This is a continuation from the question you completed for me previously. Webpage in which the position was located: https://chevron.wd5.myworkdayjobs.com/jobs/0/refreshFacet/318c8bb6f553100021d223d9780d30be Occupational Health Nurse: https://chevron.wd5.myworkdayjobs.com/en-US/jobs/job/Houston-Texas-United-States-of America/Occupational-Health-Nurse_R000003371-1 The entire group assignment is Week Five - Phase Three - Sourcing the Position This week you will begin by determining your employee brand and based on this plan, you will develop the Job Rewards Matrix. These are very important steps to complete before you decide on your recruiting sources which will be included in your Sourcing Plan. Then, before you begin recruiting you must decide on the metrics that you will use after you have brought that talent into your organization to determine whether or not your effort was successful. Please do this phase in the following order. Then, submit the following information: I am responsible for what is in red ONLY. Employer branding o Based on the four functions (4Ps) in the Week Three video "Jim's Dilemma Part 2: Employer Branding," develop the employer brand for your assigned organization. Based on the employer brand and the potentially qualified candidate, develop a Job Rewards Matrix (4-15 in the 4th edition of your textbook) for your position. 😀 (This is what I am responsible for) Create a Sourcing Plan. When creating your sourcing plan, be sure to do all of the following: o develop a profile of desirable employees (develop a picture in words of who your ideal candidate would be (be sure not to violate any anti-discrimination laws - age, etc.), o analyze the effectiveness of different recruiting sources for your position (develop tables similar to Table 6-4 in the 4th in your textbook), and o match the recruiting sources to the firm's strategic goals, staffing goals, employer brand image, and employee profiles. Recruiting Metrics o Name and describe the recruitment metrics that you would use to determine if your recruitment effort for this position was a success. Each metric should be measurable. Discuss the acceptable measure for each metric that would indicate a successful employee. Include the acceptable level for each metric. TABLE 4–15 • The Job Rewards Matrix for a Purchasing Manager's Position Reward To Whom the Reward Might Appeal Amount Differential Stability $32,000/year average 1. Competitive base salary $30,000–36,000/ year Most workers Changes based on market conditions and firm performance 2. Benefits Stable Most workers Comprehensive health and dental insurance, 401(k), 10 personal days/year None-all workers receive the same benefits package 3. Performance- 4 percent average Ranges from 0 to 15 percent Can change based on firm's performance based pay Workers who value making and being rewarded for individual contributions 4. Promotion opportunities Average person is promoted within three years Can be as early as 18 months; some never get promoted Workers who desire career advancement Varies depending on the manager's performance and company's needs Above average Fairly stable 5. Having individual responsibility for tasks Based on skills and job performance Workers who value making individual contributions Above average Fairly stable 6. Doing different tasks every day Fairly consistent across employees Workers seeking skill development
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