Overview

1.Review the assignment in its entirety to ensure you fully understand the requirements. If you have questions, please ask.

2.Document your answers on the space provided in this document (starting on page 3). Your answers can be in bullet form and each answer should be no more than 500 words. Bullet form means complete sentences.

3.You are not required to include a title page, formal references, or use APA formatting. However, you are required to include the page numbers you used from the textbook to answer your questions and demonstrate application of course content.

4.Although you are not required to use APA formatting, you are still required to proofread your document for spelling and punctuation errors ETC

5.When the word “briefly” is used in the assignment questions, this means a minimum of 3 bullet points and/or sentences and a maximum of 5-6 bullet points and/or sentences.

6.Textbook link – https://app.tophat.com/billing/course/468809/ You can create a dummy account, use university of Lethbridge as the school- you just need to create a dummy account using an email 

QUESTIONS

Question 1 (related to Learning Outcomes). 

1.You have identified Emotional Intelligence as a key competency in your selection process for a manager role in your organization. Briefly discuss the steps you will take to ensure that the measure of emotional intelligence is job relevant, reliable, valid, and defensible if legally challenged.

Question 2 (related to Learning Outcomes). 

Briefly discuss and explain on what grounds a Canadian employer could justify the adverse impact of a selection procedure, test, or other measure in the selection process. Also discuss what role “accommodation to the point of undue hardship” plays in the recruitment process.

Question 3 (related to Learning Outcomes). 

As a practicing HR professional, your role is to coach managers on the key role that job evaluation plays in finding the best talent for the organization. Briefly discuss how you would explain the importance of each of the following to a manager who is more “traditional” in their view of recruitment and selection.

1.Why job analysis is a defensible process.

2.The role competencies (role, team, or organization) play in finding and evaluating candidates who will succeed in the role.

3.Why identifying knowledge, skills, abilities, and other factors (KSAOs) are critical to selecting the best candidate.

Question 4 (related to Learning Outcome). 

Briefly discuss the role task performance, contextual performance, adaptive performance, and counterproductive behaviour plays in developing a recruitment and selection system. Select one role and apply each to the role to illustrate your answer.

Question 5 (related to Learning Outcomes). 

You have been tasked with designing an applicant screening process for your company to hire an entry-level human resource professional. Briefly explain and discuss 2-3 characteristics you will screen for, and for each, how you will perform the screening for the characteristic.

Question 6 (related to Learning Outcomes). 

Briefly discuss and explain the professional and legal standards that govern the use of employment tests.

Question 7 (related to Learning Outcomes). 

You have been tasked with planning the interview process for a communications role in your organization. Briefly discuss and explain how you will use and/or mitigate each of the following:

1.Common interviewer biases

2.Situational and behavior interview questions

3.Scoring guides

Structured or unstructured format