Staffing: If the company adopted a lay-off strategy to reduce costs, what criteria would use to lay off employees?


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Structured Interview Form Assignment Instructions
Create a list of five (5) structured interview questions and submit it to your Dropbox by the end of Week 3 using the following guidelines:
• Your original questions (e.g. written by you) should only contain legally allowable, job related inquiries. Act as if the organization you are working for is obligated under Title VII and the other major, federal employment laws when writing these questions.
• A brief rationale for each question must be included (e.g. why this question is important; what type of information you are hoping to elicit from the candidate with the question).
• Students are encouraged to include behavioral interview questions.
• You should not provide a sample answer for each question: only the question and rationale are needed.
• Include the position title and compose a brief (3 to 5 sentences) description of the job for which the questions relate.
• Please note that questions typically found on an application form (e.g. “Are you at least 18 years or older,” “Are you legally authorized to work in this country,”) are NOT interview questions and should not be used.
• Create questions that you think would especially support identifying the KSAs of the candidates for this position. Think about what the KSAs would be for the job you selected, as well as some of the duties that come to mind.
• Example: For a computer repair technician questions might include “Describe for me the process you use to troubleshoot XYZ…” (hard skill question. “Tell me how you’ve handled a customer that was hovering over you while working on their computer” (soft skill question).
• Consider both “hard skills” questions (that focus on the more “technical” aspects of the job) and “soft skills” questions. It is usually good to have a combination of both for a well-rounded, comprehensive interview. And remember to keep all questions focused on the KSAs of the position.
• DO NOT submit any “generic” questions (e.g. “What are your work strengths?” “Where do you see your career in five years?” “What can you bring to our company?” “Why did you choose XYZ as a career?”).
• Avoid closed-ended questions (e.g. questions that can be answered with a yes/no answer such as “Are you a team player?”)
• All questions, rationale data, and position description MUST be written by you. This assignment is not about finding information online or at another source (even if properly cited). Also, to avoid possible academic integrity issues, your questions for this assignment should be created from scratch solely by you. Use of interviewing questions previously utilized (such as at your work) should be avoided as the exact origin of the questions may be unknown.
• See the next page for the grading rubric for this assignment.
For this paper I have chosen to be a HR officer and this is an example question and rationale for each question.
I chose the position of human resource officer. The interview questions discussed are some of those that can help choose the best candidate for the job.
Question: If the company adopted a lay-off strategy to reduce costs, what criteria would use to lay off employees?
This answer to this question would significantly help the interviewer determine whether the candidate has a self-interest attitude and a shallow outlook on the impact of a staffing strategy. The best strategy would be retaining individuals who have worked for a long time with consistent results. The best answer to the question would have details about the process to be followed to create a profile of existing employees, and a planned lay-off that cuts across all departments and at all levels of management. The answer could also include varied strategies depending on the period between lay-off and re-hiring.



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