{"id":10956,"date":"2024-02-09T01:35:11","date_gmt":"2024-02-09T01:35:11","guid":{"rendered":"https:\/\/www.writemyessays.app\/blog\/questions\/vfm1-vfm1-task-1-workforce-planning-vfm1-vfm1-task-2-recruitment-plan-vfm1-vfm1-task-3-employee-selection-strategy\/"},"modified":"2024-02-09T01:35:11","modified_gmt":"2024-02-09T01:35:11","slug":"vfm1-vfm1-task-1-workforce-planning-vfm1-vfm1-task-2-recruitment-plan-vfm1-vfm1-task-3-employee-selection-strategy","status":"publish","type":"questions","link":"https:\/\/www.writemyessays.app\/blog\/questions\/vfm1-vfm1-task-1-workforce-planning-vfm1-vfm1-task-2-recruitment-plan-vfm1-vfm1-task-3-employee-selection-strategy\/","title":{"rendered":"VFM1 \u2014 VFM1 Task 1: Workforce Planning; VFM1 \u2014 VFM1 Task 2: Recruitment Plan; VFM1 \u2014 VFM1 Task 3: Employee Selection Strategy"},"content":{"rendered":"
\n
\n
Introduction Task 1 – 2 pages or less<\/div>\n
<\/div>\n
\n

Human
\n resources (HR) professionals enable current and future organizational
\ncompetitiveness by maintaining an adequate supply of people with the
\nknowledge, skills, abilities, and other characteristics needed to
\nproduce these resources. As a human resources professional, your ability
\n to effectively identify your organization\u2019s need for employees, as well
\n as plan and implement employee recruitment and selection strategies,
\nwill demonstrate solid talent acquisition practices that will directly
\ncontribute to your organization\u2019s success. This performance assessment
\nwill give you the opportunity to demonstrate these critical talent
\nacquisition skills.<\/p>\n


<\/p>\n

Task 1 addresses the first step in
\nthe talent acquisition process: workforce planning. This includes doing
\nlabor forecasting, performing a job analysis, and developing job
\ndescriptions.<\/p>\n


<\/p>\n

Note: The same scenario applies to
\nall three tasks. Additionally, the tasks of this performance assessment
\nshould be completed in numerical order. So Task 1 should be completed
\nbefore Task 2, and Task 2 should be completed before Task 3.<\/em><\/p>\n<\/div>\n<\/section>\n

\n
<\/a><\/p>\n
Scenario<\/div>\n
<\/div>\n
You
\n are the newly appointed human resources director at Pruhart Tech, a
\nmidsize high-tech company located in the southeastern United States. The
\n company is preparing for growth due to an increase in demand for its
\nnew smart home tech products.

The company\u2019s computer programmers
\nplay a key role in the development of new smart home tech products.
\nCurrently, the company employs 20 computer programmers. The CEO requests
\n you create a new position of senior programmer and wants to fill 10 of
\nthese roles within the next three months to lead new product
\ndevelopment. HR has begun drafting a job description for the senior
\nprogrammer position but has not been able to complete it without
\nconducting a formal job analysis.

Recruiting 10 senior
\nprogrammers is no easy task. There is a competitive market and a
\nshortage of qualified labor in the area. To source qualified candidates,
\n both internal and external recruitment methods will need to be
\nutilized. The CEO values strong teamwork and holds a belief that
\nin-person work is the best way to achieve that. However, the CEO has
\nagreed to reclassify the 20 current computer programmers and the 10 new
\nsenior programmers into remote positions yet wants to ensure that the
\nnewly hired employees will be able to work well within the team in a
\nremote setting.<\/div>\n<\/section>\n
\n
<\/a><\/p>\n
Requirements<\/div>\n
<\/div>\n
\n

Your
\n submission must be your original work. No more than a combined total of
\n 30% of the submission and no more than a 10% match to any one
\nindividual source can be directly quoted or closely paraphrased from
\nsources, even if cited correctly. The similarity report that is provided
\n when you submit your task can be used as a guide.<\/em><\/p>\n

 <\/p>\n

You
\n must use the rubric to direct the creation of your submission because
\nit provides detailed criteria that will be used to evaluate your work.
\nEach requirement below may be evaluated by more than one rubric aspect.
\nThe rubric aspect titles may contain hyperlinks to relevant portions of
\nthe course.<\/em><\/p>\n

