HRM 410 Strategic Staffing


HRM 410 Strategic Staffing
You are the new HR Business Partner at a medium-size organization and it is your job to create…




HRM 410 Strategic Staffing

HRM 410 Strategic Staffing

A+ Entire Course:  Course Project Week 4, 8 |Interview Questions Assignment Week 5 | Application Form Assignment Week 6 |Discussions Week 1-7

Course Project Week 4 & 8

You are the new HR Business Partner at a medium-size organization and it is your job to create an original (not copied from the text or other sources) handbook with many of the tools needed in the strategic staffing process. The body of the project should develop the following staffing tools. Organize your paper through use of headings, which correspond to the following topics and tools:

  1. Provide the brief background of your organization (you can use a real one or fictitious one.) Introduce the company to which the strategic staffing handbook applies. Talk about things such as the number of employees, years in business, strategic focus, mission, the types of positions this company has, and it’s purpose in the industry. End with a strong thesis statement that sets the stage for the rest of the handbook. In other words the last one or two sentences of this section should summarize what you plan to talk about in this document.
  2. Define strategic staffing, as it pertains to your organization. (TCOs 1 and 2).
    Transition from the introduction where you talked about the company to talking about what the definition of strategic staffing is, why it’s important to staff strategically and how you will go about making sure that strategic staffing happens in your company. You will cite things you use to help you develop the definition of strategic staffing. Explain how staffing structure, policies, practices, procedures, information systems, budgets and legal reporting requirements can be implemented as an integrated staffing management system to help organizations meet their strategic goals. At the end of the section, you need to transition into the job analysis section, where you discuss the importance of having job analysis in place in order to effectively staff the organization.
  3. Job Analysis (TCO 4). Identify the components of a complete job analysis (job content, requirements, competencies, compensation) and explain how the different parts of an integrated staffing management system contributes to each component. Explain how your organization will perform job analysis (i.e. method, timing, and who). If JA will be done differently at different levels of the organization, be sure to explain that difference.
  4. Legal Aspects of Staffing. (TCO 3) Given the possible vulnerabilities in today’s litigious environment, identify and describe the laws and regulations that affect the recruiting and selection process. (Include at least 3 laws/regulations that pertain to recruiting or selection, and explain their pertinence to your company’s strategy on staffing, in plain language geared to your middle managers and hiring managers).
  5. Recruiting (TCO 5). Describe the decisions involved in planning for effective recruitment, including sources (internal, external), types, and messages.
    After putting a job analysis in place for all positions in an organization, we know what we are looking for in regards to KSAs needed for a position when hiring. Given this information, you can discuss the method(s) for recruiting you would use. Discuss what method(s) you might use and the importance of the method(s) you have chosen. How would you use that method? Provide the rationale behind why that method is appropriate for your organization. In this section you would cite information related to what your recruiting method(s) are, and how they might be used. Your rationale may also be cited, but is likely that that is how the info is related to your company and thus would not be cited, as it is original work. You will also include an example of a position posting, as it may appear “on” or “in” the method you chose to recruit. This position posting is focused on one position in the organization, thus, this entire section can be focused on one position if you desire.
  6. Selecting the right Candidates. (TCO 6).
    After recruiting quality candidates, organizations have to decide what tools it will use to select the candidate(s) to hire. These tools consist of a variety of assessments, such as interviews, personality testing, among many others. All selection tools chosen, must be job relevant. What methods will you use to select the right candidates for your organization?

    1. Discuss the interview process your company will use during hiring. Discuss who will be involved, why, and provide a list of interview questions (at least 8) which are legal, non-generic, and specific to the position (you posted above) in the organization – develop these questions for the position you mentioned in the job posting earlier in the handbook. Explain to managers how to create similar questions for other jobs they will need to fill. If you use the questions from the Week 5 assignment, be sure they are specific to the job posted above.
    2. State what pre-employment tests and assessments will be allowed and used at your organization. Provide the names of at least three such tests or assessments, and provide details about their use. Explain the philosophy of the company towards these tests/assessments, and guide managers in their use. (i.e. performance, personality, honesty and integrity, background, criminal, drug tests, etc.). Please make sure to note which assessments cannot be implemented until after a conditional offer of employment. This section should include a balance of assessments (or selection tools) you will use both before and after an offer.
  7. Performance Management (TCO 7). Describe how ongoing evaluation and review contribute to the retention of successful employees. Identify and describe the method and process of job performance review your company will use. Provide instructions for calibration of performance appraisal across the company.
  8. Retention. (TCO 8). Retaining successful employees allows an organization to minimize the costs associated with recruitment and training of new employees, identify how workforce management practices (workforce team formation, more horizontal organizational charts, etc.) can affect effective staffing decisions that meet organizational needs for flexibility and encourage employee retention. Discuss the things your organization will put in place to help retain high quality employees.
  9. Provide a closing summary to the paper. This summary should be directed to your instructor – summarize the main points and utility of the handbook you created, and provide information on what you found hard, or easy, about the assignment. What did you learn from this? What new ideas did you come up with? What would you like to find out more about?
  10. In the end, you should have a Strategic Staffing Handbook that you can reference in the future. Build this assignment for yourself!

