Develop an event process chain (EPC) diagram for the following staff-recruiting process at Yellow Brook Photography: • The current recruitment process for Yellow Brook Photography takes approximately 90 days. It begins when a manager completes a requisition and sends it to the Human Resources Department. The Human Resources Department reviews and assigns a number to the requisition and returns it to the manager for approval. He or she approves it, obtains the required approval signatures, and then returns it to Human Resources. • Next, Human Resources creates a job posting and announces the position internally through the company’s intranet, bulletin boards, or a binder of current job openings. Human Resources collects responses internally for eight days. After that, Human Resources solicits résumés from external sources by advertising in newspapers and online. Human Resources then prescreens the résumés and forwards information on qualified candidates to the hiring manager for review. The hiring manager tells Human Resources which candidates should be interviewed. Human Resources conducts brief phone interviews of candidates recommended by the hiring manager; if the phone interview is promising, Human Resources schedules an on-site interview. Candidates interview with the hiring manager and with a Human Resources staff member. Human Resources records the interviews in an applicant flow log. • Once a candidate is selected for hire, Human Resources and the hiring manager prepare an offer, and a background check on the candidate is initiated. Then, the hiring manager must approve the offer and obtain the required approval signatures on a job offer approval form. Subsequently, the hiring manager extends the offer verbally to the candidate, while Human Resources sends the written offer, including an employment start date. Once the applicant accepts the offer, a drug screening is scheduled for the candidate, who must also sign the offer letter and return it to Human Resources. At that point, Human Resources notifies the hiring manager of the candidate’s acceptance. Finally, if the drug test comes back negative, the new employee completes new-hire orientation on the first day of work
Develop an event process chain (EPC) diagram for the following staff-recruiting process at Yellow Brook Photography:
• The current recruitment process for Yellow Brook Photography takes approximately 90 days. It begins when a manager completes a requisition and sends it to the Human Resources Department. The Human Resources Department reviews and assigns a number to the requisition and returns it to the manager for approval. He or she approves it, obtains the required approval signatures, and then returns it to Human Resources.
• Next, Human Resources creates a job posting and announces the position internally through the company’s intranet, bulletin boards, or a binder of current job openings. Human Resources collects responses internally for eight days. After that, Human Resources solicits résumés from external sources by advertising in newspapers and online. Human Resources then prescreens the résumés and forwards information on qualified candidates to the hiring manager for review. The hiring manager tells Human Resources which candidates should be interviewed. Human Resources conducts brief phone interviews of candidates recommended by the hiring manager; if the phone interview is promising, Human Resources schedules an on-site interview. Candidates
interview with the hiring manager and with a Human Resources staff member. Human Resources records the interviews in an applicant flow log.
• Once a candidate is selected for hire, Human Resources and the hiring manager prepare an offer, and a background check on the candidate is initiated. Then, the hiring manager must approve the offer and obtain the required approval signatures on a job offer approval form. Subsequently, the hiring manager extends the offer verbally to the candidate, while Human Resources sends the written offer, including an employment start date. Once the applicant accepts the offer, a drug screening is scheduled for the candidate, who must also sign the offer letter and return it to Human Resources. At that point, Human Resources notifies the hiring manager of the candidate’s acceptance. Finally, if the drug test comes back negative, the new employee completes new-hire orientation on the first day of work
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