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HRMD 330 Staffing Organizations Assignment Sample UAEU

HRMD 330 Staffing Organizations Assignment Example UAEU, UAE

This sample assignment will cover the staffing organizations and learning outcomes of the course HRMD 330.

This course covers various activities and techniques used for effective human resource staffing in organizations. Students will conduct job analyses, develop HR plans, and develop recruitment and selection programs using human resource information systems to support these activities.

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Topics covered include an analysis of objectives, techniques, and procedures for forecasting manpower needs, recruiting candidates, and selecting employees. The course emphasizes understanding basic types of assessment tools and procedures for choosing new employees.

Basic concepts in measurement and validity are discussed. Issues relating to organizational entry and socialization may also be covered. The prerequisite for this course is HRMD310 with a minimum grade D and HRMD320 with a minimum grade of D.

HRMD330 Staffing Organizations Course Learning Outcomes

Staffing is the process of hiring eligible candidates in the organization or company for specific positions. In management, the meaning of staffing is an operation of recruiting the employees by evaluating their skills, knowledge and then offering them specific job roles accordingly.

At the end of the course, students will be able to :

1.Analyze Information From A Variety Of Sources To Determine The Cost And Effects Of Employee Turnover

Although most companies keep track of employee turnover, many fall short when they try to understand its causes and costs in a meaningful way. It can be challenging to evaluate employee turnover for the first, second, or third time. Employee turnover is so expensive because organizations pay direct exit costs when an employee leaves and incur additional costs to recruit and train new hires. Here are a few factors that contribute to the overall cost of employee turnover but are easy to overlook:

  • Recruitment Costs
  • Decreased productivity and morale
  • Training and onboarding costs
  • Lost institutional knowledge

2.Examine The Process Of Developing And Validating, And Implementing Employee Selection Programs.

There are approximately five to seven steps in a typical employee selection process.

  1. Announcing The Job- the management team should list out the desired qualifications for the job.
  2. Reviewing Candidate Applications- Next, go through all the applications, resumes, and cover letters to narrow down the candidate pool. Discard any that stray significantly outside the desired qualifications listed in step 1.
  3. Conducting Initial Candidate Screening- To keep your interview time to a minimum and free up management and HR resources, use phone interviews to further narrow down the pool. 
  4. Conducting In-person Interviews- Now that you have fewer candidates in the pool, you can start setting up in-person interviews to better assess their qualifications.
  5. Making Final Candidate Selection- Once everyone has been interviewed and you’ve received feedback from the interviewers, the hiring manager will narrow the pool down to the best fit for the job. 
  6. Testing The Candidate- Before an applicant is brought on board as a proper new employee, the employer may make an offer of employment conditional upon passing tests or a background check. 

3.Interpret The Various Considerations And Regulations That Govern And Influence Staffing Practices.

The following is a list of the major laws and regulations that affect the selection process:

Age Discrimination in Employment Act

  • Prohibits discrimination against persons 40 years of age and over.
  • Promotes the hiring, promotion, and other terms and conditions of employment of older people.
  • Requires hiring decisions based on abilities rather than age.

Disabilities Act (ADA)

  • Requires facilities to be accessible to the disabled.
  • Prohibits employment discrimination based on disability.
  • Prohibits pre-employment medical inquiries and examinations.
  • Prohibits an organization from excluding a qualified person 

Equal Pay Act

Prohibits discrimination based on sex in the payment of wages or benefits when men and women perform work requiring similar skills, effort, and responsibility for the same employer under similar working conditions.

Illinois Human Rights Act

Provides freedom from discrimination because of race, color, religion, sex, national origin, ancestry, age, marital status, physical or mental handicap, military status, or unfavorable military discharge, in connection with employment.

Immigration Reform and Control Act (IRCA)

  • Prevents employment of illegal aliens.
  • Requires employers to ensure applicants are legally employable in the United States.
  • Requires employees to complete an Employment Eligibility Verification Form.

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4.Offer Written Critique Of Various Recruitment And Selection Strategies And Tools.

Tools available to assist you in requirement are:

  1. Interviews – whilst not always the most reliable, interviews remain the most widely used recruitment and selection tool. Phone interviews and face-to-face interviews should form some part of your recruitment process. 
  2. Skills Testing – particularly useful for positions that require a level of competency in any specific software programs, computer operations, or ‘testable’ skills such as customer service responses and alike. 
  3. Personality / Psychometric Assessments – perfect for assessing team fit, motivation, and work styles around customer service, sales, and a range of other industry-specific skills. 
  4. Aptitude and competency-based assessments – similarly to the two types of testing and assessment listed above these tests are great for industry-specific skills. This may include numerical reasoning assessments for accountants.
  5. Reference Checks – it’s an oldie but a goodie, past behavior predicts future behavior. Ensure you are conducting your reference checks with previous managers whom they reported to.
  6. Police checks and working with children checks – depending on the industry and role, these checks may be appropriate to have conducted. 
  7. Don’t forget your network – all of the tools mentioned so far are fairly standard but don’t forget to think outside the square. If you know previous employers personally, or even colleagues, friends of customers, don’t be afraid to pick up the phone and ask for some general feedback.

5.Recognize And Appreciate The Evolving Use Of Technology In Recruitment And Selection Practices.

When hiring for your business, using technology can make the recruitment process less time-consuming and costly. Here are three ways technology saves you time and money.

  • Increased productivity- Cutting out tasks that require repetition and organizing by hand is a huge time-saver. 
  •  Less risk for a bad match- You can reduce employee turnover by avoiding bad matches in the selection process. Recruitment technology lets you discard unqualified resumes without tediously sifting through each one.
  • Get more strategic- Analytics lets you measure how well your hiring strategies work. By using analytics built into recruiting technology, you can get more strategic about your selection process.

6.Recognize The Importance Of Effective Workforce Planning, Recruitment, And Selection To Organizational Effectiveness.

Workforce planning offers a means of systematically aligning organizational and program priorities with the budgetary and human resources needed to accomplish them. By beginning the planning process with identified strategic objectives, managers and their organizations can develop workforce plans that will help them accomplish those objectives.

At the same time, these plans provide a sound basis for justifying budget and staffing requests, since there is a clear connection between objectives and the budget and human resources needed to accomplish them.

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