Determine what ksao are critical for vice president position

Reference no: EM13895823

Mini Capstone: Hiring A Vice President of Human Resources

INSTRUCTIONS

Activities will range from short answer essays to developing some HR items (such as a job posting, job description, etc.). To complete this assignment, you may need to use your text book, as well as supplemental materials found in the Files and/or Modules folders.

INTRODUCTION

External selection refers to the assessment and evaluation of external job applicants. Since these applicants are from outside the company and you probably have no knowledge of their KSAOs, you will need some forms of assessment tools to determine if the applicants possess the required KSAOs for the open position.

ACTIVITIES

Situation #1

You are recruiting for a Vice President of Human Resources for your organization. This is a new position in your organization, as you currently staff a Manager of HR position. Regrettably, your Manager of HR has only been in HR for 5 years and probably does not possess the required KSAOs for a VP of HR position. Therefore, you'll have to recruit from outside the organization to fill this position.

1. Your first activity is to write out who the company is you are recruiting for, what the mission of the company is, how many employees are there, what functions does your HR Department perform, and what, if any, HR functions are outsourced and you would like to bring back in-house.

2. Your second activity is to determine what KSAOs are critical for this position, are needed for this position but are not mandatory, and what KSAOs would be nice to have for future expansion of this role.

3. Your third activity involves reviewing HR job descriptions, from a food company that you were able to review, and marking those KSAOs you feel are important for your VP position and marking out those you feel are not important.

Situation #2

Now that you know WHAT you want, you'll need to develop a WANT AD to post externally.

1. Your fourth activity is to determine where you want to post your ad. For example, online, on your organization's career page, in the newspaper, with college career placement offices, etc. You need to explain why you selected these mediums.

2. Your fifth activity is to write up your job posting.

Situation #3

Wow....can you believe how tight the job market is???? Only one person, Ken Lynch, applied for your position by sending in his resume.

1. Your sixth activity is to review Ken's resume and see if his KSAOs meet your BFOQs needed for your VP of HR position. Give examples of why he does, as well as why he doesn't.

Situation #4

Good news for Ken. For some reason he meets your initial assessment of his resume. Now you need to continue on with the recruiting process.

1. Your seventh activity is to determine what your next steps will be BEFORE you bring Ken in for a face-to-face interview. For example, will you do a telephone pre-screen? Will you send Ken an online assessment to complete?

2. Your eighth activity is to write out what questions you will do for a telephone pre-screen. Also, what other information will you provide the applicant during the telephone pre-screen call?

Situation #5

Okay.....Ken is still a viable applicant and you need to bring him in for face-to-face interviews. However, there isn't any guidance written down on what that process will be. Thus, it's up to you to create the interview process.

1. Your ninth activity is to determine who will interview Ken. Why did you select these people to interview Ken?

2. Your tenth activity is to determine why type of interview will you conduct? One-on one? Group? Panel? Explain your reasons for the type(s) you selected.

3. Your eleventh activity is to create and write down what your interview questions will be.

4. Ken completed the online assessment (PI) that you sent him prior to the interview. Your twelfth activity will be to review the online assessment and comment on the results: do his results meet your requirements for the VP of HR position? What personality traits does he display that will compliment the position? What personality traits does he display that will detract from the position? Explain your reasoning.

Situation #6

You have decided that Ken will meet your expectations for the new VP of HR position. However, you're not sure if you have done everything you can to ensure he meets the role.

1. Your thirteenth activity is to identify other types of assessment tools/tests that you could have Ken participate in to validate your selection. Explain your rationale for your test(s) selection(s).

2. Your fourteenth activity is to identify what pre-employment and post-offer tests you will conduct on Ken. Explain why you selected these tests.

Situation #7

You are going to offer Ken the newly created position of Vice President of Human Resources. However, before you issue the offer letter, there are other considerations you need to take into account.

1. Your fifteenth activity is to determine what obstacles you may face by hiring Ken. For example, will he have a non-compete agreement? How much notice will Ken have to give his current employer and can you wait that long? What additional expenses might you have to pay for?

2. Your sixteenth activity is to consider the legal ramifications of hiring Ken. As a minimum, you should consider:

a. UGESP

b. Affirmative Action

c. Validity of your assessment tests

d. Diversity

e. Legal versus illegal interview questions

f. Information discovered from the background check

g. Evaluation of any biodata obtained

h. Legality of the BFOQs used for this position.

Reference no: EM13895823

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