6 case studytahira longusuniversity of

1. 6
Case study
Tahira Longus
University of Maryland Global Campus
HRMN 400
February 2, 2021
Question 1
I am afraid that I do not agree with the management strategies
employed by Cavanaugh, the recruiting manager. Since
Cavanaugh "believed" they did not have the capabilities of the
job, the recruiting manager did not accept the internal personnel
for the position. This was just her viewpoint and, in my mind,
not a rational one. Recruitment entails three major phases,
including preparation, recruitment, and hiring of staff:
Online Recruitment – It can help to attract a wider variety of

2. candidates by leveraging online tools. The value of using an
online website to recruit would be that you would get more
prospects with just what the work asks for. The downside of
using online recruiting is the number of candidates, but they do
not usually have strong credentials. Individuals also apply to
jobs when the ex is missing.
Job Fairs – Attending job fairs would have presented
prospective applicants for Cavanaugh and would have required
her to have a first-person interview. Employment fairs
encourage employers without necessarily making commitments
to have a face-to-face. A downside, though, is that job fairs can
take months to not send you any applications at all because of
the top technical role that was available.
Agency Help – Having an entity to assist in recruiting will save
Cavanaugh a lot of time and supply her with potential
applicants. Nevertheless, the downside is the amount of money
agencies demand for their services. Often, the organization does
not have the expertise of the job to obtain suitable applicants
because this position was very selective.
Question 2
When a resume was scanned by the HR department, the form
Cavanaugh used for recruitment was then forwarded to her. The
resume was then reviewed by Cavanaugh, and her selection was
carried out. Cavanaugh then set up a team to help administer the
interview and made her decision. She nevertheless recruited
him, even though the entire panel did not want to recruit Hobbs.
I totally comply with this strategy because there was a 3-1 ratio.
Other selection methods that could have been used are:
Preliminary Screening Process - A pre-screening scans
applications so you can get the most eligible individuals. A
significant part of running an organization is recruiting the best
employees, and that will go a long way to achieve potential
results. The selection process will help lead to a procurement
process that lets companies identify a viable and sustainable
workforce." (Author, 2017).
Structured Interviews – If you have several applicants for a job,

3. you can use a ranking to help narrow down the best potential
nominee. This approach will take time, but the pool of
applicants from the preliminary screenings can be narrowed
down (Mayhew, n.d.). The jury may have helped to see if Hobbs
is actually the right choice for this new job.
Vetting Candidates – A vital aspect of new jobs is vetting
applicants. This is where background checks and substance
testing are performed for recruiting managers. For both
organizations, this is really important. Before giving them jobs,
winning an award, or doing fact-checking before making any
decision, vetting is the method of doing a background check on
someone. In addition, properties are vetted to assess their utility
in intelligence processing. If you recruit someone who is not the
best person for the job, it will lead to a lack of productivity,
poor morale for staff, and high costs of training. Not to mention
that when the nominee eventually exits earlier than you thought,
you will be back at square one.
Question 3: Decision of the Hiring Manager
Although the job candidate met all the required job-related
skills, such as the technical skills needed to complete his job,
he lacked social skills. Therefore, he failed top wholly meet all
the required qualifications for the role. Indeed, social skills is
increasingly becoming one of the most 8important indicators of
employee performance, productivity, and success at work.
While the concept is not a new one, organizational scholars
continue to acknowledge it as an important ingredient in
enabling employees to interact with each other with
predictability, so that they can more readily understand each
other and be understood. Strong social skills can go a long way
in facilitating interpersonal interactions, which in turn result in
effective job outcomes. Moreover, social skills are also critical
in allowing an individual the opportunity to express both
positive and negative feelings in interpersonal situation without
losing reinforcement.
One of the most significant goals of an organization is to
promote efficiency and effectiveness that can result in corporate