Project Tips and Templates.

  1. In Week 4 – you should complete and submit parts 1-4 above as your initial draft. Your instructor will provide feedback to let you know if you are on the right track, as well as ideas for improvement.

On Saturday of Week 8, you should complete and submit the entire project. This is worth 300 additional points. Make any requested changes to sections 1-4, and submit everything as a new, consolidated assignment.

Download the grading rubrics from doc-sharing. This explains how your professor will grade the draft and the final project.
Be sure to note the deadlines for the draft and the final project! The draft is due at the end of Week 4. The final project is due on Wednesday of Week 8!

  1. The course project should be 12-15 full pages in length, double-spaced.
  2. Locate and download the project template from doc-sharing. You must use this for this project.  This is worth 200 points.

HRM 410 Strategic Staffing

Course Project Draft Week 4 

Preview Week 4:

It is a valuable resource to refer to when faced with some questions or decisions to make like who to hire and in what terms, how to develop employees, and retain the ones who truly care about our mission.  It does not provide the complete policies and procedures for all employees, but lays down the guiding principles to build and sustain our family-oriented customer-focused culture, and on issues about…

Course Project Week 8 

Preview Week 8:

So what do we mean by strategic staffing?  The restaurant industry is highly competitive and is constantly under a challenging economic and business environment.  In this service-oriented sector where excellent customer service is crucial, fighting for recruiting the right people and retaining them is of utmost importance to keep ahead of the competition and to cope with a challenging business environment (Koteff, 2012).

The decision to hire, develop or retain each member of…

HRM 410 Strategic Staffing

Interview Questions Assignment Week 5

Using the template provided in DocSharing (using this form is required), create a list of ten (10) structured interview questions and submit it to your Dropbox by the end of Week 5 using the following guidelines:

  • Your original questions (e.g. written by you) should only contain legally allowable, job related inquiries. Act as if the organization you are working for is obligated under Title VII and the other major, federal employment laws when writing these questions.
  • A brief rationale for each question must be included (e.g. why this question is important; what type of information you are hoping to elicit from the candidate with the question).
  • Students are encouraged to include behavioral interview questions.
  • You should not provide a sample answer for each question: only the question and rationale are needed.
  • Include the position title and compose a brief (3 to 5 sentences) description of the job for which the questions relate.
  • Please note that questions typically found on an application form (e.g. “Are you at least 18 years or older,” “Are you legally authorized to work in this country,”) are NOT interview questions and should not be used.
  • Create questions that you think would especially support identifying the KSAs of the candidates for this position.  Think about what the KSAs would be for the job you selected, as well as some of the duties that come to mind.
  • Example: For a computer repair technician questions might include “Describe for me the process you use to troubleshoot XYZ…” (hard skill question.  “Tell me how you’ve handled a customer that was hovering over you while working on their computer” (soft skill question).
  • Consider both “hard skills” questions (that focus on the more “technical” aspects of the job) and “soft skills” questions.  It is usually good to have a combination of both for a well-rounded, comprehensive interview.  And remember to keep all questions focused on the KSAs of the position.
  • DO NOT submit any “generic” questions (e.g. “What are your work strengths?” “Where do you see your career in five years?” “What can you bring to our company?”  “Why did you choose XYZ as a career?”).
  • Avoid closed-ended questions (e.g. questions that can be answered with a yes/no answer such as “Are you a team player?”)
  • All questions, rationale data, and position description MUST be written by you. This assignment is not about finding information online or at another source (even if properly cited).  Also, to avoid possible academic integrity issues, your questions for this assignment should be created from scratch solely by you. Use of interviewing questions previously utilized (such as at your work) should be avoided as the exact origin of the questions may be unknown.


