I need a discussion done for week 3 for my 521 Recruit, Retain, Reward and Develop and a response to 2 Classmates

 Week 3 DiscussionCOLLAPSE

Assessment Techniques

In Chapter 5, Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” Give two reasons why you agree or disagree with his position on candidate assessment. 

Post your initial response by Wednesday, midnight of your time zone, and reply to at least 2 of your classmates’ initial posts by Sunday, midnight of your time zone.​​

Respond from Daneille,

 

Bock’s Interview Process – Candidate Assessment

Bock describes his preferred interview process, which involves “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.” 

Question

Give two reasons why you agree or disagree with his position on candidate assessment.

Response

 Candidate assessment is critical in hiring the right candidate for the job. It is the evaluation of listed candidates for an interview to determine who meets all the required criteria to be hired in a company. Effective candidate assessment requires a structured interview process guided by principles drawn from the organization’s culture and policies. Therefore, I agree with Bock’s interview process of “combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership” because it is critical in hiring the desired candidate for various positions in a company. 

 The first reason I agree with Bock’s position on candidate assessment is because behavioral and situational structure interviews provide the needed framework to identify and hire the right candidate who can complete the jigsaw puzzle for winning teams in an organization. Behavioral and situational structure interviews enable the interviewers to accurately determine a candidate’s ability and energy in executing the required duties and responsibilities in the position the candidate is to fill in the company. According to Ursal (n.p), candidates with energy can articulate the company’s mission and steer them towards achieving the company vision. Ursal (n.p) further points out that candidates with ability and energy can motivate others to perform and are likely to have the skills and passion in their job. 

 The second reason I agree with Bock’s position on candidate assessment is because assessing the candidate’s cognitive ability, conscientiousness, and leadership abilities are primary in hiring a candidate who fits in every organization. The cognitive ability helps determine whether the candidate can execute all tasks from the simple to complex tasks in their positions. Poindexter (n.p) points out that cognitive ability, conscientiousness, and leadership abilities are key indicators of a candidate’s quality. Smith (n.p) also acknowledged cognitive and leadership abilities as strategic elements that form blueprints for hiring suitable candidates. According to Smith (n.p), Bock’s interview process is also helpful in determining candidates’ ability to improve in their various positions of work. 

Poindexter, Jacqui Barrett. “15 Interview Questions to Ask Candidates: Glassdoor for Employers.” US | Glassdoor for Employers, 2 May 2020, www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

Smith, Carlie. “7-Step Hiring Blueprint That Built Netflix: OpenView Labs.” OpenView, 8 Apr. 2015, openviewpartners.com/blog/netflix-hiring-blueprint/.

Ursal, DJ. “The 4E’s and 1P – Live with Jack Welch.” LinkedIn, 14 Jan. 2016, www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal/.

2nd Response

 Motlalepula Mojela RE: Week 3 DiscussionCOLLAPSE

Hi Dr. John and Fellow Students

Bock describes his interview process which involves combining behavioral and situational structured interviews with assessments of cognitive ability, conscientiousness, and leadership.

  • Give two reasons why you agree or disagree with his position on candidate assessment.

An interview process involves people who believe in themselves that they qualify to apply for a position, based on their expertise, educational background as well as experience within the specified field. As individuals, Jack Welch mentions factors such as positive energy, ability to energize others, the courage to make tough decisions, be able to get the job done, and to have passion for what one is doing. As human beings no one is a perfect being, we are all prone to mistakes but learn from such mistakes as well so that one does not repeat the cycle.

Within the education fraternity, the minimum requirement used to be a three- year Teacher’s Diploma, nowadays, it has to be a four- year  Bachelor’s degree, but nothing prepares one for a job interview, as it is only then that one is faced with a real-life situation that can determine success or failure in one’s career path. As managers in HR and or driving force towards hiring it is important to determine our expectations first before coming to the interview table. Most of the teachers, including H.O.D’s and Principals, bring some vague ideas when it comes to hiring. It is worse in a situation where one gets hired because of nepotism, bribery, and certain expectations, as it has been the norm in our country. There are very few institutions where one gets an honest interviewing panel and eventually gets hired. Maybe, through luck or the grace of God. 

Bock’s ideas of behavioral and situational structured interviews should be the foundation of any organization that is willing to build leaders through support, encouraging debate within the organization, and allows everyone to have a voice. A place where everyone feels welcomed and one is able to contribute towards the success of the company. Behavioral and situational structured interviews should be the doorway in which credibility, gaining trust and candor are at the forefront of any organization.

Bock states that “hiring is the most important people function that you have, and most of us aren’t as good at it as we think.” This means that as HR personnel one should be forever on a learning curve, to improve as well as to understand those who might be on one’s interview panel. This would include embracing diversity and inclusion.

What Bock is giving us, is a guideline not only for those we are interviewing but also as a personal self-reflection to those who are part of the interview panel. This will create a match for the best possible candidate as well as finding a common ground for the success of any organization.

Combining behavioral and situational structured interviews should be the yardstick for every organization, well-established companies as well as educational institutions within the HR and also be included as one of the courses to be mastered at the undergraduate level so that it prepares the candidates for the world of work.

References:

1. Ursal, DJ. “The 4E’s and 1P- Live with Jack Welch ” LinkedIn,14 Jan 2016.www.linkedin.com/pulse/4es-1p-live-jack-welch-dj-ursal

2.Poindexter, Jacqui Barrett. “15 Interview Questions to ask candidates: Glassdoor for Employers, 3 May 2019. www.glassdoor.com/employers/blog/15-interview-questions-ensure-candidate-quality/.