4. success. Candidates who score high on technical competencies
but lack social skills may not easily execute their leadership and
conflict resolution skills because they lack the competence to do
so. Indeed, organizational success is often founded on
individual communications and their emphasis towards attaining
the required social skills. Although the candidate does not meet
such standards and expectations, he should be given an
opportunity to perform his assigned functions. However, the HR
team also plays an integral role in leading and implementing
employee empowerment programs. Although the candidate may
not be qualified to perform all the required duties and
responsibilities. The organization, too can train him by
launching learning and development, or mentorship programs to
impart lacking skills, such as emotional intelligence, leadership
competency, communication proficiency, as well as social
skills. These efforts can go a long way in perfecting the
employee’s performance and productivity.
Question 4: Prepared to Make Hiring Decisions
I believe that the hiring manager was prepared to make the
hiring decision. The position was not only vacant but it was also
requiring high levels of qualifications. Moreover, he believed
that internal employees would not sufficiently meet the newly
announced vacant job as they needed a new blood to generate
new ideas and perspectives into the tasks (Kosheleva &
Bordunos, 2018). As soon as the most suitable person was
found, he was fully convinced that the company had identified
the most suitable candidate for the opposition. When the HR
planning process indicates the need for additional work, the
organization has a number of choices to make. This may be one
of the first steps towards attaining a full-scale recruitment and
selection process. However, it sometimes requires hiring
additional employees. It may, for instance, be appropriate for
the organization to take into consideration alternatives to
recruiting, such as outsourcing or contingent labor as opposed
to hiring new and regular employee.
In the event that the latter is the case, the company may

5. adequately address the temporary fluctuations in work volume.
Thus, the simplest solution may be providing a part-time labor
or overtime work for existing employees. Nonetheless, the costs
of recruiting and selecting new workers can be staggering in the
sense that hiring new employees should take place only after
careful consideration and only when the organization anticipates
a long-term surge in work volume and need for additional labor
(Kosheleva & Bordunos, 2018). In this case, the company had
already assessed the job gaps and anticipated a long-term
increase on workload. As a result, it decided to declare a new
vacant position to meet the existing labor gaps. Therefore, the
careful HR planning must also consider the potential trai ning
costs that will be needed to fill the skills gaps identified by the
newly recruited employee.
References
Author, G. (2017, January 29). 10 Reasons to Screen Applicants
When You're Recruiting. Retrieved from
https://theundercoverrecruiter.com/screen-applicants-recruiting/
Kosheleva, S., & Bordunos, A. (2018). HRM systems effects as
a basis for strategic HR
Mayhew, R. (n.d.). Methods of HR Selection Techniques |
Chron.com. Retrieved from
http://smallbusiness.chron.com/methods-hr-selection-
techniques-57856.html
planning. Human Resource Planning for the 21st Century, 83-
102.
Stage 2: Process Analysis
Before you begin work on this assignment, be sure you have
read the Case Study and reviewed the feedback received on your
Stage 1 assignment.
Overview

6. As the business analyst in the CIO's department of Maryland
Technology Consulting (MTC), your next task in developing
your Business Analysis and System Recommendation (BA&SR)
Report is toconduct a process analysis. This will identify how
the current manual process is working and what improvements
could be made to the process that would be supported by a
technology solution.
Assignment – BA&SR: Section II.Process Analysis
The first step is to review any feedback from Stage 1 to help
improve the effectiveness of your overall report and then add
the new section to your report. Only content for Stage 2 will be
graded for this submission. Part of the grading criteria for
Stage 4 includes evaluating if the document is a very effective
and cohesive assemblage of the four sections, is well formatted
and flows smoothly from one section to the next. For this
assignment, you will add Section II of the Business Analysis
and System Recommendation (BA&SR) Report to Section I.
You will conduct an analysis of the current hiring process and
present information on expected business improvements. This
analysis lays the ground work for Section III. Requirements of
the BA&SR Report (Stage 3 assignment) which will identify
MTC's requirements for a system.
Using the case study, assignment instructions, Content readings,
and external research, develop your Section II. Process
Analysis. The case study tells you that the executives and
employees at MTC have identified a need for an effective and
efficient hiring system. As you review the case study, use the
assignment instructions to take notes to assist in your analysis.
As the stakeholders provide their needs and expectations to
improve the process, identify steps that could be improved with
the support of a hiring system. Also look for examples of issues
and problems that can be improved with a technology solution.

7. Use the outline format, headings and tables provided and follow
all formatting instructions below.
Begin with your Section I (Stage 1 assignment) and add Section
II. Apply specific information from the case study to address
each area along with relevant supporting research.
II.Process Analysis
A. Hiring Process
At the beginning of this section, write an introductory opening
sentence for this section that addresses what the complete table
provides. Refer to Week 3 and 4 content on processes and
analyzing process improvements. Additional research can
expand your knowledge of these areas.
The first step in analyzing the process is to document what the
current process steps are and who is responsible for doing them.
Therefore, the table provides the current steps in the manual
hiring process provided by the case study. Remember, a process
is a series of steps to perform a task; therefore, think about
what the users are doing as part of the hiring process. Retain the
as-is process steps provided; do not remove or revise these.
Complete the second column by identifying the stakeholder
responsible for this step based on the interviews in the MTC
Case.
The next step is to identify how a hiring or applicant tracking
systemcould improve each step in the process and how the
business will benefit from that improvement. For each of the as -
is process steps provided, complete the To-Be Process column
in the table.indicating how this step in the process will be done
using the hiring or applicant tracking system.For each process
step, the statement should be concise and include an action verb
and align with improving or replacing the current manual, as-is
process step provided. Then complete the Business Benefits of
the Improved Process column by explaining how this part of the

