Posted: February 19th, 2015

The Hiring Process and Managing a Diverse Workforce

The Hiring Process and Managing a Diverse Workforce

answer all of the questions completely and use the grading rubrics to confirm each part of the question is answered

Assignment 2: The Hiring Process and Managing a Diverse Workforce.

Imagine that you are the HR Director at your current organization or an organization with which you are familiar. As the HR Director, you must use different employment

law requirements to create methods and policies that support the promotion of a diverse workforce. Select one (1) job opportunity that you have held or with which you

are familiar within the same organization for this scenario.
(Note: You may create and / or make all necessary assumptions needed for the completion of these assignments. In your original work, you may use aspects of existing

processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern

the organization[s] that you have used.)
Write a nine to twelve (9-12) page paper in which you:
1.    Develop three (3) recruitment methods for the job opportunity in question, and suggest two (2) ways that each method helps one to avoid discriminatory

practices. Justify your response.
2.    Outline an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’

attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.
3.    Develop a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs.
4.    Decide on three (3) background checks that the HR Department must utilize, and justify the relevance of each background check for the job opportunity.
5.    Choose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests,

intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Justify the relevance of each selected employment test to the job

requirements.
6.    Formulate a policy for making both the hiring and promotional decisions related to the job opportunity. Specify the major challenges and potential adverse

impact of using subjective criteria for assessing soft skills. Next, suggest one (1) plan to mitigate the adverse impact. Justify your suggestion.
7.    Recommend two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Argue two (2) legal

reasons for not being able to sufficiently provide such reasonable accommodation for each group.
8.    Select one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization

with not managing harassment issues more expeditiously. Recommend an action plan geared toward preventing the issues addressed in both cases within your selected

organization. Justify your recommendation.
9.    Choose three (3) work-life conflicts that the HR Director should consider within the selected organization. Then, outline a policy geared toward resolving each

conflict through the use of related employment laws. Justify your response.
10.    Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources.
Your assignment must follow these formatting requirements:
•    Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific

format. Check with your professor for any additional instructions.
The specific course learning outcomes associated with this assignment are:
•    Determine employment laws that apply to the selection, development, and management of employees.
•    Evaluate policies and processes that promote a diverse workforce.
•    Use technology and information resources to research issues in employment law.
•    Write clearly and concisely about employment law using proper writing mechanic.
Points: 400    Assignment 2: The Hiring Process and Managing a Diverse Workforce
Criteria    Unacceptable
Below 70% F    Fair
70-79% C    Proficient
80-89% B    Exemplary
90-100% A
1. Develop three (3) recruitment methods for the job opportunity in question, and suggest two (2) ways that each method helps one to avoid discriminatory practices.

Justify your response.
Weight: 10%    Did not submit or incompletely developed three (3) recruitment methods for the job opportunity in question, and did not submit or incompletely

suggested two (2) ways that each method helps one to avoid discriminatory practices. Did not submit or incompletely justified your response.    Partially developed

three (3) recruitment methods for the job opportunity in question, and partially suggested two (2) ways that each method helps one to avoid discriminatory practices.

Partially justified your response.    Satisfactorily developed three (3) recruitment methods for the job opportunity in question, and satisfactorily suggested two

(2) ways that each method helps one to avoid discriminatory practices. Satisfactorily justified your response.    Thoroughly developed three (3) recruitment methods for

the job opportunity in question, and thoroughly suggested two (2) ways that each method helps one to avoid discriminatory practices. Thoroughly justified your

response.
2. Outline an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment

of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.
Weight: 10%    Did not submit or incompletely outlined an application process that details the organization’s method of accepting all applications, as well as its

method of validating applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job

opportunity.    Partially outlined an application process that details the organization’s method of accepting all applications, as well as its method of validating

applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.

