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Essay Instructions: Prepare a course paper, approximately 12??"15 pages in length (excluding appendices), on a topic related to the theme of Strategic Staffing.

A list of example topics for course papers is provided below to provide some ideas. However, these are examples only. Please feel free to consider other staffing-related topics that are of interest to you.
• Alignment of staffing strategy with organizational strategy.
• Internet staffing methods compared to traditional staffing methods: time, cost, quality, and retention.
• Effects of utilizing realistic job reviews on employee selection, performance, and retention.
• Current developments in job analysis.
• Breaking the glass ceiling: Sociological, legal, and organizational issues.
• Current issues: Managing the flexible workforce.
• Current developments in selection testing and validation.
• Defining the new careers of the 21st century and implications for staffing strategies.
• Requirements and implementation strategies for a staffing management information system.
• Developing innovative mobility paths for career development: Parallel tracks and lattice tracks.


******The paper should include*****

- 1 page (first page) which states and describes the specific topic

- Describe the strategic staffing topic that you have selected and identify why it is significant. Present any background or facts that will enable the reader to clearly understand the issues.

- Identify and clearly state the issues or problems. Remember, that what appears to be the strategic staffing problem may actually be just a symptom of a bigger problem??"dig deep to be sure you've identified the real problem(s). If there appears to be more than one problem/issue, decide if they are separate or related issues. Keep the problem statement short and concise. Specify whose point of view you are taking to identify the problem.

- Connect the problem to a specific topical area of work in Strategic Staffing. Name the topical area (e.g., high rate of voluntary turnover of valuable employees). Then write your synthesis of at least four scholarly or professional studies or articles that seem relevant to your inquiry.

- Provide an identification and description of the causes of the problem/issue. Be sure the causes you identify relate directly to the problem/issue. A critical element of the strength of this section is to apply concepts and models from our text, from class discussions, and from your literature review. Discuss the concepts, ideas, or insights that are most valuable in helping you make sense of the causes of the staffing problem. Support your analysis with reference to appropriate research.

-Suggest consequences to the organization in the next year, two years, or more if nothing is done differently and no actions are taken to address the causes of this problem.

- Recommend a more desirable state of affairs (behaviors); compare this state to what happens if no changes are made; and propose at least two action steps that will leverage the organization toward the more desirable state. Describe exactly what should be done and how it should be done, including by whom, with whom, and in what sequence.

-Think about this assignment and write a well-thought-out reflective statement about how this assignment influenced your personal, academic, and professional leadership and managerial development.

You must use no less than eight resources. Cite all sources.
All references must be cited in two places: within the body of your paper and on a separate reference list.

Essay Instructions: ****Make sure the writer knows proper English grammer, very important!** this is the first time I use this company as I have had dissapointing results from a few others.

Objective

To create an example original Strategic Staffing Handbook that contains many of the vital tools used in the staffing process. Work must be original, meaning written by the student. Minimal borrowed material is permitted (no more than 10%) and must be cited via APA.


Guidelines and Milestones

Guidelines

You are the new HR Business Partner at a fictitious medium-size organization and it is your job to create an original (not copied from the text or other sources) handbook with many of the tools needed in the strategic staffing process. The body of the project should develop the following staffing tools:

A definition of strategic staffing that supports the requirements of the organization.
A description of the job analysis process and an example job analysis format.
The approach to posting a position and the related rationale for taking that approach. Plus, a short example job posting.
An example application form and an explanation of how it should be implemented and related reasoning for the approach recommended. Make sure your application form contains only legally permitted inquiries. (The corrected application form from Week 5 cannot be used.)
Layout the interview process: (a) what is the organization’s interview philosophy? (b) provide some examples of good (non-generic and legally acceptable) interview questions.
Describe the organization philosophy and approach to pre-employment testing and assessment (performance, background/criminal, drug, etc.).
Add in three other elements that you feel are important to the staffing process.
It is okay to use information from your prior course assignments to help build this project (except the Week 5 Application Form). In the end you should have a Strategic Staffing Handbook that you can use for reference in the future. Build this assignment for yourself!

The course project should be between 10-12 pages in length, double-spaced.

*** I will submit this and additional instructions along with the outline for this asisgnment that the writer should follow. **
There are faxes for this order.

