Assignment 1: Dealing with Diversity in the late 1800s and early 1900s[note to student: This FORMAT SAMPLE PAPER is not a sample student paper like you will submit. Rather it illustrates the layout and makes a few suggestions about the content on each part. It also illustrates a Sources list at the end; and it illustrates in-text citations in the body of the paper. You MUST follow the instructions on the instruction sheet. You must use the Schultz textbook as a key source. And—other sources used must come from the list on the instruction sheet. ] [You are encouraged to do the extra credit preliminary rough draft work in ecree (in Week 3 unit) to help on paragraph development and organization. Your final paper must be submitted as an uploaded file in the Week 3 unit at the link “ASSIGNMENT 1: DEALING WITH DIVERSITY….” ] PART ONE: INTRODUCTION WITH THESIS In terms of content, a format sample like this does not provide that except for some illustrative suggestions.  Because of that, these paragraphs and this paper runs a little longer than yours will. This sample mainly shows the form and organization—and samples of citing. And I provide a few tips here. Keep in mind the paper mostly focuses on a long period—from 1865 to the 1920s; and you will eventually need specific examples from three different decades in that period. But, in this first paragraph, you will have an introduction to your paper and you will also include your thesis statement. The instruction sheet offers two thesis statements to choose from. You are expected to choose one of those.  Perhaps you feel that overall the political policies of the era mainly tried to promote diversity despite the prejudices of a few. Or, perhaps you feel the political policies of the era tried mainly to restrict or hinder diversity. You can be wide-ranging, using examples related to race in the south and immigration policies for folks from Europe and/or Asia. Or you can be more narrow in your focus, with your paper getting mainly into areas of race—or maybe issues of gender—or focus entirely on immigration from certain regions. The class text discusses these things; make use of chapters 16 through 21. Keep in mind, the overall issue is some aspect of DIVERSITY and how it develops and is dealt with in this time period (1865 through the 1920s). So, this first paragraph introduces the topic generally and establishes your focus as to time period and subject, and it states your thesis—your position. That THESIS STATEMENT should be the last sentence in this introductory paragraph. PART TWO—THREE EXAMPLES: The second and third paragraphs will cover your three SPECIFIC examples supporting your thesis. You can be wide ranging or narrow in your focus. Negative examples of policies hindering diversity might range from Plessy vs. Ferguson to the Chinese Exclusion Act to poverty facing new immigrants in big cities to arrests of women demonstrating for the right to vote. Positive examples of policies and conduct promoting diversity might include constitutional amendments of the era or the many southern black office holders during Reconstruction or the initial embrace of Chinese immigrants as great workers (especially for the railroad) or the government’s opening of Ellis Island to handle the huge influx of numerous new European immigrants in this period or the western states who were first in allowing women to vote. You need to choose examples that fit with and support your thesis. You only need three specific examples, each supported by an in-text citation to the source where you found the information. Each example should come from a different decade between 1865 and the 1920s. EXAMPLES CONTINUED–In this “examples” part of the paper you really start developing the topic and your position and evidence. The assignment requires you to use the Schultz textbook and at least two other sources from the list on the instruction sheet (don’t use other sources not listed). You also will also be citing sources—and this paragraph illustrates what those in-text citations might look like. For example, you might be discussing court cases that supported segregation (Schultz, 1, p. 338-9).  As a long book, you need page or section numbers with the Schultz book. The number 1 tells us it is the first source identified in the paper and it is the first listed on the Sources list at the end. Or, you might be discussing Chinese railroad workers (1, p. 348) and the specific example of the later restrictive legislation of the Chinese Exclusion Act (2). Notice again how the number 1 shows that the Schultz book was the first source used in this paper and that it is the first listed at the end; but the 2 is for the second source listed at the end; see there. On this same topic, you might find some great material in a scholarly article from the university’s online library—on the list of sources you should draw from. A good example would be an article by Abu-Laban and Lamont (3), who present many examples from this period as they reflect on “the metaphor of the melting pot” as it “refers to processes of immigration, relations of ethnic diversity, and notions of national identity