Satisfactorily outlined an application process that details the organization’s method of accepting all applications, as well as its method of validating applicantsâ

€™ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.    Thoroughly

outlined an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment of

the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity.
3. Develop a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs.
Weight: 10%    Did not submit or incompletely developed a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case

a discriminatory charge occurs.    Partially developed a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a

discriminatory charge occurs.    Satisfactorily developed a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case

a discriminatory charge occurs.    Thoroughly developed a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a

discriminatory charge occurs.
4. Decide on three (3) background checks that the HR Department must utilize, and justify the relevance of each background check for the job opportunity.
Weight: 5%    Did not submit or incompletely decided on three (3) background checks that the HR Department must utilize, and did not submit or incompletely justified

the relevance of each background check for the job opportunity.    Partially decided on three (3) background checks that the HR Department must utilize, and partially

justified the relevance of each background check for the job opportunity.    Satisfactorily decided on three (3) background checks that the HR Department must

utilize, and satisfactorily justified the relevance of each background check for the job opportunity.    Thoroughly decided on three (3) background checks that the HR

Department must utilize, and thoroughly justified the relevance of each background check for the job opportunity.
5. Choose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence

and skills tests, and physical fitness, etc.) that the HR Department should use. Justify the relevance of each selected employment test to the job requirements.
Weight: 5%    Did not submit or incompletely chose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty

tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Did not submit or incompletely justified the

relevance of each selected employment test to the job requirements.    Partially chose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests,

generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Partially

justified the relevance of each selected employment test to the job requirements.    Satisfactorily chose three (3) employment tests (e.g., drug tests, medical

examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR

Department should use. Satisfactorily justified the relevance of each selected employment test to the job requirements.    Thoroughly chose three (3) employment tests

(e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness,

etc.) that the HR Department should use. Thoroughly justified the relevance of each selected employment test to the job requirements.
6. Formulate a policy for making both the hiring and promotional decisions related to the job opportunity. Specify the major challenges and potential adverse impact of

using subjective criteria for assessing soft skills. Next, suggest one (1) plan to mitigate the adverse impact. Justify your suggestion.
Weight: 10%    Did not submit or incompletely formulated a policy for making both the hiring and promotional decisions related to the job opportunity. Did not submit

or incompletely specified the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Did not submit or incompletely

suggested one (1) plan to mitigate the adverse impact. Did not submit or incompletely justified your suggestion.    Partially formulated a policy for making both

the hiring and promotional decisions related to the job opportunity. Partially specified the major challenges and potential adverse impact of using subjective criteria

for assessing soft skills. Partially suggested one (1) plan to mitigate the adverse impact. Partially justified your suggestion.    Satisfactorily formulated a

policy for making both the hiring and promotional decisions related to the job opportunity. Satisfactorily specified the major challenges and potential adverse impact

of using subjective criteria for assessing soft skills. Satisfactorily suggested one (1) plan to mitigate the adverse impact. Satisfactorily justified your suggestion.

Thoroughly formulated a policy for making both the hiring and promotional decisions related to the job opportunity. Thoroughly specified the major challenges and

potential adverse impact of using subjective criteria for assessing soft skills. Thoroughly suggested one (1) plan to mitigate the adverse impact. Thoroughly justified

your suggestion.
7. Recommend two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Argue two (2) legal

reasons for not being able to sufficiently provide such reasonable accommodation for each group.
Weight: 5%    Did not submit or incompletely recommended two (2) types of reasonable accommodations for both disabled applicants and applicants needing special

religious considerations. Did not submit or incompletely argued two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each

group.    Partially recommended two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations.

