HRM 594 Strategic Staffing Entire Course
HRM 594 Week 2: Tanglewood Paper Case 1
HRM 594 Week 4: Tanglewood Paper Case 3
HRM 594 Week 7 Course Project
HRM 594 Entire Course All 7 Weeks Discussions
HRM 594 Week 1 Dq 1 Staffing Strategy & ModelsLegal Compliance
HRM 594 Week 1 dq 2 Staffing Legislation
HRM 594 Week 2 DQ 1 HR Planning
HRM 594 Week 2 DQ 2 Job Descriptions and Job Analysis
HRM 594 Week 3 DQ 1 Internal Recruitment
HRM 594 Week 3 DQ 2 External Recruitment
HRM 594 Week 4 DQ 1 Measurement
HRM 594 Week 4 DQ 2External Selection
HRM 594 Week 5 DQ 1 Internal & External Selection
HRM 594 Week Week 5 DQ 2 Tanglewood Case Case 4
HRM 594 Week 6 DQ 1 Decision Making & the Final Match
HRM 594 Week 6 DQ 2 Tanglewood Case Cases 5 & 6
HRM 594 Week 7 DQ 1 Staffing System Management
HRM 594 Week 7 DQ 2 Retention Strategies
HRM 594 Week 8 Final Exam Answers
1. (TCO B) Review the 13 strategic staffing decisions that organizations must make when developing a staffing strategy. Provide an example of an organizational business strategy, and explain how each decision might be impacted by the given business goals.
1. (TCO E) You are the staffing manager for your organization. Fully discuss the administrative issues that you would address in the planning stage of external recruiting. Explain the importance of each issue.
1. (TCO G) If you were the HR staffing manager for an organization, what guidelines might you recommend regarding oral and written communication with the job applicants by members of the organization?
1. (TCO C) As an HR leader, how would you try to get individual managers to be more aware of the legal requirements of staffing systems and to take steps to ensure that they themselves engage in legal staffing actions?
1. (TCO F) Assume you gave a general ability test, measuring both verbal and computational skills, to a group of applicants for a specific job. Also assume that because of severe hiring pressures, you hired all of the applicants, regardless of their test scores. How would you investigate the criterion-related validity of the test?
1. (TCO H) There are numerous negative organizational consequences to firing employees, including the discomfort of the supervisor who delivers the termination information, conflict or sabotage from the departing employee, and the potential for a lawsuit. In response, many supervisors provide problem employees unpleasant work tasks, reduced working hours, or otherwise negatively modify their jobs in hopes that the problem employees will simply quit. What are the ethical issues raised by this strategy?
1. (TCO A) Imagine an organization that has a staffing process in which vacancies are filed (a) on a lottery basis from among job applicants, or (b) on a first-come, first-hired basis among job applicants. Predict the potential problems associated with these scenarios.
1. (TCO D) It has been suggested that “ethical conduct” be formally incorporated as a general competency requirement for any job within the organization. Debate the pros and cons of this suggestion.
1. (TCO I) Consider a circumstance where your organization is doing exit interviews and has promised confidentiality to all who respond. Your supervisor has asked you to give the name of each respondent so she can assess the information in conjunction with the person’s supervisor. What obligation do corporate HR employees have to keep information confidential in such circumstances?
(TCO B) Discuss the 13 strategic staffing decisions one must make when developing an organizational staffing strategy. Do you believe that some of them are more important to an organization than others? Which ones? Fully explain your reasoning, providing clear examples to illustrate your position.
(TCO E) You are the staffing manager for your organization. Fully discuss the administrative issues that you would address in the planning stage of external recruiting. Explain the importance of each issue.
(TCO G) You are a staffing manager. Recommend the steps your organization should take to develop and implement a policy regarding employment-at-will. Explain the importance of having an employment-at-will policy, and the consequences of not having one.
(TCO C) As an HR leader, how would you try to get individual managers to be more aware of the legal requirements of staffing systems and to take steps to ensure that they themselves engage in legal staffing actions?
(TCO F) You are a staffing professional. Describe how you might go about determining scores for applicants’ responses to: a. interview questions, b. letters of recommendation, and c. questions about previous work experience.
(TCO H) You are an HR Manager for ABC Corporation. Your strategic staffing plan indicates that in the next five years, your 500 Customer Service Representatives will need specific computer skills to utilze a new technology that is planned. None of the reps currently have this skill. Other than terminating all of the employees and hiring new employees with the required skills, discuss two possible alternatives the company might consider.
. (TCO A) Imagine an organization that has a staffing process in which vacancies are filed (a) on a lottery basis from among job applicants, or (b) on a first-come, first-hired basis among job applicants. Predict the potential problems associated with these scenarios.
. (TCO D) You are the HR Manager of your organization. Your task is to perform job analysis on all of the jobs within your organization. What are the advantages and disadvantages to using multiple methods of job analysis for a particular job? Multiple sources?
(TCO I) Which of the costs and benefits of voluntary turnover are most likely to vary according to the type of job? Give specific examples.