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Organizational Memo on the Proposed Hiring Plan
To: You, the newly appointed director of human resources
From: Maria Sousa, CEO of Pruhart Tech
Re: Proposed Hiring Plan for Pruhart Tech
Status: APPROVED
In a challenging market, it is difficult to attract and retain high-potential candidates for senior
programmers. The shortage of qualified job candidates is due to several factors:
• Education and certification required for the position are expensive, so there is a small pool of
qualified candidates.
• Pruhart Tech lacks strong brand recognition, resulting in a struggle to compete with more wellknown tech companies.
• Pruhart Tech has poor ratings and comments on social media from current and prior employees.
Additionally, our current computer programmers are becoming increasingly frustrated in their job roles
as they are also concerned with a lack of advancement opportunities. The creation of senior
programmer roles will provide advancement opportunities for some of our internal staff who want to
take on lead project roles and mentor others. Since we have 10 positions to fill, we will want to recruit
both internally and externally to find the most qualified candidates. Furthermore, current employees,
who are either not ready or not interested in a promotion to senior programmer, cite that their roles are
becoming too monotonous, and they are requesting to work on our other up-and-coming tech projects.
We should use job enlargement and job enrichment programs to make roles more challenging and
increase development opportunities.
To address the lack of qualified senior programmer candidates, I suggest immediately transitioning the
position to a remote position, so we can expand our hiring pool. In our last employee survey, many of
our current computer programmers have expressed a desire to work remotely. To meet your concern
about being able to hire remote workers who will be a good fit, we can develop related competencies
and interview questions that are designed to illuminate one’s ability to work well within a remote team.
To help attract more external candidates, in our job postings we should highlight the many great
reasons to work for Pruhart Tech, including the following:
• remote work opportunity
• flexible schedules
• room for advancement
• the ability to work for a growing high-tech company
Additionally, we should also share some of our great tangible benefits:
• $2,000 sign-on bonus
• 401k with a 6% match
• profit-sharing opportunities
• healthcare, vision, and dental benefits
• generous paid time off accruals
Pruhart Tech Job Descriptions
Computer Programmer Job Description
Job Title: computer programmer
FLSA Status: exempt
Salary Range: $91,000–$97,000
Reporting Structure: reports to a senior programmer
Job Overview Summary: The computer programmer works under limited supervision and
writes code to help software applications operate more efficiently. Primary duties include
designing and updating software solutions, writing and updating source code, and managing
various operating systems.
Working Conditions: The computer programmer may be required to work evenings,
weekends, or holidays to accommodate product launch deadlines.
Education Requirements: bachelor’s degree in computer science, information technology,
or related field
Experience Requirements: minimum of three years of experience
Required Knowledge, Skills, Abilities, and Other Characteristics (KSAOs):
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knowledge of a variety of computer programming languages such as JavaScript,
HTML/CSS, Python, and/or SQL
strong problem-solving and critical thinking skills with an ability to use deductive and
inductive reasoning
strong time management skills
ability to communicate effectively, both verbally and in writing
Essential Duties and Responsibilities:
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•
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designs, writes, and analyzes code for new programs
maintains code for existing programs
rewrites code for existing programs in different coding languages
identifies and corrects coding errors
collaborates with engineering, security, quality, and design teams throughout product
development process
Senior Programmer Job Description Draft
Job Title: senior programmer
FLSA Status: exempt
Pay Grade: $115,000–$130,000
Reporting Structure: reports to the manager of product development
Job Overview Summary: The senior programmer is responsible for leading projects and
managing a team of computer programmers that writes code to help software applications
operate more efficiently. Primary duties include leading projects, managing the work of
others, designing and updating software solutions, writing and updating source code, and
managing various operating systems.
Working Conditions: The senior programmer may be required to work evenings,
weekends, or holidays to accommodate product launch deadlines.
