Hrm410 Course Project Tips And Sample Verbiageimportant Information ✓ Solved

HRM410 Course Project Tips and Sample Verbiage IMPORTANT INFORMATION: · Below are tips in blue bold and sample verbiage is purple bold. · Students are NOT permitted to utilize ANY of the verbiage provided below in their Handbooks. · Note that this Tips and Sample Verbiage document is an abbreviated version of the Handbook. Your Handbook must be full 10-12 pages (not including this page, the cover page, or any reference page), double-spaced. You may single-space any forms or samples you create. · Remember that no more than 10% of your completed Handbook can be from borrowed material (so plan accordingly on any borrowed material used in the draft). The majority of the Handbook must be original—meaning written by the student.

ALL sources used (textbook, Internet, etc.) must be cited via proper APA citations ( both in-text with quotation marks and a References section). This includes any forms or samples in the Handbook. Everything in the Handbook will count towards the “no more than 10% borrowed†requirement, including forms. It is advisable if you create these yourself. · See the Course Project tab for lengthier descriptions of each section. The specifics of the requirements of each section are NOT included here.

STAFFING HANDBOOK JON’S CARPET CLEANING SERVICES Handbook Date: October 2011 OUR DEFINITION OF STRATEGIC STAFFING There is a fair amount of flexibility for this section providing it is focused on your fictitious company’s view of strategic staffing. Jon’s Carpet Cleaning Services is committed to hiring the most qualified people for our business. The company’s strategic goals are incorporated into everything we do, including the selection of employees. This handbook is meant to assist managers with the selection process. However, please reach out to any human resources professional on our team if any clarifications of content in this handbook are needed.

This section would likely continue to include other pertinent aspects of the company’s strategic staffing definition. JOB ANALYSIS OUR APPROACH TO THE JOB ANALYSIS PROCESS Describe your fictitious organization’s approach to analyzing jobs in this section. Jon’s Carpet Cleaning Services believes that in order to acquire the most accurate, up-to-date job analysis information, a multitude of approaches is required. Human Resources will work closely with managers, as well as employees, to obtain job information. At a minimum, this will occur on an annual basis.

Job descriptions will be updated as soon as practical after job analysis information is collected, edited as needed, and compiled. This section would likely continue to include other pertinent aspects of the company’s approach to analyzing jobs such as the methods used. Your textbook is an excellent resource in which to obtain ideas. EXAMPLE OF JOB ANALYSIS FORM Provide your fictitious organization’s sample of a job analysis form. Ideas can certainly be obtained from our textbook and other sources, but you are highly encouraged to create all forms for this handbook yourself.

Forms can quickly consume the “no more than 10% borrowed†limit. Job Title Title position reports to: List the duties this job performs and a percentage of time estimation spent on each. An example might be “Answering phones and transferring callers: 70%.†Your total should be 100%. (If more lines are needed, please attach an addendum to this form.) Duty: Percentage: % Duty: Percentage: % Duty: Percentage: % Duty: Percentage: % Duty: Percentage: % Duty: Percentage: % This form would likely continue on to include sections on required knowledge, skills, and abilities, plus credentials, summary of the position, etc. POSTINGS OUR APPROACH TO POSTING POSITIONS Jon’s Carpet Cleaning Services is deeply committed to posting openings internally first before looking outside the organization when it makes good business sense to do so.

We also strongly believe in promoting from within and will do so whenever possible. This section would continue on perhaps describing the posting process itself (company intranet, newsletter, email), how employees apply, and the like. BRIEF SAMPLE OF AN INTERNAL JOB POSTING Job Title/FLSA Status : Receptionist (non-exempt) Hiring Manager: Jane Smith Location: Downtown Corporate Office Days/Hours/Shift: Monday-Friday, 8a to 5p Grade Level: 2 The remainder of this posting would likely include a position summary, the primary duties, qualification, how to apply, etc. APPLICATION PROCESS OUR APPLICATION FORM Applicant’s Name Today’s Date Position(s) Applying For: Are you at least 18 years of age or older?

Yes No (circle one) Are you authorized to work in the United States? Yes No (circle one) Employment Experience: Would likely add a table here. This form would continue on to include additional legally permitted items, signature, etc. HOW THE APPLICATION FORM IS UTILIZED (THE PROCESS) AND RATIONALE This section should note how the organization uses its application form for external applicants. For example, does it accept applications only when there are openings or at any time?

Records retention, policy regarding acceptance of application form vs. resume, how often the application form is revised, commitment to EEO, etc. could all be included here, if desired. Jon’s Carpet Cleaning Services accepts application forms at any time. Resume can accompany the organization’s application form, but are not accepted in lieu of the form. All parts of the form must be completed by the applicant; “see resume†will result in a return of the form to the applicant as unacceptable. This section would continue on noting pertinent items regarding the company’s use of the application form.