 <\/p>\n

Tasks may not<\/strong> be
\nsubmitted as cloud links, such as links to Google Docs, Google Slides,
\nOneDrive, etc., unless specified in the task requirements. All other
\nsubmissions must be file types that are uploaded and submitted as
\nattachments (e.g., .docx, .pdf, .ppt).<\/em><\/p>\n

 <\/p>\n

Workforce Planning<\/strong><\/p>\n

A.  Write a workforce planning summary by doing the following:<\/p>\n

1.  Using the information in the \u201cOrganizational Memo on Proposed Hiring Plan\u201d supporting document, recommend one <\/strong>approach to successfully <\/strong>address
\n the labor shortage and meet the CEO\u2019s request, considering the
\norganization\u2019s need to hire more computer programmers and senior
\nprogrammers.<\/p>\n

2.  Explain one<\/strong> way the organization can incorporate job enlargement or<\/em>
\n job enrichment in the computer programmer position, using the
\n\u201cOrganizational Memo on Proposed Hiring Plan\u201d and \u201cPruhart Tech Job
\nDescriptions\u201d supporting documents.<\/p>\n

 <\/p>\n

Job Analysis Plan<\/strong><\/p>\n

B.  Create a plan to conduct a job analysis for the new senior programmer position by doing the following:<\/p>\n

1.  Explain one<\/strong> type of information you will need to collect during the job analysis that is relevant to the senior programmer position.<\/p>\n

2.  Explain one<\/strong> method you will use to collect information during the job analysis.<\/p>\n

 <\/p>\n

Job Description Addition<\/strong><\/p>\n

C.  In a written document, propose additions to the senior programmer job description by doing the following:<\/p>\n

 <\/p>\n

Note: Refer to the \u201cPruhart Tech Job Descriptions\u201d supporting document.<\/em><\/p>\n

 <\/p>\n

1.  Create two<\/strong>
\n additional knowledge areas, skills, abilities, and other
\ncharacteristics (KSAOs), sourced from O*NET for the senior programmer
\njob description. The O*NET link is included in the Web Links section.<\/p>\n

2.  Create two<\/strong> additional competencies for the senior programmer job description.<\/p>\n

 <\/p>\n

D.  Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.<\/p>\n

 <\/p>\n

E.  Demonstrate professional communication in the content and presentation of your submission.<\/p>\n

\n
\n
Introduction Task 2 – 2 pages or less<\/div>\n
<\/div>\n
Human
\n resources (HR) professionals enable current and future organizational
\ncompetitiveness by maintaining an adequate supply of people with the
\nknowledge, skills, abilities, and other characteristics needed to
\nproduce these resources. As a human resources professional, your ability
\n to effectively identify your organization\u2019s need for employees, as well
\n as plan and implement employee recruitment and selection strategies,
\nwill demonstrate solid talent acquisition practices that will directly
\ncontribute to your organization\u2019s success. This performance assessment
\nwill give you the opportunity to demonstrate these critical talent
\nacquisition skills.

Task 2 addresses the second step in the
\ntalent acquisition process: recruiting. This includes identifying
\nrecruitment methods, establishing recruitment objectives, creating job
\npostings, and ensuring a diverse candidate pool.

Note: The
\nsame scenario applies to all three tasks. Additionally, the tasks of
\nthis performance assessment should be completed in numerical order. So
\nTask 1 should be completed before Task 2, and Task 2 should be completed
\n before Task 3.<\/em><\/div>\n<\/section>\n
\n
<\/a><\/p>\n
Scenario<\/div>\n
<\/div>\n
You
\n are the newly appointed human resources director at Pruhart Tech, a
\nmidsize high-tech company located in the southeastern United States. The
\n company is preparing for growth due to an increase in demand for its
\nnew smart home tech products.

The company\u2019s computer programmers
\nplay a key role in the development of new smart home tech products.
\nCurrently, the company employs 20 computer programmers. The CEO wants to
\n create a new position of senior programmer and wants to fill 10 of
\nthese roles within the next three months to lead new product
\ndevelopment. HR has begun drafting a job description for the senior
\nprogrammer position but has not been able to complete it without
\nconducting a formal job analysis.

