06 Jun Please read the following Case Study and a write
Please read the following Case Study and a write a memo. Please ensure you read everything in the attachment, read the rubric and make you add everything that is included below into your hiring plan. Cite in APA format. Requesting a copy of Turnitin report.
Please use the class material attached as references.
Please read the following Case Study and a write a memo. Please ensure you read this, read the rubric and make you add everything that is included below into your hiring plan.
Please use the class material attached as references.
Mini Case Study
In your role as the HR director at ParlaTech, the CEO has asked to meet with you to discuss the hiring of new employees.
“Hello! Thanks for meeting with me about some new positions we have open in IT.
We need to hire a software developer for our stateside office. It's an essential role in the organization, especially since the software developers interact with all departments, from Finance to Sales to Marketing.
We need to be sure that whoever we hire will fit into our organizational culture and be a great team player. Additionally, this software developer may need to travel to Bangalore and do training with our call center staff.
I wanted to ask you to put together a complete plan for hiring this new employee, including your ideas on recruiting, selecting, and onboarding. I also need a plan for compensation, including benefits. Lastly, please include some ideas for training the new hire about our organization and the different teams within it.”
In your hiring plan, be sure to include the following:
· analysis of the hiring process including regulatory requirements, sourcing applicants, the formal interview, the selection process, and onboarding
· a clear proposal for training, supported by cited evidence
· a recommended total rewards strategy, including pay and benefits
,
6/5/22, 9:46 PMPreview Rubric: Mini Case Study 2 – HRMN 495 6380 Contemporary …ce Management Practice (2225) – UMGC Learning Management System
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Mini Case Study 2 Course: HRMN 495 6380 Contemporary Issues in Human Resource Management Practice (2225)
Total
Overall Score
Criteria Exceeds Standard 25 points
Meets Standard 20 points
Approaches Standard 17.5 points
Does Not Meet Standard 15 points
Criterion Score
Analyze the hiring
process including a)
regulatory requirements,
b) the sourcing of
applicants, c) the formal
interview and d) selection
process, e) the
onboarding of a new hire.
/ 25
Evaluate different training
methods.
/ 25
Describe concepts related
to total rewards
strategies, such as pay
and benefit programs.
/ 25
Communicates
information clearly and
professionally with
appropriate supporting
evidence, formatting, and
grammar.
/ 25
All five elements are
explained clearly and in
detail.
Four of the five elements
are explained clearly and
in detail.
Three of the five elements
are explained clearly or in
detail.
Fewer than three of the
five elements are
explained clearly and in
detail.
A type of training is
explained and proposed.
The choice is supported by
cited evidence.
A type of training is
explained and is partially
supported by cited
evidence.
A type of training is
proposed but is not
supported by evidence.
The training plan is not
clear and lacks evidence in
support of it.
The total rewards plan is
presented and explained in
detail. Includes
explanation of items
including pay and benefits.
The total rewards plan
proposed includes pay and
benefits but the
explanation may be
underdeveloped or
superficial.
The total rewards plan
proposed explains some
elements (e.g., pay or
benefits) but not all key
elements are clearly
explained.
The total rewards plan
only addresses
compensation or lacks an
explanation of its
elements.
The information is clearly
and professionally
presented, without errors
in grammar or mechanics.
Citations are used
appropriately, and the
formatting is correct for
APA style.
The information is clearly
and professionally
presented, with minor
errors in grammar or
mechanics. Citations are
used appropriately but
may have some small
errors in style.
Most of the information is
clearly and professionally
presented, with some
errors in grammar,
mechanics, and/or
citations.
The information is not
clearly and professional
presented, with substantial
errors in grammar,
mechanics, and/or
citations.
Exceeds Standard 90 points minimum
Meets Standard 80 points minimum
Approaches Standard 70 points minimum
Does Not Meet Standard 60 points minimum
,
6/5/22, 9:46 PMThe Employee Life Cycle
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Learning Topic
The Employee Life Cycle The employee life cycle refers to the steps that employees go through from the time they enter the
organization to the time they leave. It covers the relationship between the employee and the organization
from the first contact with a recruiter to the separation process. HR plays an essential role in this
relationship and is typically involved in every phase of the cycle (Vadakkanmarveettil, 2021).
Employee Life Cycle
6/5/22, 9:46 PMThe Employee Life Cycle
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Planning
Ideally, planning happens before there is an open position.
Strategic HR will ensure that planning for human capital aligns
with the organizational goals and objectives. The organizational
image is important here because an organization should try to
brand itself as a desirable employer in order to attract well-
qualified employees.
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Recruitment
Recruiting includes several steps, including creating a job
description, posting for the open position, searching for
candidates, interviewing candidates, and finally, selecting the best
individual (or individuals) for the position. Clear criteria and
processes should be used to avoid legal compliance issues as well
as to increase employee retention.
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Onboarding
The onboarding process is essential because this is the first
experience the employee has with the organization. Onboarding
should help employees feel like a valuable part of the team and
educate the employees on rules and regulations in the workplace.
Onboarding includes training to help employees understand their
role in the organization.
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Development
Employee training and development increase the employee's
competencies and help align human capital with the
organizational strategy. Ideally, each employee will have a
professional development plan that not only addresses
organizational goals but also the employee's individual career
goals.
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Retention
Employee turnover is a critical aspect of human capital
management and can cost an organization a lot of time and
money. Retention includes performance management,
compensation, and recognition to encourage employees to stay.
Organizational culture and communication can help not only to
attract new employees but also to retain top employees.
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References
Vadakkanmarveettil, J. (2021, March 30). Stages of the employee life cycle: An easy overview (2021).
Jigsaw Academy. https://www.jigsawacademy.com/blogs/hr-analytics/employee-life-cycle/amp/
The 6 stages of the employee life cycle. (2020, September 22). SpriggHR. https://sprigghr.com/blog/360-
degree-continuous-feedback/the-6-stages-of-the-employee-life-cycle/
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All links to external sites were verified at the time of publication. UMGC is not responsible for the validity or integrity of information located at
external sites.
Separation
Employees may end the life cycle reasons including retirement,
better opportunities, or life choices. Exit interviews are an
important tool for understanding and improving the life cycle
processes in the organization. It is the responsibility of HR to
ensure that these transitions occur as smoothly as possible and do
not impact employee moral or performance.