8. process can contribute to the overall business strategy– think at
a higher level than the specific process step. Review the
examples provided in the Hiring Process table. For each to-be
process step, identify the result of using the system, as shown in
the two examples. While it is truethat the system will speed up
each step of the process, think about how MTCwould benefit
more strategically from using an automated system to perform
that step.
The first row and last rows have been completed for you as an
example and must be retained and not revised.Be sure your table
contains a total of 12 steps. Use the examples to help you
provide clear to-be process steps and business benefits. Your
responses should be written in complete sentences.
MTC Hiring Process
As-Is Process
Responsible MTC Position
To-Be Process – How the system Will Support and Improvethe
hiring process
Business Benefits of Improved Process (Align with MTC’s
overall business strategy and needs.)
1. Recruiter receives application from job hunter via Postal
Service Mail.

9. Recruiter
EXAMPLE PROVIDED – (Retain text as #1 but remove this
label and gray shading in your report)
System will receive application via on-line submission through
MTC Employment Website and store in the applicant database
within the hiring system.
A more efficient submission process decreases time needed to
receive and begin processing applications. This will present a
positive image to potential employees and help MTC compete
for top IT talent.
2. Recruiter screens resumes to identify top candidates by
matching with job requirements from job description.
3. Recruiter forwards top candidates to Administrative
Assistant via interoffice mail
4. Administrative Assistant forwards candidates’ resumes and
applications to hiring manager for the position via interoffice
mail.
5. Hiring Manager reviews applications and selects who he/she
wants to interview.
6. Hiring Manager sends email to Administrative Assistant on
who he/she has selected to interview and identifies members of
the interview team.

10. 7. AA schedules interviews by contacting interview team
members and hiring manager to identify possible time slots
8. AA emails candidates to schedule interviews.
9. Interview is conducted with candidate, hiring manager and
other members of the interview team.
Hiring Manager and Interview Team
Interview is conducted with candidate, hiring manager and
other members of the interview team. (Hiring System is not
used for this step.)
n/a
10. AA collects feedback from interviews and status of
candidates
11. Hiring manager informs the AA on his top candidate for
hiring
12. Administrative Assistant prepares offer letter based on
information from recruiter and puts in the mail to the chosen
candidate.
Administrative Assistant
EXAMPLE PROVIDED – (Retain text as #12 but remove this
label and gray shading in your report)

11. System enables AA to prepare job offer letter by storing the
offer letter template and information on each candidate; allows
AA to select information to go into letter and put it into the
template, which can then be reviewed and emailed to the
candidate.
More efficient offer process presents positive image to
applicants and decreases time needed to prepare offer letter, and
enablesMTC to hire in advance of the competition.
B. Expected Improvements - As noted in the case study, there
are a lot of manual processes, overwhelming paperwork,
difficulty scheduling interviews, etc. related to MTC’s current
manual hiring process. A technology solution can address many
of these issues. For each of the areas listed in the table below,
provide an example of an issue from the case study and how a
technology solution could be used to improve that area. Issues
and improvements should be addressed in 1-2 clear, complete
sentences with information incorporated from the case study.
The first one is provided as an example.Note: This is not about
the stakeholders' wishes or expectations for the new system but
identifying the current issues they have. Some may be
explicitly stated in the interviews and for others you may need
to apply some critical thinking. (Provide an introductory
sentence and copy the table and insert information within.) For
explanations of these areas, refer to Week 4 content on
analyzing process improvements.Additional research can expand
your knowledge of these areas.
Area
Current Issues
(from the Case Study)
Improvements
(due to use of technology)
Collaboration:

12. EXAMPLE PROVIDED
(Retain text but remove this label and gray shading in your
report)
The Hiring Manager states that recruiting is only one area he is
responsible for and he isn’t as responsive to HR as he could be.
Therefore, he counts on the Recruiters to help manage the
process and keep him informed.
Current manual system causes considerable communication
breakdowns and takes additional effort and time to stay on top
of the hiring process.
An efficient system with all information in one place, easily
accessible via a dashboard, and updated in real time could make
his recruiting job easier; and he could devote time to effectively
working collaboratively and proactively with HR on his staffing
needs.
Communications: Explain how a hiring system could improve
internal and external communications
Workflow: Explain how a hiring system could improve the MTC
hiring process by providing a consistent structure for each
participant to perform his/her part in the hiring process.
Relationships: Explain how implementing an enterprise hiring
system could foster stronger relationships
withapplicants/potential employees.
Formatting Your Assignment
Consider your audience – you are writing in the role of anMTC
business analyst and your audience is MTC and your boss, the
CIO. Don’t discuss MTC as if the reader has no knowledge of

