DEVRY MGMT410 WEEK 3 AND WEEK 4 DISCUSSIONS

| November 24, 2016

Question
WEEK 3

Interviewing (graded)
Interviewing methods are extremely varied so this thread should be quite exciting. Please bring into this thread your depth of information and experiences, and feel free to share the good, bad, and ugly interviewing situations you have experienced, both as interviewer and interviewee.

To start, here are a few questions. Pick one or two and provide your answer, along with any experience that you may have had. Feel free to find information online about interviewing skills, tactics, or questions to assist you this week. Cite your sources!

What types of interviewing styles are there, and which do you prefer using (or being used on you?)
Have you experienced a group interview? If so, explain how that went. If not, research it and explain how you might set one up as an HR manager.
Have you ever been part of any of these: stress interview, STAR interview, situational interview, or panel interview? If so, explain one of them and provide your experience, good or bad. If not, research and provide information about how you might prepare to be interviewed in this manner.
Before you post anything in the discussions each week, please read the “READ ME” posts seen below. There may be one or many as each week starts. In addition, NEVER use the respond button within this actual topic, use the respond buttons within the conversations below.

Recruitment and Selection (graded)
Effective recruitment and selection help organizations gain competitive advantages. This discussion will help us review some best practices. To start, pick one of these questions, and provide a well-reasoned, supported response to it. Be sure to provide text, Web-based, life experience, or scholarly source(s) to support your ideas (and cite them, if needed). Assume that we have solid job descriptions for the positions we are filling and now we need to find the perfect people to fill those seats.

How does the size and location of your company impact how and where you will recruit your new employees?
Is it easier or harder to find good employees during times of high unemployment? Why do you say this? (Provide examples/statistics or research to back up your statement.)
How does the wording of your want ads (and placement of those ads) determine who applies for your job openings?
How does the current make-up of your organization dictate where you will look to fill your openings?
Before you post anything in the discussions each week, please read the “READ ME” posts seen below. There may be one or many as each week starts. In addition, NEVER use the respond button within this actual topic, use the respond buttons within the conversations below.

WEEK 4

Employee Orientation (graded)
Employee orientation is handled differently in each organization. Let’s talk about this in both the theoretical perspective as well as in practical terms. Here are a few questions to get started.

Should companies offer formal orientation programs for all new employees, or should they be designed and run by each individual supervisor, manager, or department head? (Support your answer.)
Explain some purposes for having employee orientations.
Give an example from your own experience of the first weeks on the job, either with or without an orientation program, and how you felt orientation helped you settle in (or, if you didn’t have an orientation, how that impacted your view of that job).
Pick one or two of the above to get started, and we will discuss further throughout the week!

Before you post anything in the discussions each week, please read the “READ ME” posts seen below. There may be one or many as each week starts. In addition, NEVER use the respond button within this actual topic, use the respond buttons within the conversations below.

Individual Development and Career Management (graded)
Review TCO 9 listed at the top of the page. Many of you may have or do work for an organization in which “career development” takes on a bit of a life of its own, and has a very invested HR department that assists with, motivates, and encourages employee career development.

Others of you may work (or may have worked) for an organization—where absolutely no career development occurs.

There is a dual mindset of how involved a company or HR should be in its employees’ career development, but ultimately of course, a person needs to take responsibility for his or her own career options.

This week, let’s focus on the multiple aspects by starting with these questions:

How important is career development to you?
How much do you want your HR department to involve itself in your career development?
How much, as a future HR person (if you plan to be one), would you want to be involved in your employees’ career development?
Explain your answers.

Before you post anything in the discussions each week, please read the “READ ME” posts seen below. There may be one or many as each week starts. In addition, NEVER use the respond button within this actual topic, use the respond buttons within the conversations below.

Get a 30 % discount on an order above $ 5
Use the following coupon code:
CHRISTMAS
Order your essay today and save 30% with the discount code: CHRISTMASOrder Now
Positive SSL