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Staffing

Students will evaluate the design and implementation of a recruiting and selection process (case will describe a number of ineffective practices, a mismatch between job description and selection assessments, issues around adverse impact, and actions taken that are not in line with applicable federal laws). Once evaluated, students will make recommendations on improving the design and implementation (applying learned materials regarding effective practices). Evaluation criteria will include:

appropriateness of recruitment sources
links between job description and selection assessments
identification of adverse impact
compliance with applicable laws

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Students will evaluate the design and implementation of a recruiting and selection process (case will describe a number of ineffective practices, a mismatch between job description and selection assessments, issues around adverse impact, and actions taken that are not in line with applicable federal laws). Once evaluated, students will make recommendations on improving the design and implementation (applying learned materials regarding effective practices). Evaluation criteria will include:
Appropriateness of recruitment sources
The appropriateness of recruitment sources is unsatisfactory. First, even though the referral method of recruitment is satisfactory, the persons should be given the details of the qualifications, skills, and experience that were required. Otherwise the company personnel would call in any person for the post of a CSR.
In the same way the placing of advertizing and job board at the county workforce is an acceptable method but the advertisement was lacking as it simply mentioned "Customer Service Reps Wanted". The advertisement did not mention the educational requirements, the skills, or job experience required for the job. Further, the advertisement did not mention the job responsibilities. The combination of these factors made the sources of job recruitment inappropriate.
The ...

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