and purpose”. As the number 3 suggests, it listed the third source listed at the end. You will notice that the number given on these citations relates to the order of when they come up in the paper—and so also the numbered order on the Sources list at the end. Again, use only sources on the list provided on the instruction sheet. Since those sources are in SWS form and also have a convenient link with them, one can easily copy/paste the ones you use for your sources list at the end. And, with the link, each source is very easy to access. PART THREE: DEALING WITH THE OPPOSING VIEW  This third section of the paper involves some critical thinking on your part; it should only be one paragraph of 5-to-8 sentences. A reasonable person might disagree with you and select the other thesis (the one you did not choose). For example, perhaps you argued that political policies mainly tried to promote diversity—you might have examples such as constitutional amendments in the period, the opening of Ellis Island, etc. In this paragraph start by saying something like this: “Someone may disagree with my view and argue that policies tended to restrict diversity.” After identifying that opposing thesis, then spend a few sentences giving a reasoned argument why your thesis is stronger. (Caution—don’t be dismissive of those who disagree with you.) Now—having considered this illustration, you can also reverse the roles depending on what thesis you selected. Normally, this part is not so much doing more research or providing more examples. Instead it is about identifying that other thesis statement (the opposing view), and then providing your own logical rationale for favoring your own position instead. It is just critical thinking on your part. PART 4: LEGACY and IMPACT TODAY  (CONCLUSION)This fourth section of the paper is just one paragraph and does not normally involve researching more information. (And—don’t forget the Sources list on the next page below). This Part 4 does involve some reflection about the issues covered in your paper and ways those issues perhaps are still around today (maybe in a different form). You might have examples in your personal life. You are to include here your thoughts about your workplace experiences or the profession you are going into, and how these issues are relevant in that modern context. Think of your major and the types of places you might work—or do work. If you see diversity—why? Affirmative action programs trying to overcome the old barriers? New opportunities or policies by the company or the government? If you don’t see diversity, what are some reasons for that? Education barriers? Biases in hiring as a legacy of the old policies? Less diversity in that geographic area (which also has roots)? Immigration issues? You might think of other ways to connect the modern situation to the history you have written about. Again, this fourth part is normally a paragraph—lengthy treatment not needed here. This fourth part should serve as the conclusion of the paper. Be sure the body of your paper ends in some way that wraps up succinctly. Sources1. Kevin M. Schultz. 2018. HIST: Volume 2: U.S. History since 1865. 5th ed. 2. Chinese Exclusion Act. 1882. http://college.cengage.com/history/wadsworth_9781133309888/unprotected/ps/chinese_exclusion_act.htm3. Y. Abu-Laban & V. Lamont. 1997. Crossing borders: Interdisciplinary, Immigration and the Melting Pot in the American Cultural Imaginary. http://libdatab.strayer.edu/login?url=https://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=392542&site=eds-live&scope=site [Tips—number the sources list. For each entry, simply copy the form of that source as listed on the INSTRUCTIONS sheet. Be sure to use ONLY the Schultz textbook and two or more other sources on that list…no googling elsewhere. Keep it simple—the sources are provided for you. Each source listed must ALSO be cited with a short in-text citation in the body of your paper. The third paragraph in this sample illustrates what those in-text citations might look like. ]
Assignment 1: Dealing with Diversity in the late 1800s and early 1900s [note to student: This FORMAT SAMPLE PAPER is not a sample student paper like you will submit. Rather it illustrates the layout a
BUAD 246: RECRUITMENT AND SELECTION Assignment Section 1 and 2: The Recruitment And Selection Process From Start To Finish – Attracting And Selecting The Best Person For A Job Position Within An Organization. © Developed by Cathy Fitzgerald, M.A., CCC, C.H.R.P.; adapted by Margo E. McMahan, PsyD, MBA Updated 2015 You are to develop a plan for recruiting and selecting a candidate for a job vacancy within an organization of your choice. You have been hired as a Human Resource Management Consultant to assist the organization hire the best person for a vacant job position. In order to develop a comprehensive recruitment and selection plan, you will need to conduct secondary research to gather organizational and job position information. Section Title Due Date Section 1 Human Resource Planning (Chapters 1-5, PARTS I-VII) End of Week 6 Section 2 Staffing (Chapters 6-10, PARTS VIII-XV) End of Week 11 