***Please include a plagiarism report*** Must be original content ACQUIRING AND

***Please include a plagiarism report***
Must be original content
ACQUIRING AND RETAINING TALENT
Assignment Overview
Signature Assignment: Information Literacy, Introduced level
In this assignment, your information literacy skills will be assessed. The information literacy rubric will be useful for this purpose. In this course, information literacy skills will be assessed at the “introduced” level. In MGT411, they will be assessed at the “reinforced” level. In MGT491 your information literacy skills will be assessed at the “emphasized” level. The grading rubric for information literacy at the undergraduate level has been developed to measure student success in meeting the MGT407 Case 2 expectations. Rubrics for the other two courses are included in their respective assignments.
Assignment Overview
Taking a strategic approach to HR, managers anticipate the future supply of and demand for employees and the nature of workforce issues, including the retention of employees. These factors are considered when recruiting applicants for job openings and making the best selection decisions possible.
Being able to recruit and retain the “best” employees has been a challenging task for HR managers. The “best” employees are not necessarily the most qualified individuals (e.g., those with the most education or work experience). Rather, they are the individuals who provide value to an organization; complement the organization; understand and embrace the organization’s mission; help build an inclusive workforce; and fit the culture of the organization. This quandary is a result of a number of different variables such as job satisfaction, organizational commitment, job performance, motivation, and workplace compatibility.
Furthermore, contemporary HR managers are also tasked with contributing to peak performance initiatives because of escalated global demands and competition.
There are two important functions related to staffing: developing employees and building an inclusive workforce.
Case Assignment
In this assignment, assume you work for a consulting firm and have been tasked to help fill a position for a client company. The company is a private-sector business located in your home state.
First, go to the Occupational Outlook Handbook, latest edition (https://www.bls.gov/ooh/ ) and research a position that is interesting to you. Assume that this position is the position you need to fill for this assignment. You are to address each of the following:
After reading the Roberts (2020) article that identifies exactly what should be on a job announcement, develop a one-page job announcement or recruitment flier to announce the industry-specific opening for a position you found in the Occupational Outlook Handbook. This job announcement or flyer could be put on your consulting company’s website as well as other locations. Creatively match the flyer design to the client’s industry.
Roberts, M. (2020). How to post a great job listing. The Balance Careers. https://www.thebalancecareers.com/what-information-is-included-on-a-job-posting-1669554
Review parts 2.3, 2.4, and Conclusion in the Rozsa and Machova study regarding the content of job announcements and the job pursuit intentions of candidates.
Rozsa, Z., & Machova, V. (2020). Factors affecting job announcement competitiveness on job listing websites. Journal of Competitiveness, 12(4), 109-126. Available in the Trident Online Library.
Should diversity and inclusion be built into the recruitment flier? If so, how?
This flier needs to be submitted in the assignment drop box along with the essay as described below.
In your essay, include the following sections:
Introduction. Do not include an “Introduction” heading for the introduction section that introduces your reader to your paper. However, there must be an assignment title of your choosing at the top of the page instead.
Comparing Job Announcements: (provide heading of your choice).
In order to write this section, first view a website such as Indeed.com and locate a job announcement for the same position you developed. Alternatively, you can meet with your company’s HRM and review a similar job announcement.
Compare the obtained announcement with the one you created and write about the differences you see:
Which ones are in the announcement you obtained but not in your created announcement?
Which ones are in your announcement but not in the one you found?
Would you change your announcement to incorporate any of the differences that you noted being on one announcement but not in the other? Why or why not?
Critique how diversity and inclusion is addressed in your announcement as compared to the announcement you found.
Recruiting Strategies: (provide heading of your choice).
Explain in detail what recruiting strategies you would employ to find candidates qualified for this opening for your client company.
Selection Processes: (provide heading of your choice).
Describe which selection processes you will use to choose the best person for the job.
Conclusion: Do not forget to wrap up your essay with a few summary statements of findings you discovered while completing this assignment.
Support your work by using at least three high-quality references from peer-reviewed academic sources, such as academic or industry journals or textbooks (at least two that are found in the Trident Online Library).
Note: This assignment requires two submitted documents: (a) the job announcement or recruitment flier, and (b) a 3- to 4-page Word document (not counting the cover page or the reference page).
Visit Trident’s Introduction to APA 7th Edition for instruction on writing papers, citing sources, and proper referencing.
Assignment Expectations
The grading rubric for information literacy at the undergraduate level has been developed to measure student success in meeting the MGT407 Case 2 expectations related to information literacy.
Your submission will be assessed on:
Determining the extent of information needed
Accessing the needed information
Evaluating information and its sources critically
Using information effectively to accomplish a specific purpose
Accessing and using information ethically and legally
Timeliness
Required Material
Actimo. (2019). How to design the perfect onboarding process [Video]. YouTube. https://www.youtube.com/watch?v=TfOcbqjpRS8
Chapter 7: Recruiting, Motivating, and Keeping Quality Employees (first page only) in:
An introduction to business. (2012). Saylor Academy. https://2012books.lardbucket.org/books/an-introduction-to-business-v2.0/s11-00-recruiting-motivating-and-keep.html
Bureau of Labor Statistics. (2019). Occupational Outlook Handbook. https://www.bls.gov/ooh/.
DuPont. (2018). Diversity and inclusion in the workplace [Video]. YouTube. https://www.youtube.com/watch?v=uHYuDDHvU64
Gregg Learning. (2019). Reliability and validity in selection [Video]. YouTube. https://www.youtube.com/watch?time_continue=12&v=cjmx9m5H3tA&feature=emb_logo
Hire the right people. (n.d.). Saylor Academy. https://resources.saylor.org/wwwresources/archived/site/wp-content/uploads/2013/02/BUS208-6.1.1-Hire-the-Right-People-FINAL.pdf
Lewis, G. (2018, January 29). 5 new interviewing techniques that you should start using. LinkedIn Talent Blog. https://business.linkedin.com/talent-solutions/blog/interview-questions/2018/5-new-interviewing-techniques-that-you-need-to-know-about.
People Squad Solutions. (2018). HR basics: employee retention [Video]. YouTube. https://www.youtube.com/watch?v=MIk3SYTDBSY
Roberts, M. (2020). How to post a great job listing. The Balance Careers. https://www.thebalancecareers.com/what-information-is-included-on-a-job-posting-1669554
Rozsa, Z., & Machova, V. (2020). Factors affecting job announcement competitiveness on job listing websites. Journal of Competitiveness, 12(4), 109-126. Available in the Trident Online Library.
Shmoney. (2019, July 12). Stop trying to motivate your employees [Video]. YouTube. https://youtu.be/3S38tj5fknY
Optional Material
Bariso, J. (n.d.). Do you want your best employees to leave? If not, stop doing these 10 things. Inc. https://www.inc.com/justin-bariso/10-things-employers-do-that-make-their-best-people-quit.html
SHRM. (n.d.) Developing employee career paths and ladders. https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/developingemployeecareerpathsandladders.aspx
Chapter 5: Maintaining an Inclusive Workplace, in:
Walters, C. (2017). From hello to goodbye: Proactive tips for maintaining positive employee relations. Society for Human Resource Management. Available in the Trident Online Library.
Wrike Happiness Index, Compensation. (n.d.)
https://cdn.wrike.com/ebook/2019_UK_Happiness_Index_Compensation.pdf