Recruitment and Retention Strategies for HR Professionals

1 4-2 Project One Recruitment and Retention Package Sarah Villanueva Southern New Hampshire University HRM: 300 Creating Employee Experience Professor Weight November 19,2023

2 4-2 Project One Recruitment and Retention Package As and Human Resources specialist for the Shoes Company that manufactures shoes I will be creating a recruitment and retention package for a management tool. I will be going over the following: turnover analysis, editing the job description, job advertisement posting, interview questions, and drafting a memo. Turnover Analysis Due to the turnover rate being so high an exit survey was conducted to see exactly why employees were leaving the company. After reviewing the data collected as shown above from the exit interviews it came to the realization that there are many reasons why employees keep leaving the company. One of the biggest reasons is employees not feeling safe when operating the equipment. Out of 100 employees 28 employees gave that response on why they primarily left the company. Twenty-five stated they did not feel connected to the team and 21 stated that they did not receive enough training. Next, 7 stated they did not think there was an opportunity to advance, and 7 others stated that their job did not match what was described to them. Also, 5 stated they never received feedback from their manager while 4 stated they did not have the tools or resources necessary to complete the work. Lastly, 1 person stated that the pay was not algin with the job expectations. There are many things we can fix. Therefore, we will be adding new rules so we can reduce the turnover rate. This will help our company to succeed.

3 I did not feel connected to the team I did not feel safe operating the equipment I did not find the benefits to be of value to me I did not get feedback from my manager I did not have the tools or resources necessary to complete the work I did not receive enough training I did not think there was an opportunity to advance The job did not match what was described to me The pay did not align with the job expectations 0 5 10 15 20 25 30 Exit Survey number of responses Reasons for leaving Job Description We are looking for a devoted footwear production associate to work in a manufacturing setting. They are to inspect products for any discrepancies and make sure the features match the company’s requirements. Obligated to help in the assembly line and packaging the products in a safe manner. There might be some heavy lifting that may be required, up to 25 pounds. This position may include a long period time of standing however, some roles are performed seated. Moreover, the station will be routing every four hours at a time. Production associates will receive the proper training to operate the machines. Lastly, there is an opportunity to grow and advance to the Footwear Production Associate II position or into lead roles. Job Title: Footwear Production Associate Department: Manufacturing Department Reports to: Footwear Production Management

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4 FLSA Classification: Nonexempt Job Grade: GS-2 Job Summary A footwear production associate is an entry level position that operates and handles machinery equipment. You will learn the process of our lightweight shoes and get the full experience of what is to be expected as they grow with the company. Duties and Responsibilities:  Inspect product to meet regulations  Help in the assembly and package products  Overseeing and chose the types of materials in production  Use, maintain, and ensure the proper use of equipment  Use measuring tools but not writing extensively or performing complex mathematical calculations  Keep a report of damage or lost items Required Knowledge, Skills, and Abilities:  Operation and control of equipment- training is available  Reading Comprehension  Strong attention to detail  Ability to work effectively in a team environment Education and Experience:  High school diploma or GED  Assembly line experience but will train  Operate machinery experience but will train

5 Physical Requirements:  Ability to lift maximum of 25 pounds Work Environment:  Rotating workstations every four hours  Flexible work hours  In office  Overtime offered. Job Advertisement (Posting) Our shoe manufacturing company has been part of the community since 1980. We design crafty and high-quality shoes worldwide. Our company is seeking footwear production associates who are comfortable with using machinery. Starting out as a footwear production associate you will play an important role in the success of our shoes. We will provide all the necessary tools and equipment so you can work safely and efficiently. If you are looking for growth, no problem! Come join our team because we invest in our employee training and development so you can build your future along with ours. We have team building experience so team members can stay connected. The pay rate is $21.50 an hour and the work schedule from Monday to Friday between 8:00am to 5:00pm. With our manufacturing company we offer benefits which include: 401(k), medical insurance, dental insurance, vision insurance, life insurance, disability insurance, flexible spending account, paid time off, vacation and 10 paid holidays. A bonus may be offered to every six months. Most importantly we are an equal opportunity employer, and all qualified applicants will be given consideration for employment with us without any discrimination to race, color, sex, national origin, religion, disability, or any other characteristic protected by law. Please visit our website to apply.

6 Interview Questions There are two interview questions to ask candidates for selecting talent for this role. First, what are your greatest strengths to a company? This will see if their strengths align with the position. Also, this will help to see if their strengths will contribute to the company’s goals. The second question to ask is tell me about a time when you helped your team to overcome a challenge, what was the challenge, and how did you help find a solution? This is a behavioral interview question which assesses past behaviors that are linked to the prospective job (Judge, Kammeyer-Mueller, 2022). This will also predict how their future behavior will be. Memo To: Department Management From: Human Resource Specialist Date: November 19, 2023 Subject: Turnover issue I’m writing to inform the department of management that according to the exit survey we have major concerns about why employees are leaving the company. Our biggest reason for the turnover issue is because employees do not feel safe while operating the equipment. The next biggest reason is because the employees do not feel connected with the team. Therefore, will be implementing a new process so we can overcome the turnover issue. First, we will start having intensive training because we need to make sure employees feel safe when handling the equipment. We will start using color codes and label to warn for potential hazards. In addition, we will be upgrading tools and equipment to ensure safety.

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7 Furthermore, we will start having monthly team outings and every Friday we will hold a mandatory meeting in which management will start off with ice breakers. Both of these changes will help with employees bonding experience. In conclusion, this will be the new process effective immediately to avoid any more turnovers. We need to stay focused and be implanting this new process. If there are any questions or concerns, please send me a direct email so I can address them. Thank you, HR Specialist, Sarah Villanueva

8 References Employer responsibilities . Occupational Safety and Health Administration. (n.d.). https://www.osha.gov/workers/employer-responsibilities#:~:text=Make%20sure %20employees%20have%20and,follow%20safety%20and%20health%20requirements . Osasumwen Arigbe, P. O. A. 6. (2020, August 6). Can your job posting attract diverse candidates? . Blog.SHRM.org. https://blog.shrm.org/blog/can-your-job-posting-attract- diverse-candidates Production associate . Spherion. (n.d.). https://www.spherion.com/job-profiles/production- associate/#:~:text=What%20does%20a%20production%20associate,that%20products %20meet%20quality%20standards Judge, T.A, Kammeyer-Mueller, J.D (2022). Staffing Organization (10 th ed). McGraw Hill (US). https://prod.reader-ui.prod.mheducation.com/epub/sn_9327d/data-uuid- 13b97e1a80d64c44bbfbd2b45e91a0f1 Top interview questions to ask candidates . LinkedIn. (n.d.). https://business.linkedin.com/talent- solutions/resources/interviewing-talent/interview-questions-for-candidates

HRM 300 4.2 Project one

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