INTERVIEWING PROCESS OUR INTERVIEWING PHILOSOPHY This section should note the company’s philosophy on interviewing. What interviewing style does the organization employ? How many interviews will applicants typically experience? What are some company “do’s†and “don’ts†for interviewing? Structured?

Unstructured? Why? Jon’s Carpet Cleaning Services utilizes the behavioral interviewing approach. All interviews must be structured in nature. Standard questions will be provided by Human Resources.

Managers are highly encouraged to submit additional questions to Human Resources 48 hours prior to beginning interviews for input. This section would continue on noting pertinent items regarding the company’s philosophy on interviewing. EXAMPLES OF LEGALLY ACCEPTABLE, NON-GENERIC INTERVIEWING QUESTIONS Jon’s Carpet Cleaning Services utilizes the following behavioral interviewing questions for all applicants: · Tell me about a specific time you dealt with an angry customer. How did you handle it? What was the outcome? · This section would continue on with a few additional non-generic questions (legally permitted inquiries only).

Yours do not have to be behavioral questions. This is for illustrative purposes only. PRE-EMPLOYMENT ASSESSMENTS ORGANIZATIONAL PHILOSPHY TO PRE-EMPLOYMENT TESTING AND ASSESSMENT Jon’s Carpet Cleaning Services employs pre-employment background checks on all position finalists external to the organization. If the position requires driving a company vehicle, the driving record will also be reviewed. This section would continue on to likely include the company’s policy on the various instances in which drug testing is used (e.g. pre-employment, for cause, post-accident, random), reference checks, etc.

ADDITIONAL STAFFING CONSIDERATIONS SUB-HEADER Add in three other elements that you feel are important to the staffing process. Use the Header and Sub-Header above and create more if needed (renaming them to reflect your three other elements). Remove these instructions from your Handbook. This section should contain three other staffing elements important to your fictitious organization. You are encouraged to use our textbook for ideas (the table of contents is a great resource).

Do not include general human resources topics such as “termination†or “discipline†as these are not staffing related. Possible topics could be personality testing, performance testing, measurements used to select employees, tools to help managers make selection decisions, and the like. Remember these important points: · Your handbook (final version) must be 10-12 full · Your handbook may not borrow more than 10% of its content from sources, and borrowed material MUST be cited via APA. The vast majority of this handbook must be written by the student. · NONE of the sample verbiage provided in this document can be used in your handbook. References Instructions: · List any sources (in APA format) you used in your Handbook for material you did not write, including material from the textbook, the Internet, or any other source. · As a reminder, no more than 10% of the content above in your completed Handbook can be borrowed.

The rest must be written by you. · Any References listed below MUST also be cited within the text above (within your Handbook) with quotation marks and the source noted and vice versa. (In other words, you must have any sources noted in your Handbook included here and any sources noted here must be cited in-text in the Handbook as well.) · Remove these instructions from this section after you have completed your References list. 1

Paper for above instructions

Handbook Date: October 2023

OUR DEFINITION OF STRATEGIC STAFFING

At Jon's Carpet Cleaning Services, we believe that strategic staffing is fundamental to achieving our organizational goals. It is our commitment to hire the most qualified individuals, ensuring that each hiring decision aligns with our strategic vision. Strategic staffing involves understanding the needs of the organization and the local labor market while creating a positive candidate experience. Our human resources practices are designed to attract top talent and retain dedicated employees in a competitive industry.

JOB ANALYSIS

OUR APPROACH TO THE JOB ANALYSIS PROCESS

Jon's Carpet Cleaning Services uses a multi-faceted approach to job analysis, which combines qualitative and quantitative methods. This includes interviews with current employees, observations of job performance, and surveys. Moreover, we also adhere to the guidelines set forth by the Society for Human Resource Management, ensuring that our job analysis aligns with industry standards (Society for Human Resource Management, 2021). Our Human Resources department collaborates closely with managers and staff to gather accurate job information. Job descriptions will undergo an annual review, with updates occurring as needed.

EXAMPLE OF JOB ANALYSIS FORM

Job Title: Cleaning Technician
Title position reports to: Operations Manager
The following list provides key duties and the estimated percentage of time spent on each:
| Duty | Percentage |
|---------------------------------------------|----------------|
| Conducting residential carpet cleaning | 60% |
| Handling customer inquiries | 15% |
| Maintaining cleaning equipment | 10% |
| Completing paperwork and administrative tasks| 10% |
| Training new team members | 5% |
(Total = 100%)

REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES

- Knowledge: Basic cleaning techniques, effective communication skills.
- Skills: Time management, teamwork, problem-solving.
- Abilities: Physically capable of lifting heavy objects, customer service orientation.

POSTINGS

OUR APPROACH TO POSTING POSITIONS

Jon's Carpet Cleaning Services is dedicated to a transparent hiring process. We prioritize internal postings, as we recognize the importance of career advancement for our employees. Job openings will be advertised through our company intranet, newsletters, and email announcements, ensuring all employees are aware of available opportunities.