3.JWI 521. Week 3 Lecture Notes 2020

Hr assignment 15

  

The Right To Privacy And Compliance Regulation

Right to Privacy and Compliance Regulations

The United States has a number of privacy laws that affect the government’s use of information as well as the use of information by specific industries, such as financial services companies and healthcare organizations that handle sensitive information.   

Select one of the following acts and summarize the law’s provisions. What complications do you think may arise with implementation or managing the compliance of the act? 

  • Privacy Act of 1974 
  • Electronic Communications      Privacy Act of 1986 
  • Communications Assistance Law      Enforcement Act of 1994 
  • Economic Espionage Act of      1996 
  • Health Insurance Portability      and Accountability Act of 1996 
  • Health Information Technology      for Economic and Clinical Heath Act of 2009 

HR

Respond to the posts of at least two other learners. Compare your thoughts on designing a social media policy. Provide constructive feedback to your peers for improving their analyses.

What are the key considerations in designing a social media policy?

Some key considerations that should be taken into account when designing a social media policy are; what time goal of the policy is, what other policies are already in place, and what are the applicable legal regulations.  

What are the primary challenges and risks when formalizing a social media policy?

For my current organization, one of the primary challenges is that we are public employees.  “A public employee may not be fired or disciplined for engaging in “constitutionally protected” speech” (Johnson, 2019).  Another challenge that an organization faces when formalizing a social media policy is making sure the policy is clear and specific but doesn’t limit an employee’s right talk about conditions of employment.  

Who should be involved in the design and review of the final policy?

“Successful policy creation and/ or modification result from a collaborative, team effort. If records and information management personnel are developing the policy, they should elicit input into policy development from other stakeholder groups, including, but not limited to, Human Resources, Information Technology, Legal, and Marketing” (Keys for developing a social media policy, 2013).  In my organization, I would also add union leadership to the table as well. 

Homework Question

 This short paper will help you synthesize information from the readings for this module and inform your thinking when you work on Section IV of the final project.

Using the final project case study transcripts provided and the articles “Bias Has No Place at Work” and “Workplace Religious Accommodation Issues for Adherents of Islam” from the module resources, assess the cultural needs of Kareem versus the culture at ABC Corporation. Where did you identify gaps? What should ABC Corporation do to meet Kareem’s needs while still maintaining performance expectations?

The transcripts can be found in the Final Project Case Study. 

Post a Response

 

eadership is the ability to influence others to achieve  organizational goals. Organizations spend billions of dollars each year  to improve the leadership skills of its employees. Leadership skills are  needed within organizations to execute the vision, mission and  strategic goals of the organization.

Visit the mind tools website and complete the short Leadership Skills exercise (https://www.mindtools.com/pages/article/newLDR_50.htm). After you explore your strengths and areas for growth, address the following items in your response:

  • What are your strengths?
  • Where do you have opportunities to grow your leadership skills?
  • Based on your assessment results, propose three things you can do to improve your leadership skills

HR – challenges that small companies with less than 50 employees can face in designing a job requirements that is enriched enough to recruit and retain highly talented employees.

 Write 7-page single space using the executive summary below, and  reference the attached materials. You may have attachments in the  addendum (create a salary grid from a reputable job, or a job  classification family table. You may use APA or MLA format for citation.  TURNITIN IS USED FOR PLAGIARISM.    

EXECUTIVE SUMMARY

Introduction

Today’s technology world has opened the door for many businesses to digitalize their business model and operate in new markets with almost no boundaries. We have also known companies with capital market exceeding billions and even few have reached the trillion-dollar market. While this is great for business opportunities and job creations, it has also added pressure on the small companies in the market. One of the pressures that small companies with less than 50 employees can face is the challenge of designing a job requirements that is enriched enough to recruit and retain highly talented employees. 

Problem

· Challenges of recruiting and retaining talent employees for companies with fewer than 50 positions and have less budget than companies with hundreds of thousands of employees.

· How can companies maintain equity and support engagement with limited budget and still compete with larger companies?

· How can companies improve engagement during difficult times?

There many stakeholders involved in this business challenge. They include but not limited to the following:

· Business owners who have less than 50 employees in their business.

· Employees.

· Local community where those business operate.

· External vendor and source that those companies deal with.

Research Methodology

The research will depend on past practice from some of the small business companies that overcome those challenges and turned their business into a much bigger and efficient business. It will also take into consideration laws regulating small business as well as overall laws regulating the human resource field and employees and companies’ rights. More importantly, market research is going to be a key player in the research methodology for this paper.

Top human resource journals such as the following:

· Human Resource Management Journal

· International Journal of Human Resource 

Alternatives

In order to help small companies overcome this challenge, companies can apply the following recommendations. However, more alternatives can be presented in the final paper as we go more with market research. 

· Be the company that people want to work for, attracting culture-fit, like-minded candidates.

· Make it appealing and easy for prospective candidates to engage with your hiring decision makers.

· Encourage social networking conversations touting company events, product launches, service offerings.

Each of those alternatives would be reviewed, and any obstacles will be taken into consideration in order to ease the steps on the companies to implement those alternatives

Final Recommendation

A final recommendation will be made as to which of the alternatives can best fit different business models. Small business companies may have different business model and each may need a different alternative to better recruit and retain employees with small budget while competing with larger companies who attract those employees with better compensations packages.