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SIU Recruitment and Job Analysis Discussion

SIU Recruitment and Job Analysis Discussion

Question Description

PLEASE SPLIT THE 2 DISCUSSIONS UP.

Discussion One: Review the material presented in the courseabout how to conduct a job analysis, the various methods for collectingdata, and the pros and cons of the various methods. Then, develop a plan togather data for a job analysis. You will need to a) select the position(a job) to analyze; b) use at least two methods for collecting data; c)collect the data using the methods selected and d) summarize yourfindings in a short job description and job specification. If you do nothave a position in a typical office, retail establishment or productionfacility you can use, seek out a position from elsewhere. Theopportunities could include a server at a restaurant, a service providerin your home, your hair stylist, a sales assistant, the receptionist atyour doctor’s office or perhaps your child’s teacher. Include thefollowing:

1. The position you selected to analyze

2. The methods you selected for gathering data

3. The rationale for why you selected the methods you did

4. A discussion of your experience in collecting this data

5. A short sample position description and job specification you were able to design based on the data you gathered.

You may use a word document if you like or provide your proposal in the content of your response window.

Be sure to provide the references for the sources of the informationyou used to inform your analysis including the material provided in theclassroom.

Discussion Two: Complete the following:

a) Summarize and explain the major EEOC laws related to therecruiting process. How can recruiters and hiring managers reduce therisk of adverse impact?

b) Discuss three methods of recruiting to obtain a diverse group of applicants and explain why they are effective.

c) Explain the concept of employment at will. What are the risks andbenefits of employment at will doctrine? How is the employment at willdoctrine influenced by EEOC laws?

d) Application: Read the Module 2 Case and in-depth scenario 1. Drafta short memo to the founders of HSS to address the issues with thehiring practices. Specifically, address what laws or regulations mayapply, organizational risks and discuss suggestions for how the hiringpractices at HSS should be modified. You may use a word document if youlike or provide your proposal in the content of your response window.

Allowed Sources.

Job Analysis

Researching and Writing Job Analyses (see document in Content below)

Heathfield (2020). How to Do a Job Analysis

Employment At Will

National Conference of State Legislatures. The At-Will Presumption and Exceptions to the Rule

Legal Information Institute. Employment At-Will Doctrine

Doyle (2020). What does Employment At-Will Mean?

Doyle (2020). Exceptions to Employment At-Will

Hiring Practices

Juneja (nd). Staffing Process – Steps involved in Staffing

Doyle (2020). Inside the Recruitment and Hiring Process

Doyle (2019). Guide to How Companies Recruit Employees

Heathfield (2019). 10 Tips for Successful Employee Recruitment

Recruiting for Diversity

Rice University Diversity and Inclusion in the Workforce

Babcock (2017). 5 Steps to Improve Diversity Recruiting

Applicant Tracking

Doyle (2020). How Employers Use Applicant Tracking Systems

Recommended readings:

Lumen Learning (nd). Recruitment Retrieved from https://courses.lumenlearning.com/wmintrobusiness/chapter/reading-recruitment/

Ryan (2016). 10 Ways Employment At Will is Bad for Business

Doyle (2020). What Hiring Managers and Hiring Search Committees Do

Review of EEOC Laws

The Legal Environment of Human Resources (see document in Content below)

The U.S. Equal Employment Opportunity Commission’s “Overview of the U. S. Equal Employment Opportunity Commission” (HTML) Retrieved from: http://www.eeoc.gov/eeoc/index.cfm (U.S. EEOC government Web site)

The U.S. Equal Employment Opportunity Commission’s “Laws Enforced by the EEOC” Retrieved from http://www.eeoc.gov/laws/statutes/index.cfm (EEOC government Web site listing and describing laws enforced by EEOC)

The U.S. Equal Employment Opportunity Commission’s “Types of Discrimination” Retrieved from http://www.eeoc.gov/laws/types/index.cfm (EEOC Web site)

Job Analysis

Dictionary of Occupational Titles

Juneja (nd). Role of Job Analysis in Hiring Practices

Juneja (nd). Purpose of a Job Description

Juneja (nd). Job Description and Job Specification

Juneja (nd). Job Analysis and Job Evaluation

Juneja (nd). Advantages & Disadvantages of Job Analysis

Juneja (nd). Job Analysis and Strategic HRM

Recruiting Technology

Lumen Learning (nd). Kronos uses Science to Find the Ideal Employee Retrieved from https://courses.lumenlearning.com/principlesmanagement/chapter/16-1-case-in-point-kronos-uses-science-to-find-the-ideal-employee/

Recruiting for Diversity

Maurer (2017). Build an Inclusive Culture before Recruiting for Diversity

Nobl (2019). How to Recruit to Increase Cultural Diversity in the Workplace

Lumen Learning (nd). The War for Talent Retrieved from https://courses.lumenlearning.com/principlesmanagement/chapter/16-3-the-war-for-talent/

Forbes Human Resources Council (2018). 12 Ways to Attract and Hire Diverse Job Candidates

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