There are 3 homework you need to do, homework 1 and 2 is 1.5 page each, homework 3 is 1page, so total is 4page.

HOMEWORK 1 (NEED 1.5PAGE)

See the pdf CH 4

FIRST, read Chapter 4.  The focus is on Strategic HR. Consider how HR strategy is influenced by the overall business strategy and goals.

THEN, write a 1- to 1.5-page response to the 3 questions about Incident 2, Chapter 4, p. 107.

Answer these question

4-27. Was Charmagne considering the strategic nature of HR planning when she challenged Brian’s “good news” forecast? Discuss.

4-28. How did the involvement in developing the corporate strategic plan assist Charmagne in challenging Brian?

4-29. Strategic planning at all levels of the organization can be divided into four steps. Which step in the strategic planning

process did Brian violate?

HOMEWORK 2 (NEED 1.5PAGE)

FIRST, read Chapter 6. See the pdf CH 6

THEN… Think about this: Discriminatory bias in hiring and selection has been a significant concern among employers, civil rights advocates, and the legal system, for at least the past 50 years. 

While it doesn't get much attention in the readings, the Duke Power case was a landmark US Supreme Court decision that led to a number of policy changes that impact employee selection processes today, both in terms of hiring and promotions.

The background:

In 1964, Congress passed and President Johnson signed the Civil Rights Act.  Under Title VII (title 7) of the Civil Rights Act, discrimination in employment was prohibited, based on race, color, gender, religion, gender and national origin. These are called "protected classes" in HR jargon.

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Also review a couple cases that came a bit later, with local angles for those of you in St. Louis:

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THEN, write a 1- to 1.5-page response, using the knowledge you have gained from Chapter 6.

Answer the following 3 questions:

1. How do the results of the Duke Power case and subsequent decisions about racial discrimination impact how companies hire, promote, and terminate employees today?

2. If you were working in HR or in management, how would you respond (in conjunction with legal counsel, of course!) to a claim like one of these 3? After all, it is fairly common even now for HR directors and managers to be called to give a deposition on behalf of legal and EEOC / Missouri Commission on Human Rights / City of St Louis Civil Rights Enforcement Agency proceedings to defend the company's decisions; when the candidate, employee or former employee asserts discrimination in hiring, promotions, or terminations.

3. If you were the supervisor of Willie Griggs or Percy Green II, how would you have initially explained the decision not to promote (in the Duke Power case) or to layoff and not rehire (in the McDonnell Douglas case), when talking to the employee? (Assuming that was a possibility.)

HOMEWORK 3 (NEED 1PAGE)

You can see the pdf CH5

The textbook describes a lot of "ideal-type" scenarios:

This is how you should ideally be approaching the hiring process according to the standards of the HR profession and of management in general.

But let's be realistic for a minute:  

In the real world, relationships are what get you a job!  Not just applying online and hoping to make it through the automated screening of the employer's (often hopelessly outdated and tedious to fill out) Applicant Tracking System (ATS).

Despite Federal and State regulations that require posting of most job openings at large employers, one estimate is that 85% of job openings are not advertised. (see: )

So, in that spirit, consider the following in your discussions this week:

Explore various techniques to recruit and hire qualified employees.

Most of us have been job applicants, candidates, and new hires at some point in our lives.

But also consider this from the point-of-view of the employer (which includes the hiring manager, the HR function, and the recruitment/talent acquisition function which may or may not reside within HR)

Here are some recent trends:

In your experience:

What role does the job description play in the process?

Do more current trends such as the candidate experience, employer branding and pay transparency have a role in attracting great candidates?

Describe your company's process or the process of another company that you have researched or learned about first-hand.

Think about where you have you witnessed or heard about failures in the hiring process.

Has the pandemic meant you can focus less on candidate experience?

What about the Great Resignation or Great Reshuffle – do you see examples where companies are focused more on what candidates want rather than just what the company or the manager wants?

There have the example for homework 3 , you do not write a lot, just one page was enough

What role does the job description play in the process?

Job description is the eye catching part of applying for the job. When I am looking on LinkedIn I am looking for a job that is flexible with hours, good enough pay, implements qualities and knowledge I already have and making sure that the work environment seems happy given the description on the job posting. 

Do more current trends such as the candidate experience, employer branding and pay transparency have a role in attracting great candidates?

I think that current trends such as those listed above have a huge impact on attracting great candidates for many reasons. The first being candidate experience. Having experience is something that has always been relative. When a candidate has experience it allows them to learn the job quicker and have less difficulty. This is asked for in many job descriptions, at least 2-3 years previously in that field or a field related. Secondly employer branding attracts great candidates because it allows for the candidates to really see the company or brand before they decide that this is where they want to be working the next couple of years. Pay transparency means a lot as well when it comes to jobs who are able and willing to hear what the candidate has to say in terms of payment. 

Describe your company's process or the process of another company that you have researched or learned about first-hand.

The hiring process at Planet Fitness is very interesting from the research I have done so far. When interviewing with PF multiple previous employees stated that there is a three step interview process for most positions. This is to ensure that candidates implement the "judgement free zone" as well as making sure employees have recollection of how to use and demo the machines inside of PF. Other aspects of the hiring process include background checks, looking for experience for different roles at PF and including the aspect of hiring anyone who is interested in learning more about fitness as well. 

Think about where you have you witnessed or heard about failures in the hiring process.

Most failures that I have heard about during the hiring process comes from the person who applied. I was a part of a companies hiring process when I worked at a boutique years ago which resulted in many applicants not returning calls, finding interest in other positions, or they could not do the job well enough to stay. Another aspect that I see failure is in communication sometimes with members of the company who have already been there long enough and should know how to get the hiring process in motion. Sometimes these employees are not timely enough which can also cause the applicant or new hire to lose interest in the position. 

Has the pandemic meant you can focus less on candidate experience?

With the pandemic being such a big part of why organizations and companies have difficulties today brining in candidates with experience, Planet Fitness has always allowed for the receptionists or front desk clerks to not have required experience beforehand. This can be seen as a positive thing for students who may have just started working since they could not get part time first jobs in the past 2 years. Ultimately if it is a role where there is training required, important information being funneled through and having a time frame, experience is what you need. 

What about the Great Resignation or Great Reshuffle – do you see examples where companies are focused more on what candidates want rather than just what the company or the manager wants?

Since the pandemic, I have seen great reshuffle prevalent in almost every company. Employers during this time were very open to letting those who can work from home, work from home and those who ultimately had jobs that weren't necessary were unfortunately laid off. Other aspects of the pandemic have brought to light that there are multiple different companies that are primarily moving their organizations to at home rather than in office since Zoom has been the savior when it comes to organizations. I absolutely see companies are focusing on what can make them successful, but also what the candidates want in terms of working from home or in office.