Recruiting 10 senior
\nprogrammers is no easy task. There is a competitive market and a
\nshortage of qualified labor in the area. To source qualified candidates,
\n both internal and external recruitment methods will need to be
\nutilized. The CEO values strong teamwork and holds a belief that
\nin-person work is the best way to achieve that. However, the CEO has
\nagreed to reclassify the 20 current computer programmers and the 10 new
\nsenior programmers into remote positions yet wants to ensure that the
\nnewly hired employees will be able to work well within the team in a
\nremote setting.<\/div>\n<\/section>\n
\n
<\/a><\/p>\n
Requirements<\/div>\n
<\/div>\n
\n

Your
\n submission must be your original work. No more than a combined total of
\n 30% of the submission and no more than a 10% match to any one
\nindividual source can be directly quoted or closely paraphrased from
\nsources, even if cited correctly. The similarity report that is provided
\n when you submit your task can be used as a guide.<\/em><\/p>\n

 <\/p>\n

You
\n must use the rubric to direct the creation of your submission because
\nit provides detailed criteria that will be used to evaluate your work.
\nEach requirement below may be evaluated by more than one rubric aspect.
\nThe rubric aspect titles may contain hyperlinks to relevant portions of
\nthe course.<\/em><\/p>\n

 <\/p>\n

Tasks may not<\/strong> be
\nsubmitted as cloud links, such as links to Google Docs, Google Slides,
\nOneDrive, etc., unless specified in the task requirements. All other
\nsubmissions must be file types that are uploaded and submitted as
\nattachments (e.g., .docx, .pdf, .ppt).<\/em><\/p>\n

 <\/p>\n

Recruitment Plan<\/strong><\/p>\n

A.  Create a recruitment plan by doing the following:<\/p>\n

1.  Recommend one<\/strong> recruitment metric.<\/p>\n

a.  Explain how you would calculate the recruitment metric from part A1.<\/p>\n

b.  Explain how the recruitment metric from part A1 is useful.<\/p>\n

c.  Create two<\/strong> recruitment objectives for the recruitment metric from part A1.<\/p>\n

2.  Recommend one<\/strong> internal<\/em> recruitment method that the organization can use to recruit for the senior programmer role.<\/p>\n

a.  Explain the benefits of the recommended internal recruitment method from part A2.<\/p>\n

3.  Recommend one<\/strong> external<\/em> recruitment method that the organization can use to recruit for the senior programmer role.<\/p>\n

a.  Explain the benefits of the recommended external recruitment method from part A3.<\/p>\n

 <\/p>\n

Job Posting<\/strong><\/p>\n

B.
\n  Using the attached \u201cOrganizational Memo on the Proposed Hiring Plan\u201d
\nand \u201cPruhart Tech Job Descriptions,\u201d write an appealing external <\/strong>job posting (suggested length of approximately<\/em> 1 page, single-spaced<\/em>) for the senior programmer position by doing all<\/em> of the following:<\/p>\n

1.  Write a concise summary (suggested length of<\/em> approximately 100 words<\/em>)
\n of the organization designed to attract candidates to apply for the
\nposition and promote why someone would want to work for the company.<\/p>\n

2.  Include three<\/strong> knowledge areas, skills, abilities, or other characteristics (KSAOs).<\/p>\n

3.  Include three<\/strong> essential duties and responsibilities.<\/p>\n

4.  Explain four<\/strong> benefits, tangible or intangible, provided by the organization.<\/p>\n

 <\/p>\n

C.  Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.<\/p>\n

 <\/p>\n

D.  Demonstrate professional communication in the content and presentation of your submission.<\/p>\n

\n
\n
Introduction Task 3 – 2 pages or less<\/div>\n
<\/div>\n
Human
\n resources (HR) professionals enable current and future organizational
\ncompetitiveness by maintaining an adequate supply of people with the
\nknowledge, skills, abilities, and other characteristics needed to
\nproduce these resources. As a human resources professional, your ability
\n to effectively identify your organization\u2019s need for employees, as well
\n as plan and implement employee recruitment and selection strategies,
\nwill demonstrate solid talent acquisition practices that will directly
\ncontribute to your organization\u2019s success. This performance assessment
\nwill give you the opportunity to demonstrate these critical talent
\nacquisition skills.

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

Note: The same
\nscenario applies to all three tasks. Additionally, the tasks of this
\nperformance assessment should be completed in numerical order. So Task 1
\n should be completed before Task 2, and Task 2 should be completed
\nbefore Task 3.<\/em><\/div>\n<\/section>\n
\n
<\/a><\/p>\n
Scenario<\/div>\n
<\/div>\n
You
\n are the newly appointed human resources director at Pruhart Tech, a
\nmidsize high-tech company located in the southeastern United States. The
\n company is preparing for growth due to an increase in demand for its
\nnew smart home tech products.

