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’s need for employees, as well as plan and implement employee recruitment and selection strategies, will demonstrate solid talent acquisition practices that will directly contribute to your organization’s success. This performance assessment will give you the opportunity to demonstrate these critical talent acquisition skills.
Task 1 addresses the first step in the talent acquisition process: workforce planning. This includes doing labor forecasting, performing a job analysis, and developing job descriptions.
SCENARIO
You are the newly appointed human resources director at Pruhart Tech, a midsize high-tech company located in the southeastern United States. The company is preparing for growth due to an increase in demand for its new smart home tech products.
The company’s computer programmers play a key role in the development of new smart home tech products. Currently, the company employs 20 computer programmers. The CEO requests you create a new position of senior programmer and wants to fill 10 of these roles within the next three months to lead new product development. HR has begun drafting a job description for the senior programmer position but has not been able to complete it without conducting a formal job analysis.
Recruiting 10 senior programmers is no easy task. There is a competitive market and a shortage of qualified labor in the area. To source qualified candidates, both internal and external recruitment methods will need to be utilized. The CEO values strong teamwork and holds a belief that in-person work is the best way to achieve that. However, the CEO has agreed to reclassify the 20 current computer programmers and the 10 new senior programmers into remote positions yet wants to ensure that the newly hired employees will be able to work well within the team in a remote setting.
REQUIREMENTS
Your 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 similarity 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).
Workforce Planning
A. Write a workforce planning summary by doing the following:
1. Using the information in the “Organizational Memo on Proposed Hiring Plan” supporting document, recommend one approach to successfully address the labor shortage and meet the CEO’s request, considering the organization’s need to hire more computer programmers and senior programmers.
2. Explain one way the organization can incorporate job enlargement or job enrichment in the computer programmer position, using the “Organizational Memo on Proposed Hiring Plan” and “Pruhart Tech Job Descriptions” supporting documents.
Job Analysis Plan
B. Create a plan to conduct a job analysis for the new senior programmer position by doing the following:
1. Explain one type of information you will need to collect during the job analysis that is relevant to the senior programmer position.
2. Explain one method you will use to collect information during the job analysis.
Job Description Addition
C. In a written document, propose additions to the senior programmer job description by doing the following:
Note: Refer to the “Pruhart Tech Job Descriptions” supporting document.
1. Create two additional knowledge areas, skills, abilities, and other characteristics (KSAOs), sourced from O*NET for the senior programmer job description. The O*NET link is included in the Web Links section.
2. Create two additional competencies for the senior programmer job description.
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.
WEB LINKS
https://www.onetonline.org/
SUPPORTING DOCUMENTS
Job description and organizationl memo on proposed Hiring plan attached in the files
