Background: Judith and Eric Sultan own a business providing HR decision-making expertise to employers across the nation. The name of their business is HRM Analysis Services. Their business is located in Phoenix and has grown exponentially since 2005. Up to this point they have not had their own employees, but instead hired established consultants (often called management analysts) to work on a project-by-project basis. They want to hire three full-time management analysts to work in three different locations: San Francisco, Philadelphia, and Miami. The analysts would scout out work in their designated regions and manage the contracting and oversight of contractual consultants. Judith and Eric plan to keep ownership of the company but want to step away from the day-to-day as soon as the business is working well enough without them. The focus of this assignment is to assist Judith and Eric with the selection of three Management Analysts by coming up with a weighted formula of important selection factors. The Job Applicants Table (attached) shows the applicants who applied for the position. See What Management Analysts Do (attached) for a description of the position. Your task is to: Develop a formula to quantify the merits of each applicant based on the factors provided. Justify why you gave heavier weight to some factors over others. Develop your own visual/graphic showing how each applicant fared. Discuss your visual/graphic in essay format. Recommend 6-8 applicants to proceed to a panel interview phase. Critique the process of identifying best candidates to proceed in a selection process by using a custom-designed formula applied to each candidate. Use at least 3 of the sources provided to help strengthen your discussion. Reference all material cited. Your paper plus table(s) should be at least 4 pages (not including cover sheet and reference page). SOURCES ASQ.org. (n.d.) What is a decision or Pugh matrix? Retrieved from https://asq.org/quality-resources/decision-matrix. Higgins, J. (2014). Bringing HR and finance together with analytics. HR Magazine, 59(11), 44-46. Lowisz, S. (July 2008). Six good metrics. Recruiting Intelligence (ere.net). Retrieved from https://www.ere.net/2008/07/07/6-good-metrics/. Mahoney-Phillips, J., & Adams, A. (2010). Getting the measure of HR. Strategic HR Review, 9(1), 5-9. Roberts. M. (Nov. 17, 2018). How hiring managers screen job applicants. Retrieved from https://www.thebalancecareers.com/how-do-hiring-managers-screen-job-applications-1669574. Shah, S.; Horne, A.; and Capella, J. (April 2012). Good data wont guarantee good decisions. Harvard Business Review. Retrieved from https://hbr.org/2012/04/good-data-wont-guarantee-good-decisions Zielinski, D. (2014). Get analytical. HRMagazine, 59(11), 61-62. Boyd, N., & Gessner, B. (2013) Human resource performance metrics: methods and processes that demonstrate you care. Cross Cultural Management 20.2 (2013): 251-273. Chhinzer, N., & Ghatehorde, G. (2009). Challenging Relationships: HR Metrics and Organizational Financial Performance. Journal Of Business Inquiry: Research, Education & Application, 8(1), 37-48. Five steps to effective metrics. (2005). Strategic HR Review, 4(3), 7. Mirza, B. (2011). Cost-per-hire metric standard open for comment. HR Magazine, 56(3), 80. Wroe, N. (2012). Innovations in Talent Analytics. T+D, 66(8), 30-31. Custom Insight (2018). What is 360 Degree Feedback? Retrieved from https://www.custominsight.com/360-degree-feedback/what-is-360-degree-feedback.asp 10 Benefits of Starting an Internship Program. Retrieved from https://www.internships.com/employer/resources/setup/benefits The American Apprentice. (2013). HR Magazine, 58(11), 32-36. Career and Professional Development Center (2016). Tips on a successful internship, sponsored by General Electric. Retrieved from https://www.youtube.com/watch?v=QHhV3_AxRLE. Career and Professional Development Center (2016). Tips on a successful internship, sponsored by General Electric. Retrieved from https://www.youtube.com/watch?v=QHhV3_AxRLE. Houston, L. (2014, Apr 23). Top law company hails benefits of on-the-job training. Belfast Telegraph. ntern Queen Inc. (2016). How to run a successful internship Program?|The Intern Queen. Retrieved from https://www.youtube.com/watch?v=hnSqhSaLFW8. ones, D. A. (2011). Apprenticeships back to the future. Issues in Science and Technology, 27(4), 51-56. 10 Internship Characteristics that Attract Exceptional Interns. Retrieved from https://www.internships.com/employer/resources/setup/10-internship-characteristics-that-attract-exceptional-interns
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