Education Requirements: bachelor’s degree in computer science, information technology,
or related field
Experience Requirements: minimum of five years of experience
Required Knowledge, Skills, Abilities, and Other Characteristics (KSAOs):
•
•
•
•
knowledge of a variety of computer programming languages such as JavaScript,
HTML/CSS, Python, and/or SQL
strong problem-solving and critical thinking skills with an ability to use deductive and
inductive reasoning
strong time management skills
ability to communicate effectively, both verbally and in writing
Essential Duties and Responsibilities:
•
•
•
•
•
•
•
•
leads computer programming projects
supervises small teams of computer programmers
manages and reviews the work of computer programmers
designs, writes, and analyzes code for new programs
maintains code for existing programs
rewrites code for existing programs in different coding languages
identifies and corrects coding errors
collaborates with engineering, security, quality, and design teams throughout product
development process
Competencies:
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•
•
•
System Analysis: Determine how a system should work and how changes in conditions,
operations, and the environment will affect outcomes.
Judgment and Decision-Making: Consider the relative costs and benefits of potential
actions to choose the most appropriate one.
Active Listening: Practice attentive and active listening to understand information and
ideas presented.
Detail Orientation: Pay careful attention to detail in completing tasks.
•
Integrity: Fulfill obligations in an honest and ethical manner.
INTRODUCTION
Human resources (HR) professionals enable current and future organizational competitiveness by
maintaining an adequate supply of people with the knowledge, skills, abilities, and other
characteristics needed to produce these resources. As a human resources professional, your
ability to effectively identify your organization’s need for employees, as well as plan and
implement employee recruitment and selection strategies, will demonstrate solid talent
acquisition practices that will directly contribute to your organization’s success. This
performance assessment will give you the opportunity to demonstrate these critical talent
acquisition skills.
Task 1 addresses the first step in the talent acquisition process: workforce planning. This
includes doing labor forecasting, performing a job analysis, and developing job descriptions.
Note: The same scenario applies to all three tasks. Additionally, the tasks of this performance
assessment should be completed in numerical order. So Task 1 should be completed before Task
2, and Task 2 should be completed before Task 3.
SCENARIO
You are the newly appointed human resources director at Pruhart Tech, a midsize high-tech
company located in the southeastern United States. The company is preparing for growth due to
an increase in demand for its new smart home tech products.
The company’s computer programmers play a key role in the development of new smart home
tech products. Currently, the company employs 20 computer programmers. The CEO requests
you create a new position of senior programmer and wants to fill 10 of these roles within the next
three months to lead new product development. HR has begun drafting a job description for the
senior programmer position but has not been able to complete it without conducting a formal job
analysis.
Recruiting 10 senior programmers is no easy task. There is a competitive market and a shortage
of qualified labor in the area. To source qualified candidates, both internal and external
recruitment methods will need to be utilized. The CEO values strong teamwork and holds a
belief that in-person work is the best way to achieve that. However, the CEO has agreed to
reclassify the 20 current computer programmers and the 10 new senior programmers into remote
positions yet wants to ensure that the newly hired employees will be able to work well within the
team in a remote setting.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the
submission and no more than a 10% match to any one individual source can be directly quoted
or closely paraphrased from sources, even if cited correctly. The similarity report that is
provided when you submit your task can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed
criteria that will be used to evaluate your work. Each requirement below may be evaluated by
more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions
of the course.
Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides,
OneDrive, etc., unless specified in the task requirements. All other submissions must be file types
that are uploaded and submitted as attachments (e.g., .docx, .pdf, .ppt).
Workforce Planning
A. Write a workforce planning summary by doing the following:
1. Using the information in the “Organizational Memo on Proposed Hiring Plan”
supporting document, recommend one approach to successfully address the labor
shortage and meet the CEO’s request, considering the organization’s need to hire
more computer programmers and senior programmers.
2. Explain one way the organization can incorporate job enlargement or job enrichment
in the computer programmer position, using the “Organizational Memo on Proposed
Hiring Plan” and “Pruhart Tech Job Descriptions” supporting documents.
