuation, or formatting.

12. Appropriate use of APA in-text citations and  reference

Weight: 5%

Lack of in-text citations and / or lack of reference section.

In-text citations and references are provided, but they are only partially formatted correctly in APA style.

Most in-text citations and references are provided, and they are generally formatted correctly in APA style.

In-text citations and references are error free or almost error free and consistently formatted correctly in APA style.

13. Information Literacy / Integration of Sources

Weight: 5%

Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.

Sources are partially integrated using effective techniques of quoting, paraphrasing, and summarizing.

 

Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.

Sources are consistently integrated using effective techniques of quoting, paraphrasing, and summarizing.

14. Clarity and Coherence of Writing

Weight: 5%

Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.

Information is partially clear with minimal reasons and evidence that logically support ideas.

Information is mostly clear and generally supported with reasons and evidence that logically support ideas.

 

Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

 

Answers

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