The company\u2019s computer programmers
\nplay a key role in the development of new smart home tech products.
\nCurrently, the company employs 20 computer programmers. The CEO wants to
\n create a new position of senior programmer and wants to fill 10 of
\nthese roles within the next three months to lead new product
\ndevelopment. HR has begun drafting a job description for the senior
\nprogrammer position but has not been able to complete it without
\nconducting a formal job analysis.

Recruiting 10 senior
\nprogrammers is no easy task. There is a competitive market and a
\nshortage of qualified labor in the area. To source qualified candidates,
\n both internal and external recruitment methods will need to be
\nutilized. The CEO values strong teamwork and holds a belief that
\nin-person work is the best way to achieve that. However, the CEO has
\nagreed to reclassify the 20 current computer programmers and the 10 new
\nsenior programmers into remote positions yet wants to ensure that the
\nnewly hired employees will be able to work well within the team in a
\nremote setting.<\/div>\n<\/section>\n
\n
<\/a><\/p>\n
Requirements<\/div>\n
<\/div>\n
\n

Your
\n submission must be your original work. No more than a combined total of
\n 30% of the submission and no more than a 10% match to any one
\nindividual source can be directly quoted or closely paraphrased from
\nsources, even if cited correctly. The similarity report that is provided
\n when you submit your task can be used as a guide.<\/em><\/p>\n

 <\/p>\n

You
\n must use the rubric to direct the creation of your submission because
\nit provides detailed criteria that will be used to evaluate your work.
\nEach requirement below may be evaluated by more than one rubric aspect.
\nThe rubric aspect titles may contain hyperlinks to relevant portions of
\nthe course.<\/em><\/p>\n

 <\/p>\n

Tasks may not<\/strong> be
\nsubmitted as cloud links, such as links to Google Docs, Google Slides,
\nOneDrive, etc., unless specified in the task requirements. All other
\nsubmissions must be file types that are uploaded and submitted as
\nattachments (e.g., .docx, .pdf, .ppt).<\/em><\/p>\n

 <\/p>\n

Interview Strategy<\/strong><\/p>\n

A.  Create an interview strategy by doing the following:<\/p>\n

1.  Discuss two<\/strong> benefits of using structured interviews for the senior programmer role.<\/p>\n

2.  Create one <\/strong>behavioral-based or situation-based interview question designed to assess one\u2019s ability to work within a team.<\/p>\n

a.  Provide a rationale for the interview question.<\/p>\n

 <\/p>\n

Selection Strategy<\/strong><\/p>\n

B.  Create a selection strategy by doing the following:<\/p>\n

1.  Recommend one <\/strong>selection method for the senior programmer position.<\/p>\n

a.  Provide a rationale for the recommended selection method.<\/p>\n

2.  Recommend one <\/strong>selection assessment for the senior programmer position.<\/p>\n

a.  Provide a rationale for the recommended selection assessment.<\/p>\n

3.  Discuss one<\/strong> legal or ethical consideration for selection assessment.<\/p>\n

 <\/strong><\/p>\n

Postselection Hiring Plan<\/strong><\/p>\n

C.  Create a postselection hiring plan by doing the following:<\/p>\n

1.  Recommend one<\/strong> type of background check for the senior programmer position.<\/p>\n

a.  Provide a rationale for the recommended background check.<\/p>\n

2.  Identify one<\/strong> relevant component to include in the job offer letter for the senior programmer position.<\/p>\n

a.  Explain why the component is important to include.<\/p>\n

3.  Identify one<\/strong> component to include in the onboarding program.<\/p>\n

a.
\n  Explain how the component will set up employees for success during
\ntheir first 90 days as a senior programmer at the organization.<\/p>\n

 <\/p>\n

D.  Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.<\/p>\n

 <\/p>\n

E.  Demonstrate professional communication in the content and presentation of your submission.<\/p>\n<\/div>\n<\/section>\n

\n<\/div>\n<\/section>\n<\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"

Introduction Task 1 – 2 pages or less 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\u2019s need for employees, as well […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"closed","template":"","meta":[],"disciplines":[9],"paper_types":[],"tagged":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/questions\/10956"}],"collection":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/questions"}],"about":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/types\/questions"}],"author":[{"embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/comments?post=10956"}],"version-history":[{"count":0,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/questions\/10956\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/media?parent=10956"}],"wp:term":[{"taxonomy":"disciplines","embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/disciplines?post=10956"},{"taxonomy":"paper_types","embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/paper_types?post=10956"},{"taxonomy":"tagged","embeddable":true,"href":"https:\/\/www.writemyessays.app\/blog\/wp-json\/wp\/v2\/tagged?post=10956"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}