Upload and submit your assignment, Section 1 and 2, through the Moodle Assignment Drop Box to your instructor for grading and feedback. You can click on the Using the Assignment Drop Box Icon for directions. Reviewing the following Figures in your text will help you get started: ● Figure 1.1- Example of a Human Resources System, text page 4 ● Figure 6.1- Recruitment as Part of The HR Planning Process, text page 232 ● Figure 6.2 – R&S Recruitment Action Plan, text page 240 ● R&S Notebook 6.2-Elements of a Recruitment and Staffing Action Plan, text page 240 ASSIGNMENT SECTION 2 – Staffing (PARTS: VIII-XV) Complete the following assignment after you have finished chapters 6-10 and by the end of week 11. Upload and submit your assignment through the Moodle Assignment Drop Box. You can click on the Using the Assignment Drop Box Icon for directions. Your final job description from Section 1 must be included with the submission of this Section 2. Each answer should show an appreciation for the characteristics of your chosen organization and your job description and the essential components of both organizational and human resource strategic planning. Answers should ideally reference your job description and show how recruitment and selection practices are carried out within the context of an organizational system as well as the external environment. Answers should also show a solid scientific (i.e. reliable and valid) and legal foundation. Internet research on current practices must include proper referencing (refer to the OC library-APA Citation Style and support your answers). (10 points) PART VIII: Constraints Describe any recruitment constraints on your organizations recruitment process. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. PART IX: Attracting Job Applicants Develop a plan for attracting a targeted pool of qualified candidate(s) for your job vacancy/ job description. In order to develop a recruitment strategy you will require both organizational information (organizational analysis) and job facts (job analysis/job description) from Assignment Section #1. You may also want to refer to the questions Recruitment Action Plan, text page 234, as a refresher. Based on the organizations business plan, organizational analysis and job analysis, what specific information and materials will you present to candidates. What specific steps will you take to attract job applicants? Refer to your text and PowerPoint slides for the first part of Chapter 6. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (15 points) PART X: Recruitment Methods Once the applicant target pool has been identified and located, you will need to choose the most appropriate recruitment methods for reaching all members of internal and external applicant pools. Describe the specific methods you will use and their overall effectiveness for your job position. Describe the advantages and disadvantages of your chosen methods. Table 6.1: Comparison of Internal and External methods (page 254) gives an overview of the advantages and disadvantages of the various methods. Why would you choose/use these methods? What are the costs? Describe the steps you will take if you are unable to recruit sufficient employees for the job. Refer to your text and PowerPoint slides for the second part of Chapter 6. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (10 points) PART XI: Job Advertisement Write a job advertisement for your job position demonstrating AIDA principles and the necessary innovative advertising techniques required to acquire a good applicant pool for your organization. Describe how the advertisement will be used. (i.e. newspaper, social media, websites, magazines, professional association newsletters/emails, radio/television, internal posting etc) . Discuss the advantages and how you will deal with the disadvantages of your advertising media choice. Refer to your text and PowerPoint slides for Chapter 6. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (15 points) PART XII: Development of Selection Criteria Plan You require good information about an applicant in order to make a good hiring decision. A selection criteria plan describes which predictor(s) will be used to assess the KSAOs required to perform a job and required to ensure a good person-organizational fit. Translate the results of your job analysis or job description that describe the competencies and KSAOs required to do the job into the actual predictors to be used for selection. Consider assessing key competencies and KSAOs by using assessment tools that measure current behaviours in a simulated situation (i.e. job knowledge interview questions, case study/incidents, question and answer, job/workplace walk through, computer based assessment, role-play, demonstration of skill, oral presentations, written presentation, graphic representation) which require an applicant to demonstrate their competencies in a simulated situation. Other screening assessments can include resumes, cover letters, application forms, licenses/certification/professional designations, tests (i.e. performance, work samples and job knowledge), performance reviews and