The following assignment is the second part of the main assignment. The first part has already been completed.
A file containing first part and the professor's feedback has been attached below. please have a look at that to have an idea before starting the second part.
the industry selected is mcdonalds and the area been considered is recruitment and selection. all the requirements of the essay and rubrics have been attached.if any further query please do ask. and please show the draft 2-3 days before completing the final essay. this part of essay mainly concerns about the issues been faced by mcdonalds in the area of recruitment and selection. one example could of an issue could be they hiring casual staff and underage staff so as to pay less. you have to concentrate on current recruitment practices and strategic approach. find out the issues in this area using scholarly articles and review the literature from strategic approach. you also have to provide reccomendations to overcome the issues in recruitment and selection area as an HR manager of the company. the references should be in alphabetical order and use harvard style referencing. please concentrate on one issue in the recruitment and selection area and revolve around that in the essay. and do provide me with a draft before proceeding towards the final assignment so that if anything turns wrong i could correct you.
Recruitment and Selection * What is in the HRM module? Three broad elements: Attracting – Planning, Recruitment and Selection 2. Developing – Training/ Learning and Development, Career or Succession Planning 3. Maintaining – Retention, Performance Review, Rewards and Remuneration How well does it ‘fit’? An important concept to keep in mind throughout the HRM module: Vertical Fit: Does the HR practice fit with other practices in the system/bundle? Horizontal Fit: Does the HR practice fit with the organisational strategy, climate, HR strategy and philosophy? External Fit: Does the HR practice match the conditions of the environment? * Forecast HR Demand Forecast HR Supply Match Supply & Demand Promote New Staffing Levels Hire Train Outsource Layoff HR Planning Process * Employee recruitment The process of encouraging and attracting a pool of qualified and experienced candidates to apply for a position. Information for this process is gathered from the job description and person specification Need to decide on the recruitment method; Internal (an existing employee) External (an outside candidate) Which option is best? Internal recruitment Promotion of existing employee Transferring a candidate from within company Or - Job posting on intranet/ noticeboard, inviting applications Can rely on internal knowledge of a ‘good candidate’ Or HR system records can be searched to find a suitable candidate * Internal recruitment – Pros/cons Cons Internal disagreement about promotion Are they really experienced and competent? Negative impact on creativity Need to ensure quality training/ succession planning Pros Knowledge of employee strengths/weaknesses Employee knowledge of systems/ policies/ processes etc ROI (training) Positive effect on motivation Follow on promotions * External recruitment methods * External recruitment Cons Attraction and selection can be expensive and time consuming Adjustment, orientation period Morale of employees passed over Selected candidate does not match culture Pros Larger talent pool Fresh meat – new ideas and experiences Not a member of an existing clique * Employee selection Process of selecting the most suitable applicant for a position. Typical to use more than one data collection method to ensure quality of information on which to base selection decision Common selection techniques; Reference checks Interviews Personality tests Who can name some others? Reference Checks Verbal referees used more often than written references – Why do you think this is? The validity of reference checks are often questioned – Why do you think this is? Referees often will just provide objective information, such as duties and length of service – Why do you think this is? Interviews Key considerations Number of interviewers – single or panel? Why? Structured – standardized job-related questions with pre-determined scores for different answers… or Unstructured – non-standardized questions that differ across interviewers? How do you compare candidates? Behavioural – past behaviour best predicts future behaviour…or Situational – responses to specific job-related hypothetical scenarios Personality testing By using a more rigorous approach to hiring, employers can increase number of successful employees. Strong link between personality and cognitive tests as a performance predictor. Debate on how valid these tests are in employee selection as results can be ‘faked’. Some answers are more obviously the type that an employer would be looking for. What are the implications for potential candidates who ‘fake’ these tests in order to get the job? What are the implications for managers, co-workers and employers if they recruit a ‘faker’? Gully and Phillips (2012) examine the various elements of selection assessment methods. The cheapest are most commonly used, but are they the most effective methods? Source: Gully, S. M., & Phillips, J. M. (2012). Assessing external job candidates. Society for Human Resource Management. *substantially different rate of selection in hiring, promotion, or other employment decision, which works to the disadvantage of members of a race, sex, or ethnic group. Assessment MethodRelative Costs (Development/Administration)Adverse Impact*Usability Reference checksLow/LowLowEasy Cognitive ability testsLow/LowHighEasy Job knowledge testsHigh/LowLowEasy Personality testingHigh/LowLowEasy Unstructured interviewsLow/HighMixedEasy Structured interviewsHigh/HighMixedModerate SimulationsHigh/HighLowDifficult Work samplesHigh/HighLowDifficult Assessment centresHigh/HighLowDifficult * Costs of getting it wrong High cost of a bad hiring decision Impaired recruitment opportunity Organisation’s image and reputation Potential loss of other staff Stress related illness Further recruitment costs Training and orientation investment lost Reduced profits Threat to company viability Assignment 2: Industry Project Essay 50% Overview You will use your Industry Project Plan (Assignment 1) and convenor feedback to structure this essay. Expanding on the first assignment, you will develop a logical argument about your topic/s in the industry, combining scholarly research and practical knowledge. You will demonstrate your ability to locate, comprehend and apply academic learnings to HRM and ER practice. You will detail implications for management and employees, and provide recommendations for improvement, drawing from personal experience or case studies. due date This assignment is due WEEK 10 SUNDAY 6 MAY 2018 at 23:59pm submitted via Turnitin word limit This assignment should be between 1500-2000 words. The word limit does NOT include the reference list. A 10% penalty will apply to assignments