Essay Instructions: Guidelines

You are the new HR Business Partner at a fictitious medium-size organization and it is your job to create an original (not copied from the text or other sources) handbook with many of the tools needed in the strategic staffing process. The body of the project should develop the following staffing tools:

* A definition of strategic staffing that supports the requirements of the organization.
* A description of the job analysis process and an example job analysis format.
* The approach to posting a position and the related rationale for taking that approach. Plus, a short example job posting.
* An example application form and an explanation of how it should be implemented and related reasoning for the approach recommended. Make sure your application form contains only legally permitted inquiries. (The corrected application form from Week 5 cannot be used.)
* Layout the interview process: (a) what is the organization’s interview philosophy? (b) provide some examples of good (non-generic and legally acceptable) interview questions.
* Describe the organization philosophy and approach to pre-employment testing and assessment (performance, background/criminal, drug, etc.).

I already have the first part done, just add 9 more pages to the body of the paper and the conclusion.

Essay Instructions: To the researcher
This paper is to prepare a Strategic Staffing Plan to Human Resources at the company called Entergy. The paper will be presented to the Vice President of Human Resources. The specific department, which needs to be analyzed, is Design Engineering Configuration Management. The approximate number of employees and general demographics of the department, office, or are three drafters, one African American male age 52, two American whites males ages 35, one American white supervisor age 54, one American white female Senior Engineer age 49 , one African American male Senior Associate Engineer age 46 .

We have and unlimited budget to invest in a staffing plan in terms of travel, job fairs, advertisement etc. Design Configuration is understaffed by one position however, we must consider those at the early retirement age which must be considered in our staffing strategy.

The posted position for employment is Engineer a very versatile, energetic, capable in with a knowledge of nuclear Engineering plant components.

The Company Entergy for description information that must be discussed but must be summarized is as follows Entergy Mississippi serves approximately 420,000 customers in 45 of Mississippi's 82 counties. The customer numbers break down this way:
Residential 351,274
Commercial 60,338
Industrial 3,915
Governmental 4,036
(As of 12/31/04)
Entergy employs approximately 1,800 people in the state. There are over 670 Entergy retirees living in Mississippi.
At Entergy, we live and work by a system of shared values intended to guide our interactions with our customers, investors, employees, contractors, and vendors. These values are:
Create and Sustain a Safe Work Environment
Possess a Winning Spirit
Focus on Our Customers
Grow the Business
Be Active Team Players
Treat People with Respect
Aggressively Look for Better Ways
Take Actions to Achieve Results
Above All, Act with Integrity.

Focused, Integrated Strategy

Entergy's integrated strategy is to focus on customer service and reliability in its core utility business and to focus on its core capabilities - nuclear generation and wholesale energy services - in pursuit of growth. Entergy links knowledge and experience across its businesses for successful execution of its strategy. And these businesses work together to create value through an integrated wholesale energy strategy.
Consistent performance requires continual adjustment to changing conditions. And the ability to respond to changing conditions requires clear, decisive points of view founded on deep market knowledge and sophisticated analysis.
Entergy executes its strategy with decisive points of view about its business and markets.
Our Strategy Starts With Excellent Service. Maintaining strong customer service and reliability in our utility business is essential to our success.
Credit Quality Matters. Financial integrity is fundamental to strong performance and flexibility in pursuing growth.
We Use A Decisive Point of View to Point the Way in Changing Markets. A successful strategy must see the possibilities in market conditions. Point-of-view execution in a changing marketplace is a key strength of our energy commodity services business.
Our Strategy Brings Together Our Point of View and Our Capabilities. Entergy was early to recognize the growth potential in nuclear generation and has built a leadership position. We can now draw upon the advantages of scale and scope, and the expertise we have developed, to drive continued growth.
The main focus must how to deal with the Overall Staffing Strategy, Who will be responsible for staffing and the company policy on outsourcing. A Job Analysis of the Engineering position must be performed and how we will conduct it.
The Employment laws with the affected position must be discussed. How we will plan for external influences that will affect our staffing effort. How policy plan for forecasting, succession planning or use of temporary employees might be use for future staffing. How will we use a policy plan for internal and external recruitment? How we use a policy plan for internal and external selection. Plan for making an offer and a policy to guard against negligent hiring, orientation of the new employee and finally a plan for retaining employees.