1) Interview Question:Type your interview question here
Why is this question important …?Type your rationale info here
Job Title:Budget and Planning Officer
Brief description of position:This position manages a team of 3 financial analysts, responsible for leading the annual and 5-year planning, budgeting…
1) Interview Question:Please tell us what you know about this position and our company? Why would…
Why is this question important?  What type of information are you hoping to elicit from the candidate?This is to assess if the applicant came in prepared for this interview. It tells…

HRM 410 Strategic Staffing

Application Form Assignment Week 6

You are the new HR manager for this fictitious (private sector) company, which has hundreds of employees and is clearly obligated under Title VII and other major employment regulations.  Rather than starting over from scratch with a brand new application form, many HR managers would likely take a look at the existing form first.

Using the table located at the very bottom of this document, identify the ten (10) items that are legally problematic* on this employment application form, why they are problematic, and what could possibly be in their place, if applicable. Use of the table is required.

When you are done “save” or “save as” this document with your last name, then first initial and assignment name (e.g. SmithLApplForm.docx) and place your name in the table box above. Then load it to your Dropbox by end of Week 6.

Please email your instructor if you have any questions.

*By problematic we are looking for possible violations of various employment regulations. Note that some may not be blatantly illegal, but, rather problematic and best to avoid as a best practice.

One final tipDo not focus on stylist elements such as the layout of the application form or questions you do not “like.” Focus only on the legally problematic items.


#Note/Describe Problematic ItemWhy is this problematic?What would be appropriate in its place, if anything?
1Asking to indicate whether applicant is “Mr./ Mrs./ Ms./Miss as well as the Maiden name”Although this does portion not directly ask if the applicant is married or not, a male or a female, it is leading to indication marital status or gender.


This is potentially problematic because it can result to discrimination based on sexual orientation, which is illegal under the Title VII of the Civil Rights Act of 1964 (Title VII). It can also be liable against the Pregnancy…

This section could simply drop this part and just ask for the name- Last, First, Middle.
2“Are you a citizen of the United States?This question tantamount to asking “What is your nationality? Or Where are you originally from” which is illegal as per Title VII. The law…Rather than asking this question, the employer may ask if the applicant is “authorized to work in the US” (Allan, 2015).

HRM 410 Strategic Staffing

Discussions Week 1-7 All Posts 431 Pages

Organizational Strategic Planning and Staffing and Staffing Implementation Model Discussions Week 1 All Students Posts 58 Pages

Organizational Strategic Planning and Staffing – 30 Pages

What is the connection between organizational strategic planning and business planning and staffing? Can you do effective staffing without knowing the organization’s strategic direction? Why is it important to know the strategic vision of the various departments that we serve?  What happens when staffing is not linked to the organization’s strategy?…

Staffing Implementation Model – 28 Pages

How would you design a staffing model to work effectively with the organizational needs and with sufficient metrics to know that you are finding the right candidates? What is the relationship between the approach to staffing used in the organization and measurement? are all elements of the design needed? What are the various constraints typically found when designing the selection program? How can they be addressed?…

HRM 410 Strategic Staffing

Business Implications of the Laws and Employment Law Review Discussions Week 2 All Students Posts 68 Pages

Business Implications of the Laws – 33 Pages

When we are performing our staffing jobs, we aren’t working in a vacuum from the rest of society. What are the broader implications of the Age Discrimination in Employment Act of 1967 and the Immigration Reform and Control Act of 1986 for the organization and staffing? Is age discrimination alive and well in many organizations? What are the implications of hiring people who are not authorized to work in the United States? Do organizations hire these people, and why would they in light of the law?  Immigration is a hot topic in the US right now. Some might argue that hiring illegal immigrants is okay because there isn’t an available workforce. Why isn’t this a solid argument?…

Employment Law Review – 35 Pages

There are many employment laws to discuss and review this week. Let’s look at these laws from your point of view. Which of the major employment laws do you find the most interesting and why? Which law, executive order, or court decision do you think is the most influential and has the most impact on staffing? Are there any of these laws that you would argue are outdated and no longer needed? What are the most significant court cases affecting selection and why are they important? In what way have the key court decisions influenced and further defined the key employment laws?…

Job Analysis Techniques and Legal Issues and KSAs and Behavioral Competencies Discussions Week 3 All Students Posts 58 Pages

Job Analysis Techniques and Legal Issues – 31 Pages

Let’s start with the various job analysis techniques. What factors affect the job analysis method chosen by an employer? Would an employer’s unique business type and environment affect the method chosen? How? I have found that many people confuse the concept of job analysis with that of a job description. What is the difference in these two concepts?  Who should be involved in the job analysis process? What is a brief example of how you would conduct a job analysis on your current position?…

