Staffing Handbook Template for HRM410 Course Project

HRM410 Course Draft and Final Version Template Student Name: Raquel Campo Instructions :  Use this template for all drafts of your project (your Handbook must have parts 1 -4 completed for full-points consideration—this will likely be 3 to 4 full pages) and 100% complete for the final version. o Individual Course Project I (due in Week 3) o Individual Course Project II (due in Week 6) o Individual Course Project III (Final) (due in Week 8)  Remember, this is a Staffing Handbook , not an Employee Handbook  Remember that no more than 20% of the Handbook can be from borrowed material- both draft and final version (so plan accordingly on any borrowed material used). The majority of the Handbook must be original—meaning written by the student. ALL sources used (textbook, Internet, etc.) must be cited via proper APA citations ( both in-text with quotation marks and a References section). This includes any forms or samples in the Handbook. Everything in the Handbook will count towards the “no more than 20% borrowed” requirement, including any forms and/or samples. It is advisable if you create these yourself, if applicable. However, if you utilize (and cite) a form/sample from another source note that images of forms/samples are NOT permitted. They must be text-based so they are readable by Turnitin.  See the Course Project tab for lengthier descriptions of each section. The specifics of the requirements of each section are NOT included here.  Text font can be no larger than 12.  You do not need to include a table of contents but can if you wish.  Be sure to insert your fictitious company name, where needed, in the Handbook below.  Your Handbook must be full 12-15 pages (not including this page, the cover page, table of contents, or any reference page), double-spaced. You may single-space any forms or samples you create.  Note that the spacing placed between sections is for illustration purposes only. Some sections you write may be longer than others. However, remember the final page count of text required (12-15 full pages).  File Naming Convention for Submitting Drafts and Final Version: LASTNAME_HRM410_Draft_I_ CourseProject.doc (or .docx), LASTNAME_HRM410_Draft_II_CourseProject.doc (or .docx), LASTNAME_HRM410_Final_ CourseProject.doc (or .docx) Proceed to the next page to begin creating your Handbook.

STAFFING HANDBOOK BCG Beauty Handbook Date: Jan/2024 1

COMPANY BACKGROUND Our company was founded in 1899. 2 brothers and a sister have always admired the beauty in paint. Their parents bought, fixed up and sold homes, so the children admired making things beautiful. This is why they started their own paint company; to transform the community. They called it BCG Beauty. Number of employees We are a medium sized company with 450 employees. Years in business We have been in business for 125 years. Strategic focus To be the best in class and most loved in the community for paints. To help beautify the world around us through independent retailers. We all have unique perspectives and qualities that we can share with others. Mission Our mission is to lead the paint industry and put a big emphasis on those who use our products, always have a strong commitment to our independent channel and continue our development of our products, services and experiences. We will continuously improve and be a world leader in the paint industry. Positions in Company We have a lot of positions under different departments. The departments are Finance, Human Resources, Information Technology, Legal, Marketing, Sales and Supply Chain. Purpose in the Paint Industry The purpose of our industry to transform lives and beautify spaces. The purpose of this handbook is to introduce management on our company and practices for recruitment. This guide serves as a tool for hiring managers as well as help maintain consistency for the way we hire. It helps align all of us to our mission, vision, values and culture. 2

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DEFINITION OF STRATEGIC STAFFING Before we get into how to staff, it is important to understand what strategic staffing is and why it is important. Below we define and explain the importance of choosing the right people. Strategic Staffing Definition Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization’s effectiveness. (Judge & Kammeyer-Mueller, 2021) The importance of Staffing Strategically Staffing strategically helps our organization to be as efficient and effective as possible. This is important to the longevity of our company; it is the reason we have been in business as long as we have. As managers it is important that we realize that people are the heart of the company. If we are intentional with hiring, we will have the people who fit into the company’s culture as well as help us do the work in the best way. A bad hiring decision will cost us in the long run and increase our turnover rates. The less turnover, the more our people are happy and the business thrives. Strategic Staffing Process Here you will find the detailed steps on how to have the most cohesive and successful hiring process. Step 1: Develop the hiring strategy. Put together the position(s) you are hiring for. What are the qualifications you need and what is the target date to have the position filled? Review the position as is, what is expected to change for it in the future and what skills & attributes should that candidate possess to be successful. Step 2: Define what success looks like? Before hiring, you want to make sure you define what success looks like. If you had the ideal candidate, what would that look like to you. How long would that take to find them? When could they start? What experience do they have? Step 3: Decide on hiring direct or going through a temp agency. This step may depend on the position. For the call center, you may want to consider temp to perm. For an accounting position, you would want to hire direct. Either way, do you want to have a probationary period? If using an agency, you can use the two agencies we already work with which is Monkay inc. and Carldent. 3

