Develop a 6-page business report on a recruiting plan strategy for HR management and organizational leaders for the expansion of either Fleet, Farm and Home (FFH) or an organization of your choice. Introduction If you are choosing to base this assessment on Fleet, Farm and Home, view theFFH Setting the Stagemultimedia to help select a new FFHlocation and to recommenda recruiting plan strategy to support this organizations expansion. Consider the following: A typical FFH store will need to hire roughly 100 part-time and full-time employees to properly staff it. A preferred candidate would have 12 years of college and 1 year of retail or customer service experience. A primary concern about each of the following locations under consideration is the availability of qualified applicants:Ottumwa, Iowa. Ottawa, Illinois. Grand Island, Nebraska.
If you choose to use your own workplace (or an organization you are familiar with), use similar education and work experience requirements for potential candidates as well as three U.S. markets that fit with your selected organization. Use federal, state, county, and city government websites, including Chamber of Commerce or local visitor bureau sites, or any appropriate resources, to develop the data and information needed to guide the decision-making process for FFHor for your own workplace or selectedorganization. Demonstration of Proficiency By successfully completing this assessment, you will demonstrate your proficiency in the course competenciesthrough the following assessment scoring guide criteria: Competency 1: Apply legal standards in human resource management decision making and practice.Assess laws that impact FFHs (or a selected organizations) recruitment strategy.
Competency 2: Use data to support human resource management decision making.Compare the labor markets for each selected location.
Competency 3:Develop human resource management strategy recommendations to support organizational goals in a dynamic environment.Recommend a locationto support FFHs (or a selected organizations) expansion plans.
Competency 4: Develop strategies to address HR needs and opportunities for a multicultural and inclusive workforce.Analyze resources for recruiting minorities.
Competency 5: Communicate human resource management needs, opportunities, and strategies with multiple stakeholders._Communicate in a manner that is professional and consistent with expectations for human resource professionals and masters-level programs.
Instructions Develop a business report on a recruiting plan strategy for FFH or your selected organization. You may decide what elements to incorporate into your business report, but be sure to include the following on whichHR management and organizational leaders canbase their decision: Compare the labor markets for each selected location. Include the following in your analysis:Populations. Unemployment rates. Median incomes. Educational levels of the work force. Other relevant data. This could include ages and workforce diversity, for example.
Assess laws that impact FFHs (or a selected organizations) recruiting strategy. Analyze resources for recruiting minorities. Research at least two credible sources for recruitment. Recommend a locationtosupportFFHs (or a selected organizations) expansion plans.Explain how each source usedsupportsyour recruiting recommendations. You should have at least five identified sources for your plan. Your recruiting plan strategy should demonstrate graduate-level writing skills through the accurate communication of thoughts that support a central idea and use of correct grammarand mechanics as expected of a human resources professional. Additional Requirements References:Support your analysis with at least five academic, scholarly, or professionalresources from the Capella University Library. Format:Resources and citations are formatted according to current APA style and format. Length:Sixpages, in addition to a title page and references page. Font and font size:Times New Roman, 12 point. Save this activity to yourePortfoliofor future reference in the workplace.
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