BRIEF SAMPLE OF AN INTERNAL JOB POSTING

Job Title/FLSA Status: Customer Service Specialist (non-exempt)
Hiring Manager: Jane Smith
Location: Downtown Corporate Office
Days/Hours/Shift: Monday-Friday, 9 AM to 5 PM
Grade Level: 2
Position Summary: The Customer Service Specialist will provide exceptional service to clients, addressing inquiries, and resolving complaints professionally.
Primary Duties:
- Respond to client inquiries.
- Manage client complaints effectively.
- Maintain customer service records.
Qualifications:
- Previous customer service experience.
- Strong communication skills.
How to Apply: Submit your resume and cover letter to the HR department by the closing date of [insert date].

APPLICATION PROCESS

OUR APPLICATION FORM

Applicant’s Name: ____________________
Today’s Date: ________________________
Position(s) Applying For: ______________
Are you at least 18 years of age or older?
Yes / No (circle one)
Are you authorized to work in the United States?
Yes / No (circle one)
Employment Experience:
(Include table below for detailing previous employers)

HOW THE APPLICATION FORM IS UTILIZED

At Jon's Carpet Cleaning Services, applications are accepted at any time, allowing us to build a talent pool for future vacancies. The application form must be completed in full. If all fields are not filled out, the form will be returned to the applicant for correction. Applications will only be considered when there are active postings or when building a talent pipeline. The company promotes equal employment opportunities by adhering to all legal requirements and maintaining a non-discriminatory hiring process (U.S. Equal Employment Opportunity Commission, 2021).

INTERVIEWING PROCESS

OUR INTERVIEWING PHILOSOPHY

Our interviewing approach at Jon's Carpet Cleaning Services is based on the principles of behavioral interviewing. This technique enhances the reliability and validity of our hiring decisions by assessing past behaviors as predictors of future performance. Each candidate may experience multiple rounds of interviews, usually conducted by Human Resources followed by the direct supervisor. Interview questions are designed to be structured to ensure consistency in candidate evaluation (Campion et al., 1997).

EXAMPLES OF LEGALLY ACCEPTABLE, NON-GENERIC INTERVIEWING QUESTIONS

- "Describe a time when you had to deal with a difficult customer. What was your approach?"
- "Can you share an experience where you exceeded a client's expectations?"
- "Tell me about a time you worked as part of a team to achieve a goal."

PRE-EMPLOYMENT ASSESSMENTS

ORGANIZATIONAL PHILOSOPHY TO PRE-EMPLOYMENT TESTING AND ASSESSMENT

At Jon's Carpet Cleaning Services, we conduct pre-employment background checks for all final candidates, ensuring the integrity of our hiring process. Further, if the position involves operating a company vehicle, driving records will be examined. Drug testing may be administered under specific circumstances, including post-accident assessments and random drug screenings (American Management Association, 2022). Additionally, reference checks will form part of our assessment procedure to ensure a comprehensive evaluation of the candidate's background.

ADDITIONAL STAFFING CONSIDERATIONS

PERFORMANCE PROFILES

We utilize performance profiles to benchmark desired behaviors and competencies necessary for success in various roles. This enhances our recruitment process by providing clear expectations to candidates while aligning their skills with our organizational needs (Baker et al., 2020).

CULTURE FIT ASSESSMENT

To maintain our supportive work environment, we incorporate culture fit assessments into our selection process. This includes questions that evaluate candidates' values and work styles, ensuring alignment with the company's mission and culture (Welbourne et al., 2015).

CONTINUOUS TRAINING AND DEVELOPMENT

Jon's Carpet Cleaning Services emphasizes the importance of ongoing training for employees post-hire. Our staffing strategy reflects our commitment to employee development through regular skills training and professional development opportunities to enhance employee satisfaction and retention (Noe, 2017).
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References

- American Management Association. (2022). Employment Drug Testing in the Workplace.
- Baker, J., Lee, M., & Smith, R. (2020). The Impact of Performance Profiles on Candidate Selection: A Longitudinal Study. Journal of Personnel Psychology, 19(2), 114-128.
- Campion, M. A., Palmer, D. K., & Campion, J. E. (1997). A Review of the Employment Interview Literature: Person-Environment Fit in the Selection Interview. Personnel Psychology, 50(3), 609-634.
- Noe, R. A. (2017). Employee Training and Development. McGraw-Hill.
- Society for Human Resource Management. (2021). Job Analysis.
- U.S. Equal Employment Opportunity Commission. (2021). Equal Employment Opportunity is the Law.
- Welbourne, T. M., Johnson, D. E., & Burch, S. (2015). The Role of Culture in Influencing Employee Decisions. Human Resource Management Review, 25(3), 221-236.
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