Step 4: Use technology where possible Technology can be very useful for technology. You can identify trends of the current job market such as expected pay, expectations etc. For resumes, this can help you as managers to sift through keywords for skills, competencies, experience etc. You can identify for the technology the requirements of the role you are hiring for. Step 5: Decide on interview quantity It is important to have a number of interviews in mind that you want to have for the position. If you get 100 resumes, you don’t want to interview all 100 people. Besides using technology to reduce the quantity of resumes, you also want to go through the remaining if it is more than you wanted. Decide what is a “must have” for the candidate and a “nice to have”. If you have more than enough resumes, the “nice to haves’ can be considered. Step 6: Decide on format & Setup interviews The format may change based on position. How many people do you want in the interview? Who will walk the employee in the building? Who will do the introduction of the interview? How many people will be in the interview room and how many different interviews will be conducted? Is there a practical application component to the interview? If the interviewee can do hands on work, you can get a sense of what they can do. What scenario based question would you ask? Step 7: Decide on candidates After each interview, take notes right away while it is fresh in your mind. Setup a post interview debrief to discuss with all others involved to get feedback. Discuss pros and cons of each interviewee and make the decision on who to hire. (Premier Staffing, 2023) Staffing Structure An integrated staffing management system can help organizations meet their strategic goals by ensuring that the workforce is aligned with the organization's mission, vision, and values. This can be achieved by developing staffing policies and practices that support the organization's goals and objectives, such as recruiting and retaining a diverse workforce, providing training and development opportunities, and implementing performance management systems. Now that we understand how we are going to go about this, let’s dig into job analysis to get started with our process. Job analysis is the foundation of successful staffing. (Judge & Kammeyer-Mueller, 2021) 4

JOB ANALYSIS Job analysis is the foundation and is very important to the staffing process. There are different way to perform job analysis so choosing the best one for what role you are hiring for is important. Choose from the following techniques. Job Content Gather all information about a position before communicating with your Human Resources Business Partner (HRBP). The target start date, skills necessary, hours of position etc. Requirements Communicate open role to your recruiter and Human Resources Business Partner. Figure out what the duties of the job are and draft, review, edit or revises job description. Communicates the skills required to recruiter or Human Resources Business Partner. HR will initiate the recruitment process and post the job on our career center. HR will forward qualified resumes to you for review. Competencies Collect information on company strategy and determine the KSAO’s based on those that match the overall strategy and job. HR will conduct a phone interview prior to interviewing with the manager. Compensation Look at the salary range in the market. Decide on a salary range for the job. Compensation for depend on interviewee skills, education and experience. Meet with HRBP to determine that is right for the role upon hire. LEGAL ASPECTS OF STAFFING It is very important to keep legal in mind as we continue the staffing process. There are major laws that can affect the way we staff here. Below are three we should keep in mind. 5

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Age Discrimination in Employment Act  Prohibits discrimination against persons 40 years of age and over.  Promotes the hiring, promotion, and other terms and conditions of employment of older people.  Requires hiring decisions based on abilities rather than age. (System Human Resource Services, 2024) Here are some questions you shouldn’t be asking.  How old are you?  When did graduate?  When were you born? Pregnancy Discrimination  Prohibits discrimination based on pregnancy.  Women affected by pregnancy, childbirth, or related medical conditions shall be treated the same as non-pregnant employees for all employment-related purposes, including fringe benefits. (System Human Resource Services, 2024) Here are some questions you shouldn’t be asking.  Are you pregnant?  What are you deciding to do when you have your baby?  Are you planning on having children?  Do you have any children?  How old are your children? Americans with Disabilities Act (ADA)  Requires facilities to be accessible to the disabled.  Prohibits employment discrimination on the basis of disability. 6

 Prohibits pre-employment medical inquiries and examinations.  Prohibits an organization from excluding a qualified person if he or she can perform the "essential functions" of the job either unaided or with "reasonable accommodation." (System Human Resource Services, 2024) Here are some questions you shouldn’t be asking.  Do you have a disability?  Do you take prescription drugs?  Do you have any medical issues? Individual Course Project I (due in Week 3). Your handbook must be completed to this point for the draft due in Week 3 and should be approximately 3 to 4 full pages. RECRUITING 7

Sample Posting SELECTION Interview Process Interview questions (at least 8) which are legal, non-generic, and specific to the position. Pre-employment Tests and Assessments Individual Course Project II (due in Week 6). Your handbook must be completed to this point for the draft due in Week 6 and should be approximately 3 to 4 full pages. PERFORMANCE MANAGEMENT 8

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RETENTION CLOSING SUMMARY 9

References Instructions:  List any sources (in APA format) you used in your Handbook for material you did not write, including material from the textbook, the Internet, or any other source.  As a reminder, no more than 20% of the content above in your Handbook can be borrowed. The rest must be written by you.  Any References listed below MUST also be cited within the text above (within your Handbook) with quotation marks and the source noted and vice versa. (In other words, you must have any sources noted in your Handbook included here and any sources noted here must be cited in-text in the Handbook as well.)  Remove these instructions from this section after you have completed your References list. Individual Course Project III (due on or before Saturday of Week 8). This is the FINAL version of the Handbook. All previous sections should be complete. This last section should be approximately 3 to 4 full pages. 10

HRM410 Course Project template - Week 3

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