reference checks. Ensure you consider the minimum qualifications (knowledge, skills, abilities, experiences and other attributes) that you would be inclined to screen for, how would you do the screening, and provide a rationale for each. Refer to your text and PowerPoint slides for Chapter 7. Ensure you describe any selection tests you would use as part of your hiring process. Describe your rationale for using these test(s). Evaluate your test(s) against the criteria listed in Chapter 8. Describe the reliability and validity of your chosen tests. Refer to your text and PowerPoint slides for Chapter 8. Develop a selection criteria plan using a table; listing the competencies and KSAOs in the left-hand column (this list comes directly from the job analysis or job description). You will want to note ‘acquired on job’ if the applicant will learn it on the job and other information in the comment column. Explain why you would use these methods including an explanation of costs and benefits. Discuss your methods, approaches and reasons why your selection plan would help ensure you hire the best applicant. Sharing your selection plan (similarities and differences) with a manger/HRM in the same industry with similar job positions would be a valuable exercise (suggested, but not required for this assignment). A sample selection plan for an administrative assistant is provided below. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (15 points) SELECTION CRITERIA PLAN-Administrative Assistant Method of Assessment Competencies and KSAO’s MS WP SE DB LTR EM TM Interview Comments Proactively and professionally building client relationships Listens to clients ( telephone reception) and colleagues seeking understanding and ensuring satisfaction Performs basic arithmetic operations related to invoicing and book keeping in an organized and efficient manor Plans, establishes priorities and takes appropriate action steps Shows initiative and motivation toward solving workplaces challenges Manage employee and client data using computer software Word process/type and proof non-routine and final correspondence and documents Constantly manages a variety of project simultaneously Knowledge of word processing, graphics, PowerPoint, database, and spreadsheet software Flexibility in dealing with changing job demands Attends to detail and accuracy MS- Microsoft Office Test, WP – Word Processing /Typing Test, SE – Spelling/Editing Test, DB – Excel Spreadsheet and Access exam, LTR-Letter ( request cover letter), EM – Electronic mail messages ( request resume, application and cover letter is sent electronically) and TM – Telephone messages (initial contact/communication) SELECTION CRITERIA PLAN Method of Assessment Competencies and KSAO’s Interview Comments . PART XIII: Reference Checks Describe your approach to reference checks, ensuring you follow the current privacy legislation. Develop a set of questions (2 – 4) that would be useful in your background reference checks on applicants for your position and explain their use. Refer to your text and PowerPoint slides for Chapter 7. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (10 points) PART XIV: Creating Situational And Behavioural Description Interview Questions, Rating Scales And Scoring Guide For A Position At Your Organization. Design four to five effective behaviour based interview questions, rating scales and scoring guide for your job position. Refer to your text and PowerPoint slides for Chapter 9. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (15 points) Step I Determine and weight the essential competencies and KSAOs to be assessed through the interview process for your job position. Plot, on the wheel below, the major competency and/or KSAOs required in the job you are hiring for. You will want to refer to the job description for this position. Proportion the wheel based on how important each skill area is (i.e. reception and building client relations 30%, organization and initiative 20%) Step II Develop a Behavioral Rating Scale Select and define one of the essential competencies. Think about an actual challenging, real-life situation (critical incident) that happened in this job in which the competency (or the presence or lack of it) would be important to job performance and either superior or ineffective behaviour was exhibited. Use the background situation or problem, action and results produced to write a behavioural indicator. Write 2-4 behaviour indicators. Develop a behaviour indicator rating scale by ideally describing (defining) the high performing and ineffective job related behaviours (performance standards) for each behaviour indicator and anchoring theses behaviours to a three or five level rating scale. The scale should include a range from a low, poor, unacceptable, does not exhibit (0) to high, superior, excellent, always exhibits (5). Repeat this step for all the other essential competencies and KSAOs described in Step I Competency/KSAOs: Definition: Behaviour Indicator Behaviour Indicator Behaviour Indicator Behaviour Indicator Competency/KSAOs: Definition: Behaviour Indicator Behaviour Indicator Behaviour Indicator