Partially argued two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group.    Satisfactorily recommended two (2)

types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Satisfactorily argued two (2) legal reasons

for not being able to sufficiently provide such reasonable accommodation for each group.    Thoroughly recommended two (2) types of reasonable accommodations for

both disabled applicants and applicants needing special religious considerations. Thoroughly argued two (2) legal reasons for not being able to sufficiently provide

such reasonable accommodation for each group.
8. Select one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with

not managing harassment issues more expeditiously. Recommend an action plan geared toward preventing the issues addressed in both cases within your selected

organization. Justify your recommendation.
Weight: 10%    Did not submit or incompletely selected one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in

which a court charged the organization with not managing harassment issues more expeditiously. Did not submit or incompletely recommended an action plan geared toward

preventing the issues addressed in both cases within your selected organization. Did not submit or incompletely justified your recommendation.    Partially selected one

(1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing

harassment issues more expeditiously. Partially recommended an action plan geared toward preventing the issues addressed in both cases within your selected

organization. Partially justified your recommendation.    Satisfactorily selected one (1) case in which a court charged an organization with an affirmative action

violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Satisfactorily recommended an action plan

geared toward preventing the issues addressed in both cases within your selected organization. Satisfactorily justified your recommendation.    Thoroughly selected one

(1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing

harassment issues more expeditiously. Thoroughly recommended an action plan geared toward preventing the issues addressed in both cases within your selected

organization. Thoroughly justified your recommendation.
9. Choose three (3) work-life conflicts that the HR Director should consider within the selected organization. Then, outline a policy geared toward resolving each

conflict through the use of related employment laws. Justify your response.
Weight: 10%    Did not submit or incompletely chose three (3) work-life conflicts that the HR Director should consider within the selected organization. Did not

submit or incompletely outlined a policy geared toward resolving each conflict through the use of related employment laws. Did not submit or incompletely justified

your response.    Partially chose three (3) work-life conflicts that the HR Director should consider within the selected organization. Partially outlined a policy geared

toward resolving each conflict through the use of related employment laws. Partially justified your response.    Satisfactorily chose three (3) work-life conflicts that

the HR Director should consider within the selected organization. Satisfactorily outlined a policy geared toward resolving each conflict through the use of related

employment laws. Satisfactorily justified your response.    Thoroughly chose three (3) work-life conflicts that the HR Director should consider within the selected

organization. Thoroughly outlined a policy geared toward resolving each conflict through the use of related employment laws. Thoroughly justified your response.
10. 4 references
Weight: 5%     No references provided.    Does not meet the required number of references; some or all references poor quality choices.    Meets number of required

references; all references high quality choices.    Exceeds number of required references; all references high quality choices.
11. Writing Mechanics, Grammar, and Formatting
Weight: 5%    Serious and persistent errors in grammar, spelling, punctuation, or formatting.    Partially free of errors in grammar, spelling, punctuation, or

formatting.    Mostly free of errors in grammar, spelling, punctuation, or formatting.    Error free or almost error free grammar, spelling, punctuation, or formatting.
12. Appropriate use of APA in-text citations and  reference
Weight: 5%    Lack of in-text citations and / or lack of reference section.    In-text citations and references are provided, but they are only partially formatted

correctly in APA style.    Most in-text citations and references are provided, and they are generally formatted correctly in APA style.    In-text citations and

references are error free or almost error free and consistently formatted correctly in APA style.
13. Information Literacy / Integration of Sources
Weight: 5%    Serious errors in the integration of sources, such as intentional or accidental plagiarism, or failure to use in-text citations.    Sources are

partially integrated using effective techniques of quoting, paraphrasing, and summarizing.
     Sources are mostly integrated using effective techniques of quoting, paraphrasing, and summarizing.    Sources are consistently integrated using effective

techniques of quoting, paraphrasing, and summarizing.
14. Clarity and Coherence of Writing
Weight: 5%    Information is confusing to the reader and fails to include reasons and evidence that logically support ideas.    Information is partially clear with

minimal reasons and evidence that logically support ideas.    Information is mostly clear and generally supported with reasons and evidence that logically support

ideas.
     Information is provided in a clear, coherent, and consistent manner with reasons and evidence that logically support ideas.

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Dorfman, N., “Route 128: The Development of a Regional High-Technology
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