Please don't use ,edu, .com, .org, .net websites. Use academic or government websites only. Please use in-text citations with reference list. One essential aspect of HRM is the recruitment and hiring...

Please don't use ,edu, .com, .org, .net websites. Use academic or government websites only. Please use in-text citations with reference list.
One essential aspect of HRM is the recruitment and hiring of qualified and productive employees.

Select anyoneof the following starter bullet point sections.Review the important themes within the sub questions of each bullet point.The sub questions are designed to get you thinking about some of the important issues. Your response shouldprovide a succinct synthesis of the key themes in a way that articulates a clear point, position, or conclusion supported by research.Select a different bullet point section than what your classmates have already posted so that we can engage several discussions on relevant topics. If all of the bullet points have been addressed, then you may begin to re-use the bullet points with the expectation that varied responses continue.

• One of the key elements distinguishingstrategicHRM is involving HR in the strategic planning (and plan) of the organization.

• Evaluate the practices an organization should follow to assure that HR is involved in strategic elements.


• Evaluate potential weaknesses and threats if HR is not involved in strategic elements.

• Job analysis is generally the first step in recruiting and selection. Three common methods used in job analysis are interviews, questionnaires, and observations, with many variations within each type.




• Evaluate the pros and cons of each of the three major types of job analysis.


• Assess the situations in which each might be preferable.

• Recruitment and selection are not the only scenarios where job analysis might be used in an organization.




• Describe some other ways that an organization might leverage job analysis.


• Assess the potential benefits for using job analysis and the consequences of not using job analysis in those areas or scenarios in the organization.


• How might job analysis contribute tostrategichuman resource management?

• Some commentators in the HRM field have argued that traditional, detailed job descriptions are unnecessary, contribute to the inability to hire top candidates, and result in a variety of hiring mistakes. Others argue that they are the foundation of a well-designed recruiting and selection process. Justify a perspective whether organizations should use highly detailed job descriptions or rely on broad descriptions in the recruiting and hiring process. Are there other options?

• After sourcing candidates for open positions, HRM must narrow the pool of candidates to the highest quality candidates and, eventually, select the best candidate to hire for an open position. Multiple tools can be used in the selection process, including interviews, tests, and inventories.




• Assess the strengths and weaknesses of each general method. Be sure to consider some of the legal pitfalls that might exist with the various tools.


• What best practices should be considered?

• Some companies pay current employees a referral bonus if a job candidate that the employee referred is hired by the company.




• Assess the pros and cons of this practice.


• What restrictions should be placed on a referral bonus program?


• Justify whether organizations should consider referral bonuses as a best practice.
  

The final paragraph (three or four sentences) of your initial post should summarize the one or two key points that you are making in your initial response.

Your posting should be the equivalent of 1 to 2 single-spaced pages (500–1000 words) in length.