Employee Recruitment. Management Term Paper Essay Assignment

please choose one of four WSJ articles and write a term paper, all requirements are in the prompt. please read the prompt carefully.

MGT 380 – FALL 2019 TERM PAPER ALTERNATIVES For your term paper, you must choose ONE of the following assignments. Use APA for formatting. Your paper will be 4 – 6 pages in length. Turn in your papers through Turnitin.com. The link will be in Canvas. OPTION 1 – Human Resources Interview Interview a senior manager in human resources. Your paper will focus on four primary areas: 1. Explore with your interviewee what the importance of Human Resources is to the overall success of the company. Ask for specific examples. 2. How does Human Resources support the culture of a company? Again, be specific. 3. How specifically does Human Resources contribute to the strategic plans and strategic goals of a company? 4. Explore with your interviewee how Human Resources can position itself to “have a seat at the table.” 5. Ask your interviewee why they chose HR as a profession and how they got started. 6. Ask your interviewee how a new graduate can get their foot in the door and what knowledge, skills and traits someone new to the profession must possess as a minimum. OPTION 2 – WSJ Article on Training The digital revolution that is changing entire industries will require workers with the new skills needed to operate in an increasingly automated world. As TSYS, one of the world’s biggest processors of credit card and other cashless payments was shifting away from mainframes to the cloud, it decided to focus on retraining its existing workforce rather than relying primarily on hiring new workers. Firms like TSYS that lack the market cachet of a tech brand like Amazon might find it difficult to recruit enough new workers with the high-tech skills increasingly in demand by employers. Not all workers will be receptive to retraining efforts, but TSYS felt it was important to take its long-time employees with it as the company worked to transform itself. Read the Wall Street Journal article “An Aging Workforce Retrained Itself for the Cloud and Found Stress, Payoff” by Vanessa Fuhrmans, dated October 27, 2019. (Posted in Canvas) Then answer the following questions. 1. How might the training needs for an older workforce differ from younger learners? 2. What best practices should companies follow when helping their employees retrain for new positions? 3. What steps should a company take to develop effective retraining efforts? 4. How can companies identify employees who are likely to be the most successful at constantly updating their skills? 5. What actions do you need to take to ensure your skills are still relevant in tomorrow’s workplace? 6. How would you analyze the advantages and disadvantages of retraining workers versus replacing them? When should companies opt to replace workers rather than invest in retraining? OPTION 3 – WSJ Article on Benefits An increasing number of companies are offering financial benefits to help their workers with student-loan debt. Young workers with high levels of student-loan debt are likely to delay saving for retirement. Student-loan debt also affects employees’ well-being and focus at work. To address these concerns, some companies are matching student-loan repayments with contributions to a 401(k) plan. Other companies allow employees to apply the value of unused vacation time or health insurance to their student loans. Unless workers start saving for retirement when they are young, they will need to increase the rate at which they need to save for the rest of their lives. Read the Wall Street Journal article Employers Try a New Perk: Matching Student Loan Payments With 401(k) Contributions by Anne Tergesen, Anne. Dated October 10, 2019 (Posted in Canvas) Answer the following questions. 1. What benefits are most desired by employees? 2. Why are employers increasingly focused on helping their employees deal with their student loan obligations? 3. Describe the various tactics that employers are using to help their workers deal with their heavy student-loan obligations. 4. How many days of paid days off would you be willing to sacrifice if your company made direct payments to your student loans for unused vacation time? 5. What actions should companies take to help their employees deal with other forms of debt besides student loans? 6. Why is it important for companies to help their young workers plan for retirement, even if they are not likely to still be working for the company when they are retirement age? 7. What are the best approaches companies can use to help their employees deal with their student loan obligations? 8. What is the extent to which a company’s benefits for student-debt relief would impact your decision to accept or stay with an employer? OPTION 4 – WSJ Article on Employee Selection Employers want to hire people who will be a good cultural fit, but have a hard time effectively doing so. When employers try to hire for cultural fit, they may end up with an environment where new hires all look, think and act alike. Some hiring managers and potential employees confuse “cultural frills” such as craft beers and ping pong tables with cultural fit where employees mesh with a company’s goals and values. Hiring managers often fall victim to the looking-glass merit pattern where they tend to look for traits in candidates that make them feel good about themselves. Recent research shows that organizational culture is the most important factor in recruiting top talent but also shows that some 7% of younger workers say they dislike their employer’s culture so much that they intend to quit their jobs in the next two years. Read the WSJ article, “The Dangers of Hiring for Cultural Fit” by Sue Shellenbarger (September 23, 20119 – Posted in Canvas) and answer the following questions. 1. What is the importance of organizational culture? 2. What is cultural fit and what is it not? 3. What are the dangers of hiring for cultural fit? 4. How do you compare the hiring practices at Zappos with the companies profiled in the article? 5. What is the looking-glass bias and how can hiring managers avoid it? 6. What is the most unique interview question that you have been asked as part of the hiring process? 7. What insights do you think the interviewer sought to gain by asking it? 8. How can you look beyond the cultural frills that a company offers to determine if a company truly provides a good cultural fit for you? OPTION 5 – WSJ Article on Employee Recruitment In an effort to attract better talent in a tight labor market, employers are providing more details in their job descriptions. They are including specific details about salary ranges, descriptions of the typical week in the role, and insights into the downsides of a job. They are also tweaking the wording of announcements to be able to attract diverse candidates. Small changes in wording can make a position more appealing to women or older workers. Read the WSJ article by Chip Cutter “Employers Try New Language to Lure Job Seekers” (August 21, 2019 – Posted in Canvas) and answer the following questions. 1. How is the internet and social media impacting how employers recruit employees? 2. How are companies revising how they post job openings? 3. If an employer is seeking to attract more female applicants, how should it craft its job descriptions? 4. How can companies help applicants determine if a position is a good fit for them? 5. What are the advantages and disadvantages of providing job applicants realistic job previews as part of the recruitment process? 6. What would be best practices for developing realistic job previews? 7. Have you ever taken a job only to discover it was not what you thought it would be?