Job Analysis Plan
B. Create a plan to conduct a job analysis for the new senior programmer position by doing
the following:
1. Explain one type of information you will need to collect during the job analysis that is
relevant to the senior programmer position.
2. Explain one method you will use to collect information during the job analysis.
Job Description Addition
C. In a written document, propose additions to the senior programmer job description by
doing the following:
Note: Refer to the “Pruhart Tech Job Descriptions” supporting document.
1. Create two additional knowledge areas, skills, abilities, and other characteristics
(KSAOs), sourced from O*NET for the senior programmer job description. The
O*NET link is included in the Web Links section.
2. Create two additional competencies for the senior programmer job description.
D. Acknowledge sources, using in-text citations and references, for content that is quoted,
paraphrased, or summarized.
E. Demonstrate professional communication in the content and presentation of your
submission.
Human resources (HR) professionals enable current and future organizational competitiveness by
maintaining an adequate supply of people with the knowledge, skills, abilities, and other
characteristics needed to produce these resources. As a human resources professional, your
ability to effectively identify your organization’s need for employees, as well as plan and
implement employee recruitment and selection strategies, will demonstrate solid talent
acquisition practices that will directly contribute to your organization’s success. This
performance assessment will give you the opportunity to demonstrate these critical talent
acquisition skills.
Task 2 addresses the second step in the talent acquisition process: recruiting. This includes
identifying recruitment methods, establishing recruitment objectives, creating job postings, and
ensuring a diverse candidate pool.
Note: The same scenario applies to all three tasks. Additionally, the tasks of this performance
assessment should be completed in numerical order. So Task 1 should be completed before Task
2, and Task 2 should be completed before Task 3.
SCENARIO
You are the newly appointed human resources director at Pruhart Tech, a midsize high-tech
company located in the southeastern United States. The company is preparing for growth due to
an increase in demand for its new smart home tech products.
The company’s computer programmers play a key role in the development of new smart home
tech products. Currently, the company employs 20 computer programmers. The CEO wants to
create a new position of senior programmer and wants to fill 10 of these roles within the next
three months to lead new product development. HR has begun drafting a job description for the
senior programmer position but has not been able to complete it without conducting a formal job
analysis.
Recruiting 10 senior programmers is no easy task. There is a competitive market and a shortage
of qualified labor in the area. To source qualified candidates, both internal and external
recruitment methods will need to be utilized. The CEO values strong teamwork and holds a
belief that in-person work is the best way to achieve that. However, the CEO has agreed to
reclassify the 20 current computer programmers and the 10 new senior programmers into remote
positions yet wants to ensure that the newly hired employees will be able to work well within the
team in a remote setting.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the
submission and no more than a 10% match to any one individual source can be directly quoted
or closely paraphrased from sources, even if cited correctly. The similarity report that is
provided when you submit your task can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed
criteria that will be used to evaluate your work. Each requirement below may be evaluated by
more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions
of the course.
Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides,
OneDrive, etc., unless specified in the task requirements. All other submissions must be file types
that are uploaded and submitted as attachments (e.g., .docx, .pdf, .ppt).
Recruitment Plan
A. Create a recruitment plan by doing the following:
1. Recommend one recruitment metric.
a. Explain how you would calculate the recruitment metric from part A1.
b. Explain how the recruitment metric from part A1 is useful.
c. Create two recruitment objectives for the recruitment metric from part A1.
2. Recommend one internal recruitment method that the organization can use to recruit
for the senior programmer role.
a. Explain the benefits of the recommended internal recruitment method from part
A2.
3. Recommend one external recruitment method that the organization can use to recruit
for the senior programmer role.
a. Explain the benefits of the recommended external recruitment method from part
A3.
Job Posting
B. Using the attached “Organizational Memo on the Proposed Hiring Plan” and “Pruhart
Tech Job Descriptions,” write an appealing external job posting (suggested length of
approximately 1 page, single-spaced) for the senior programmer position by doing all of
the following:
1. Write a concise summary (suggested length of approximately 100 words) of the
organization designed to attract candidates to apply for the position and promote why
someone would want to work for the company.
