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Human Resources staffing manager for organization

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To begin with, I would communicate the different roles that we play. I would inform the staff that HR is responsible for setting the process, policies and procedures and clarify management’s role as well. Manager’s roles would be defined along the lines of submitting the request for a position to be filled, providing information to HR so that they can establish criteria for jobs to be filled and taking part in face to face interviews. Managers should also be informed that the final decision of whom to hire is theirs. As far as written communication goes, that should be left in the HR department’s hands. HR professionals are in the best position to avoid any legal conflicts. This message should be consistently delivered to managers. With all the policies spelled out and in writing, it should be easy to follow. Remember that the offer is management’s choice to make, but HR should be the one to convey any and all written communication with candidates.

What are the steps an employer should take to develop and implement its policy regarding employment-at-will?

Sample Response: Employment-at-will involves the right of either the employer or employee to unilaterally terminate the employment relationship at any time, for any legal reason. To implement a policy of employment-at-will, the organization should ensure that job offers are for an indeterminate time period. The job offer should include a specific disclaimer stating that the employment relationship will be strictly at-will. All written documents, such as employee handbooks and application blanks, should be reviewed to ensure that they do not contain any language that implies anything but a strictly at-will relationship. And, the organization should take steps to ensure that employees do not make any oral statements or promises that would serve to create something other than a strictly at-will relationship.

1.What are the advantages of having a centralized staffing function, as opposed to letting each manager be totally responsible for all staffing activities in his or her unit?

The main advantage of centralizing the staffing function is greater control, coordination, and standardization of the staffing process. That is, centralized control will help to ensure that staffing policies and procedures are carried out consistently throughout the organization. This would not be likely to happen, if managers were free to conduct their own staffing activities. The consistency of staffing processes is absolutely critical given the magnitude of the legal consequences which may result for failure to comply with laws and regulations.

In developing a report on the effectiveness of the staffing process being conducted for entry-level jobs, what factors would you address in such a report and why?

The most appropriate indicators of the effectiveness of a staffing process involve examining quantitative measures and ratios. These measures are particularly useful because they are quantitative, thereby making it possible to track effectiveness over time. Moreover, these measures are useful in that they examine process and outcome variables in relation to the staffing process.

Specifically, the measures of staffing process effectiveness are:

1.Applicants/vacancy – this indicates the effectiveness of recruitment activities in attracting people to the organization.

2.Yield ratio – this indicates the percentage of people who moved on to one or more next steps in the staffing process.

3.Time lapse – shows the average amount of time lapsed between each step in the staffing process.

4.Retention rate – the percentage of hirees who are still with the
organization after various periods of time.

If a person says to you – “It’s easy to reduce turnover, just pay people more money” – what is your response?

Most organizations today are focusing on running lean operations and minimizing costs. Given this emphasis along with the external competitive pressures organizations face from other domestic and foreign competitors, it may not be feasible to simple increase employee salaries as a strategy for retaining them. In addition, pay is just only factor that influences an employee’s intention to stay or leave an organization. Given this, a significant increase in employee pay, even if it were possible, may not reduce turnover to the degree that one might expect. Other factors such as the quality of the work environment, supervision, and the nature of the work itself may also play major roles in determining an employee’s intention to stay with an organization.

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