exceeding 2200 words. Key Requirements Outline the industry and topics In assignment two you are required to expand on the industry context and employment topic/s you have chosen in greater detail. Develop a logical argument You will research your chosen industry and topics. Combined with your personal experience (or if not applicable, some case study knowledge) you will develop an argument that you will convey to the reader about your topic/s in your industry. · For instance, perhaps your experience suggests that gender diversity in the mining industry is restricted and your argument, supported by scholarly evidence, is that this lack of diversity limits business performance and should be addressed. Identify implications and recommendations Imagine yourself in the role of HR manager. There will be positive or negative implications associated with the employment topic/s that you have selected in your industry context. In your assignment, draw from theory and practice to identify implications and recommendations for change or improvement, if applicable. · Referring to the previous example, I could draw on research that identifies the performance improvement effect associated with increased diversity in the workplace. I could also note that from my experience, although many mining companies have implemented recruitment guidelines for improving diversity (e.g. quotas for indigenous or female employees), more work needs to be done with senior and executive management to change the organizational culture, values and underlying philosophy. Presentation and referencing You will be expected to strictly adopt an essay structure that flows logically and uses well-formed paragraphs. A high standard of spelling and grammar is expected and writing style should be appropriate. You must use scholarly references in this assignment and marks will be awarded for use of quality, up-to-date sources. A range of quality sources is fine (i.e. governmental reports, books chapters, Australian Bureau of Statistics etc) but be sure to include some journal articles to demonstrate your ability to read and apply scholarly data. For further assistance on locating quality academic sources please visit the GBS resources bank (see L@G) or consult your librarian. As with the first assignment – APA 6th is recommended but other referencing styles will be accepted provided they are applied consistently. EHR701 Assessment Guidelines Marking Criteria and rubric Criteria Excellent Very Good Good Satisfactory Unsatisfactory Weight Summary and synthesis of industry context and employment topic/s Concise outline of industry context and selected employment topic/s. Synthesis of topic/s and context evidences deep understanding of the issues and their application to the assessment. Concise outline of industry context and selected employment topic/s. Synthesis of topic/s and context evidences good understanding of the issues and their application to the assessment. Some outline of industry context and selected employment topic/s. Synthesis of topic/s and context evidences moderate understanding of the issues and their application to the assessment. Weak outline of industry context and selected employment topic/s. Synthesis of topic/s and context evidences limited understanding of the issues and their application to the assessment. Limited or no outline of industry context and selected employment topic/s. Synthesis of topic/s and context evidences minimal understanding of the issues and their application to the assessment. 10/50 marks Development of argument and statement of position Logical development of a complete and convincing argument and implications. Clear and strong statement of position very well supported by quality research evidence and practical experience/ examples. Logical development of a convincing argument and implications. Clear statement of position well supported by relevant research evidence and practical experience/ examples. Logical development of moderately convincing argument and implications. Statement of position partially supported by research evidence and practical experience/ examples. Weaknesses apparent in argument and implications. Statement of position and limited support from research evidence and practical experience/ examples. Limited or no supporting argument and implications. Incomplete or inadequate statement of position and little or no support from research evidence and practical experience/ examples. 20/50 marks Cohesion and structure including introduction, body and conclusion Polished and imaginative structure. Introduction and conclusions clearly and strongly support the arguments and evidence submitted. Very high standard of cohesion between sections. Carefully and logically structured. Introduction and conclusions generally support the arguments and evidence submitted. High standard of cohesion between sections. Reasonably well structured. Introduction and conclusions partially support the arguments and evidence submitted. Moderate standard of cohesion between sections. Weakly structured. Introduction and conclusions provide very limited support of the arguments and evidence submitted. Weak standard of cohesion between sections. Very weakly structured. Introduction and conclusions provide little or no support of the arguments and evidence submitted. Minimal or no cohesion between sections. 10/50 marks Presentation including referencing, grammar and spelling Referencing consistently accurate. Very high standard of grammar and spelling. Attention to detail including appropriate font, page numbers, and suitable layout. Referencing consistently accurate. High standard of grammar and spelling. Good attention to detail. Referencing mainly accurate. Reasonable standard of grammar and spelling. Some attempt at referencing. Weak standard of grammar, spelling and attention to detail. No referencing. Very weak standard of grammar, spelling and attention to detail 10/50 marks Total: 50 marks Introduction of Industry by Simranjeet Kaur Submission date: 25-Mar-2018 05:00PM (UTC+1000) Submission ID: 935687204 File name: 34053_64858503_1073129951_Introduction_of _Industry.docx Word count: 511 Character count: 3044 1 2 3 4 9% SIMILARITY INDEX 6% INTERNET SOURCES 3% PUBLICATIONS 6% STUDENT PAPERS 1 3% 2 3% 3 3% Exclude quotes Of f Exclude bibliography Of f Exclude matches Of f Introduction of Industry ORIGINALITY REPORT PRIMARY SOURCES myassignmenthelp.com Internet Source Submitted to Ghana Technology University College Student Paper Imam Wahyudi. "Commitment and trust in achieving f inancial goals of strategic alliance", International Journal of Islamic and Middle Eastern Finance and Management, 2014 Publicat ion FINAL GRADE 5/10 Introduction of Industry GRADEMARK REPORT GENERAL COMMENTS Instructor Dear Simranjeet, Overall, you have selected an interesting topic that is relevant to the context. Although McDonald's is not itself an industry, I am prepared to accept it as a suitable context. With this said, there is much room f or improvement that can be made f or assignment 2: 1