2. Include three knowledge areas, skills, abilities, or other characteristics (KSAOs).
3. Include three essential duties and responsibilities.
4. Explain four benefits, tangible or intangible, provided by the organization.
C. Acknowledge sources, using in-text citations and references, for content that is quoted,
paraphrased, or summarized.
D. Demonstrate professional communication in the content and presentation of your
submission.
INTRODUCTION
Human resources (HR) professionals enable current and future organizational competitiveness by
maintaining an adequate supply of people with the knowledge, skills, abilities, and other characteristics
needed to produce these resources. As a human resources professional, your ability to effectively
identify your organization’s need for employees, as well as plan and implement employee recruitment
and selection strategies, will demonstrate solid talent acquisition practices that will directly contribute
to your organization’s success. This performance assessment will give you the opportunity to
demonstrate these critical talent acquisition skills.
Task 3 addresses the final step in the talent acquisition process: selection. This includes identifying an
interview strategy, writing effective interview questions, identifying appropriate selection methods and
tests, performing background checks, extending a job offer, and initiating the onboarding process, all
while taking legal and ethical issues into consideration.
Note: The same scenario applies to all three tasks. Additionally, the tasks of this performance
assessment should be completed in numerical order. So Task 1 should be completed before Task 2, and
Task 2 should be completed before Task 3.
SCENARIO
You are the newly appointed human resources director at Pruhart Tech, a midsize high-tech company
located in the southeastern United States. The company is preparing for growth due to an increase in
demand for its new smart home tech products.
The company’s computer programmers play a key role in the development of new smart home tech
products. Currently, the company employs 20 computer programmers. The CEO wants to create a new
position of senior programmer and wants to fill 10 of these roles within the next three months to lead
new product development. HR has begun drafting a job description for the senior programmer position
but has not been able to complete it without conducting a formal job analysis.
Recruiting 10 senior programmers is no easy task. There is a competitive market and a shortage of
qualified labor in the area. To source qualified candidates, both internal and external recruitment
methods will need to be utilized. The CEO values strong teamwork and holds a belief that in-person
work is the best way to achieve that. However, the CEO has agreed to reclassify the 20 current computer
programmers and the 10 new senior programmers into remote positions yet wants to ensure that the
newly hired employees will be able to work well within the team in a remote setting.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission
and no more than a 10% match to any one individual source can be directly quoted or closely
paraphrased from sources, even if cited correctly. The similarity report that is provided when you submit
your task can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria
that will be used to evaluate your work. Each requirement below may be evaluated by more than one
rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
Tasks may not be submitted as cloud links, such as links to Google Docs, Google Slides, OneDrive, etc.,
unless specified in the task requirements. All other submissions must be file types that are uploaded and
submitted as attachments (e.g., .docx, .pdf, .ppt).
Interview Strategy
A. Create an interview strategy by doing the following:
1. Discuss two benefits of using structured interviews for the senior programmer role.
2. Create one behavioral-based or situation-based interview question designed to assess one’s ability to
work within a team.
a. Provide a rationale for the interview question.
Selection Strategy
B. Create a selection strategy by doing the following:
1. Recommend one selection method for the senior programmer position.
a. Provide a rationale for the recommended selection method.
2. Recommend one selection assessment for the senior programmer position.
a. Provide a rationale for the recommended selection assessment.
3. Discuss one legal or ethical consideration for selection assessment.
Postselection Hiring Plan
C. Create a postselection hiring plan by doing the following:
1. Recommend one type of background check for the senior programmer position.
a. Provide a rationale for the recommended background check.
2. Identify one relevant component to include in the job offer letter for the senior programmer position.
a. Explain why the component is important to include.
3. Identify one component to include in the onboarding program.
a. Explain how the component will set up employees for success during their first 90 days as a senior
programmer at the organization.
D. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased,
or summarized.
E. Demonstrate professional communication in the content and presentation of your submission.
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