PART I: Topic: HR Challenge: A Difficult Position to Fill Overview: 3 pages (825

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PART I: Topic: HR
Challenge: A Difficult Position to Fill
Overview: 3 pages (825 words)
At least 2 SCHOLARLY sources from peer-reviewed journal from 2016 to present.
APA7. (Any of the listed sources can be used.)
·
Recruiting supports an organization’s
short-, mid-, and long-term human capital needs. It can be a very easy and
straightforward process, depending on the region, market, and the field of
work. In some fields, prospective employees are readily accessible, and the
organization will have the ability to select among a broad group of
well-qualified candidates. In other fields, generating potential applicants
will be very hard as they are not present, or if they are present, the
competition among businesses in the market will be a challenge.
·
The nature of work is so very different
from job-to-job and organizational role to organizational role. Each is
important and makes valuable but very different organizational contributions.
The field of HR studies the nature of work to attract and select the best
applicants, and HR professionals follow SHRM’s behavioral competencies to
support their decision making and, in this assessment’s scenario, to find a
successful resolution to a hiring challenge.
·
Introduction
o
Scenario
§ For
this assessment, assume you are an HR professional working as an HR business
partner for one of the most prestigious nonprofit scientific research centers
in the United States. The center is large enough to have its own office of
general counsel. Recently, one of the assistant general counsels departed for a
job at the White House. The general counsel wants the finest and most talented
attorney candidates who are practicing in the field of research in a nonprofit
setting. You have announced the open position and have had 807 applicants. You
chose a group of 12 candidates, all of whom were turned down by the supervisor
(hiring manager). The general counsel’s office demanded to see all applicant
resumes, and your HR director agreed. After they reviewed all the resumes, they
said none were good enough. However, they provided no additional information to
you about their preferred applicant qualifications.
o
Your Challenge
§ While
you are the HR business partner to the general counsel, you have many other
organizational clients, each with their own needs and expectations, and
therefore a limited amount of time to give to this particular client. Given
that you have failed to select appropriate candidates, you consider spending
some money from your very tight budget to hire a recruiting firm, but that is
not a guarantee of success. You are considering the following three options:
·
1) recommending to the hiring manager that
she reconsider the 12 candidates you selected,
·
2) asking her to allow you to re-announce,
possibly with some changes to the position vacancy announcement, or
·
3) going to the outside (expensive)
recruiting firm in spite of your budget constraints. The option you recommend
should offer the greatest return to the organization and its employees.
·
Instructions:
Prepare a 3–page plan that states your recommended course of action. Along with
your recommendation, include the following:
o
Analyze how your proposed HR solution to
an HR challenge contributes to organizational goals and strategies.
§ Weigh
the barriers the business partner will face with each of the three options.
§ Include
the internal implications, if any, to reconsider the 12 candidates and how that
could be done.
§ Consider
the passage of time against the need for another attorney in the office as well
as the impact of cost if you choose to go to an external organization.
o
Describe key factors you considered in the
formulation of a proposed HR solution.
§ Include
the ethical considerations for recruiting and hiring in this scenario.
§ Integrate
material from your references that offer a theory-based relationship to inform
ethical considerations.
o
Explain the role of the HR practitioner in
advancing a proposed HR solution.
§ Briefly
explain your role to influence the eventual outcome. Consider aspects of
leadership, negotiation, and consultation.
o
Discuss the application of any SHRM
behavioral competencies to the process of solving an HR challenge.
Which
competencies are most directly applicable to a successful resolution of this
challenge and why?
PART II: Topic: HR
Challenge: Hire From Within or Outside?
Overview: 3 pages (825 words)
At least 2 SCHOLARLY sources from peer-reviewed journal from 2016 to present.
APA7. (Any of the listed sources can be used.)
·
Talent is getting harder for organizations
to attract and retain, and employee turnover is very costly. But there is much
more lost than that. Today, teams collaborate and cooperate with each other to
develop and complete projects, and support customers in business-to-business
operations. Internal promotion programs are among the most important attributes
of a powerful and recognizable retention effort. Upward mobility is essential
to the hopes and expectations of many employees of the organization. Internal
opportunities for promotion show a clear commitment by the organization to the
development and retention of its employees. In this assessment, the SHRM
behavioral competencies of Leadership and Organizational Navigation and the HRM
content knowledge area Employee and Labor Relations will support your
recommended course of action for an important hiring decision in a workplace
scenario.
·
Introduction
o
Scenario
§ You
are a newly hired HR professional in a small private sector company that
provides a broad spectrum of products for the cruise ship industry. The company
repackages standard personal grooming products, perfumes, and lotions into
smaller gift packages appropriate for customer appreciation gifts. There are
300 employees in the firm and the organization has a history of a stable
workforce with very limited turnover. Recently, the company gained over 200
employees and there are a number of supervisory and managerial positions that
need to be filled. The CEO has asked you to work with him to fill positions
based on an organizational structure he has just created. It is rumored that
the CEO has spoken discreetly to two internal candidates about the position and
feels no need to take any action to announce the position internally. It should
be noted that the employee manual specifies that all vacant positions be
announced both internally and externally. New supervisors and managers are
needed in sales (one), marketing (one), operations (two), and security (one).
Each of these areas has seasoned employees eager to compete for jobs though
some may not be as qualified as external candidates.
o
Your Challenge
§ You
are now in a situation with a tough call to make. As the responsible HR
professional, you must consider and decide which course of action will provide
the greatest benefit for the company and its employees, and how to make a
persuasive argument for your recommendation. Your options are to support the
CEO’s guidance, or to take a hiring position that protects the organization’s
legal posture and maintains an ethical work environment.
·
Instructions:
Prepare a 3-page plan that states your recommended course of action. Along with
your recommendation, include the following:
o
Analyze how your proposed HR solution to
an HR challenge contributes to organizational goals and strategies.
§ Should
you just follow the guidance of the CEO, or discuss the consequences of placing
unqualified people in managerial roles?
§ What
might be the implications to you and the organization, if you remain silent
without any further discussion?
§ What
is the potential opportunity cost of ignoring outstanding external candidates?
o
Describe key legal factors you considered
in the formulation of a proposed HR solution.
o
Explain the role of the HR practitioner in
advancing a proposed HR solution.
§ Explain
briefly the role you will take to influence the eventual outcome. Consider
aspects of leadership, negotiation, and consultation.
§ Include
the pros and cons for promoting internally versus externally. Consider the
implications to the organization and its operations when selecting from both of
these populations.
o
Discuss the application of any SHRM
behavioral competencies to the process of solving an HR challenge.
Which
SHRM behavioral competencies are most directly applicable to a successful
resolution of this challenge, and why?

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