Behaviour Indicator Competency/KSAOs: Definition: Behaviour Indicator Behaviour Indicator Behaviour Indicator Behaviour Indicator Competency/KSAOs: Definition: Behaviour Indicator Behaviour Indicator Behaviour Indicator Behaviour Indicator Competency/KSAOs: Definition: Behaviour Indicator Behaviour Indicator Behaviour Indicator Behaviour Indicator Behaviour Indicator Rating Scale 0 3 5 Ineffective Performance (Define) Effective Performance (Define) High Performing (Define) Poor Average Superior Unacceptable Acceptable Excellent Does Not Exhibit Behaviour Does Not Exhibit Behaviour Always Exhibits Behaviour Step III Write Behavioural Interview Questions Refer to your selection criteria plan. Decide whether to use a situational or behaviour description interview question. Convert the competency and behaviour indicators you have chosen to interview for into interview questions. Situational Question Write a question that describes a related hypothetical scenario based on this situation and follows with a “what if” or “what would you do” question or develop a specific question based on a realistic job situation that calls for a definite and specific response. Caution needs to be taken to develop questions that lend themselves to various options so that answers are easily apparent. Behaviour Description Question Formulate a question that asks the applicant to provide some factual information about past behaviour that involves this type of situation or problem (various situations that have the underlying behaviour ranging from paid and volunteer work to school and community activities). This question sets the context and the stage for subsequent probing questions.  Create open ended questions that use adjectives like: best, worst, hardest, easiest, most, least that can help applicants remember and articulate a specific circumstance and focus their attention on specific, concrete examples, providing complete information on past behaviours. Create probing questions that explore the level of depth and understanding about the applicant’s experience and the related competencies and KSAOs. Using word such as  when, what, why, how, which, consider, think, describe, detail, feel, reflect will help explore the actions taken specifically by the applicant, what lead to the actions, the results of the actions taken and what was learned from the experience. Repeat this step for all the other essential competencies and KSAOs described in Step I with the behavioural indicators in Step II. Step IV Develop an Interview Scoring Guide Develop an interview scoring guide with columns listing the competencies/KSAOs and behaviour indicators, their weights, interviewee ratings, interviewees total scores, and comments. The interview questions and the three or five level behavioural indicator rating scale can be included in the columns or attached for easy reference. The best and most representative critical incidents are likely scoring guide answers (bench mark responses) to be looking for during the situational interview. The scoring guide answers for the behaviour based interview may need to be reworded to make them more applicable to various life situations and ensure the anchors are behavioural dimensions rather than the actual critical incidents. Scores are assigned so that they represent your behavioural indicator rating scale (i.e. 1 represents a poor answer and 5 a good answer). Behaviour-Based Interview Scoring Guide Interviewer Rating on the Criteria (1 – 5) *refer to attached behaviour indicator rating scale Total Score Weight x Rating) Competency/ KSAOs, Behaviour Indicator Desired and Interview Question Percentage Weight of the Competency/ KSAOs and Behaviour Indicator Comments about Each 1. Competency/ KSAOs Behaviour Indicator Interview Question 2. Competency/ KSAOs Behaviour Indicator Interview Question 3. Competency/ KSAOs Behaviour Indicator Interview Question 4. Competency/ KSAOs Behaviour Indicator Interview Question 5. Competency/ KSAOs Behaviour Indicator Interview Question Total Scores PART XV: Evaluating Recruitment Methods Describe how you will evaluate the effectiveness of your human resource planning, recruitment, selection and retention processes. Describe the method of measurement you would use to evaluate the contribution of your human resource planning, recruitment and selection processes to your organization. (i.e. financial measures and measures of managerial perceptions) Internet research will provide you with information on current successful practices. Describe the criteria you would used to evaluate your recruiting and selection methods/processes. What questions would you ask to evaluate your recruitment and selection processes? (Reviewing your completed assignment parts I and II will provide a guide to important areas of evaluation). Identify the challenges in measuring the effectiveness of your human resource planning, recruitment and selection process. Internet research will provide you with information on current successful practices. Do not forget to cite your sources properly using APA style. (10 points)




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