STAFFING FINAL PART ONE TOYS FOR EVERYBODY (TFE), a leader in its industry, is opening a new super duper store in Seattle in six months. TFE has 1250 stores located throughout the U.S. and is headquartered in Atlanta, Ga. There are 250 stores in the northwest U.S. The new store will have the following positions: Store Manager 1 HR Manager 1 HR Specialist (benefits) 1 HR Specialist (recruiting) 1 Assistant Managers 2 Department Heads 12 Asst. Dept. Heads 24 Buyers 5 Accountants 3 Computer operator (degreed)1 Executive Secretary 1 Office Manager 1 HR Clerks 4 Clerical Support 6 Sales Clerks 355 Warehouse Supervisor 1 Warehouse workers 12 Janitors 6 Develop an appropriate selection/recruiting plan for TFE and each of its positions at its new store in Seattle to include: Primary plan/secondary plan and rationale. including of when each job will be hired..before or after store opening (exactly when…2 days…3 months..why?) Qualifications: requirements/training requirements for each job Testing requirements including interview/screening/background requirements defend your choices and be sure to address the validity and reliability issues..what type, how,etc.) Timing of when you would bring them on 2. Page 272 #4 parts a, b, & c (have 3 score response stems for each). List the KSA that is being rated. Pick another KSA for the same job and develop two situations and 3 scored response stems. 3.The City of Lakewood has a test that it uses to screen potential applicants for the position of Fireman. It consists of 50 yard dash, scaling a ladder (for time), carry a heavy pack for a 100 yards, and all of this in a firefighting equipment….There is also a test using the fire axe to break thorough a door (also timed). The total score is used to screen applicants (100 point scale). The cut off score is 70. Many women applicants complain that the gloves and boots are too big and hurts their times…in fact none have passed the test. The City maintains the test is representative of the job of firefighter. Analyze and discuss and decide the case. What type of validity are they using? Explain it. Is this the appropriate type or should they use another? Is reliability an issue here? Why or why not. Explain and defend you answer. Any suggestions for improving the test and/or validation procedure? For the job below provide a list of at least 5-10 questions that could be used as part of a structured interview for the job listed below: (list the questions in order of importance). Technician Grips and set-up workers, motion picture sets, studios, and stages (O*Net: 53-7062.02) Arrange equipment; raise and lower scenery; move dollies, cranes, and booms, and perform other duties for the motion picture, recording, or television industry. • • • • • • • • Arranges equipment preparatory to sessions and performances following work order specifications and handles props during performances. Rigs and dismantles stage or set equipment such as frames, scaffolding, platforms, or backdrops, using carpenter’s hand tools. Adjusts controls to raise and lower scenery and stage curtain during performance, following cues. Adjusts controls to guide, position, and move equipment such as cranes, booms, and cameras. Erects canvas covers to protect equipment from weather. Reads work orders and follows oral instructions to determine specified material and equipment to be moved and its relocation. Connects electrical equipment to power source and tests equipment before performance. Orders equipment and maintains equipment storage areas. Sews and repairs items using materials and hand tools such as canvas and sewing machines. Produces special lighting and sound effects during performances, using various machines and devices. Prompt attendance and significant Overtime is required as well a long periods away from home. There is an Human Resource Director’s position open at you medium size firm of 1000 employees with plants/offices in three states. The position supervises 15 employees directly with 4 HR supervisors reporting to the position. Who would you select and why. Results of Assessment of Finalists for Human Resources Director Position Finalist 1 -Lola Vega Resume GPA 3.9/Cornell University B.S. Human Resource Management 5 years’ experience in HRM 4 years in recruiting Finalist 2 -Sam Fein Finalist 3 – Shawanda Jackson GPA 2.8/SUNY Binghamton B.B.A. Finance GPA 3.2/Auburn University B.B.A. Business and English 8 years’ experience in HRM 3 years HR generalist 4 years compensation analyst 5 years’ supervisory experience 20 years’ experience in HRM Numerous HR assignments Certified HR professional No supervisory experience 15 years’ supervisory experience Cognitive Ability Test 90% correct 78% correct 84% correct Knowledge Test 94% correct 98% correct 91% correct Structured Int. (out of 100 points) Question (f) (why do you Work?) 85 68 75 Ability to influence To do things you Promotions and others want to do earnings Spectator sports Basketball, tennis Question (g) Golf, shuffleboard (What are your Hobbies)?