KSAs and Behavioral Competencies – 27 Pages

What issues can affect the accuracy of a KSA collection? How can these be overcome? Are there special issues or concerns when it comes to discovering the employee behaviors that are required in the position? Why is it crucial to establish KSAs early in the job analysis process?  Do KSAs for a position ever change? If so, how does it happen?…

Interview Strategy and Recruitment Discussions Week 4 All Students Posts 62 Pages

Interview Strategy – 32 Pages

What are some of the most effective interview questions that you use or have heard from others? What makes them effective? Let’s diagnose some of the most ineffective interview questions that you’ve heard in the past. How can they be fixed to be more effective and useful in getting the information we need? What are the pros and cons of recruiting internally versus externally? Doing one first, then the next, or simultaneously? Especially in smaller organizations, hiring from within can often result in nepotistic situations. Why might this be a problem?…

Recruitment – 30 Pages

In today’s world, recruiting new employees has taken on a global aspect, even in small mom & pop shops. In searching for the best and highest performing employees, Human Resource managers have so many ways to find new employees. What are some of those ways? Pick ONE method of recruiting new employees, and talk about how that method might work the best for YOUR company in your project and why. Include in your first post the name and background of your company.
After making your first post, engage with your colleagues about their ideas for recruiting new candidates. Can you think of other ways that might work for your classmates’ companies? What can we do to get good reference check information? Most of the time, candidates give the names of trusted references and then the reference only gives good information or none at all. Isn’t reference checking just a waste of time? By law, what types of information can past employers provide in a reference check?…

HRM 410 Strategic Staffing

Effective Assessments and Selection Tools Discussions Week 5 All Students Posts 64 Pages

Effective Assessments – 31 Pages

When you think about all of the assessments that are used in the entire staffing process, which ones are the most effective at helping find the right candidates? What are some of the assessment that you would like to avoid and why? As you consider this, would the same assessment be an effective tool for every position? What’s the best way to go about selecting an effective assessment method?…

Selection Tools – 33 Pages

Controversy continues over privacy when applying for a job. Some employers are requiring candidates to take integrity tests, polygraph tests, drug tests, and/or handwriting tests (graphology). Are these selection tools legal? How would you defend using these selection tools? How might a 3rd party be helpful in administering this process? Would a staffing agency be more appropriate for a smaller or larger organization?…

HRM 410 Strategic Staffing

Measures of Job Performance and Performance Feedback and the Employee Discussions Week 6 All Students Posts 60 Pages

Measures of Job Performance – 30 Pages

What are the different ways to measure performance of an employee? Which approaches stand up the best over time and actually lead to improved performance? Can we actually measure most employee performance—such as work behaviors? Isn’t there a lot of subjectivity to employee performance? What are the pros and cons of 360 degree feedback? What are your experiences with 360, if you’ve been exposed to this before? What are some ways to promote honesty in the 360 feedback process? How might HR managers make the 360 feedback more behavioral based?….

Performance Feedback and the Employee – 30 Pages

Why are employees “uptight” when it comes to receiving feedback from their manager? Do employees really get any benefit or value from the organization’s performance feedback system? Does the organization actually benefit or is all this a waste of time? Would it be better to simply supply ongoing coaching and forget the formal performance feedback process? What are some of the fundamentals of coaching employees? How can coaching improve job performance? What is it about the performance feedback system that could drive employees out of the organization?…

Retention and Staffing and To Retain or Not Discussions Week 7 All Students Posts 61 Pages

Retention and Staffing – 33 Pages

Explain the role of the staffing professional and the staffing process in employee retention. Isn’t it all over with once the individual is hired and staffing moves on to the next open position? Explain. How does the work environment and its culture affect retention? What have you experienced in this regard? What are some of the work/life balance programs out there that you’ve seen? How can these help with retention?…

To Retain or Not – 28 Pages

When it comes to keeping employees in the organization, are we interested in trying to find ways to retain every existing employee? Are there certain employees who actually benefit themselves and the organization by leaving? When do we have too much turnover and when do we not have enough turnover? Explain. How do workforce management practices such as scheduling of workers and the forecasting for future staffing needs affect retention? What happens if these tasks are handled well? What if they aren’t? During times when there are many people on the market, do we even care about retention? After all, we can always find a replacement quickly. During bad economic times, there are many talented people available. Thoughts everyone?…

HRM 410 Strategic Staffing