13. the organization. Use third person consistently throughout the
report.In third person, the writer avoids the pronouns I, we, my,
and ours. The third person is used to make the writing more
objective by taking the individual, the “self,” out of the writing.
This method is very helpful for effective business writing, a
form in which facts, not opinion, drive the tone of the text.
Writing in the third person allows the writer to come across as
unbiased and thus more informed.
· In Stage 2, you are preparing the second part of a 4-stage
report. Use the structure, headings, and outline format provided
here for your report. Use the numbering/lettering in the
assignment instructions as shown below.
II. Process Analysis
A. Hiring Process
B. Expected Improvements
· Begin with Section I, considering any feedback received, and
add to it Section II.
· Write a short concise paper: Use the recommendations
provided in each area for length of response. It’s important to
value quality over quantity. Section II should not exceed 3
pages.
· Content areas should be double spaced; table entries should be
single-spaced.
· To copy a table: Move your cursor to the table, then click on
the small box that appears at the upper left corner of the table to
highlight the table; right click and COPY the table; put the
cursor in your paper where you want the table and right click
and PASTE the table.
· Ensure that each of the tables is preceded by an introductory
sentence that explains what is contained in the table, so the
reader understands why the table has been included.
· Continue to use thetitle pagecreated in Stage 1 that includes:
The title of report, company name, your name, Course and
Section Number, and date of this submission.

14. · Use at least two resources with APA formatted citation and
reference for this Stage 2 assignment. Use at least one external
reference and one from the course content. Course content
should be from the class reading content, not the assignment
instructions or case study itself. For information on APA
format, refer to Content>Course Resources>Writing Resources.
· Add the references required for this assignment to the
Reference Page. Additional research in the next stages will be
added to this as you build the report.The final document should
contain all references from all stages appropriately formatted
and alphabetized.
· Running headers are not required for this report.
· Compare your work to the Grading Rubric below to be sure
you have met content and quality criteria.
· Submit your paper as a Word document, or a document that
can be read in Word. Keep tables in Word format – do not paste
in graphics.
· Your submission should include your last name first in the
filename:Lastname_firstname_Stage_2
GRADING RUBRIC:
Criteria
90-100%
Far Above Standards
80-89%
Above Standards
70-79%
Meets Standards

15. 60-69%
Below Standards
< 60%
Well Below Standards
Possible Points
Stakeholder Identification
Identification of a logical stakeholder based on the case study
Generally,1 point per stakeholder.
9-10 Points
10 stakeholders correctly identified as derived from the Case
Study.
8.5 Points
10 stakeholders correctly identified as derived from the case
study or logical assumption.
7.5 Points
Minimum of 8 stakeholders correctly identified as derived from
the case study or logical assumption.
6-7 Points
Fewer than 8 stakeholders correctly identified as derived from
the case study or logical assumptions; and/or contains
significant incorrect information.
0-5 Points
Content missing or extremely incomplete, did not reflect the
assignment instructions, demonstrated little effort, is not
supported with information from the Case Study; and/or is not
original work for this class section.
10
To-Be Process Analysis
Analysis describes how the system will supportand improve the

16. hiring process
Generally, 0-3 points per to-be process step. Both quantity and
quality evaluated.
27-30 Points
To-Be Process step improvements clearly relate to
corresponding As-Is Process step and fully explain how the
system will support it; demonstrates sophisticated analysis.
24-26 Points
To-Be Process step improvements relate to corresponding As-Is
Process step and explains how the system will support it;
demonstrates effective analysis.
21-23 Points
To-Be Process step improvement is provided for each As-Is
Process step and an explanation is provided for each.
18-20 Points
Fewer than 10 To-Be Process step improvements and/or
explanations are provided; and/or contains significant incorrect
information.
0-17 Points
Content missing or extremely incomplete, did not reflect the

17. assignment instructions, showed little or no originality,
demonstrated little effort, is not supported with information
from the Case Study; and/or is not original work for this class
section.
30
Business Benefits of Improved Process
Explains how each step in the process can contribute to the
overall business strategy
Generally, 0-2 points per improved process step. Both quantity
and quality evaluated.
18-20 Points
Business benefits for all 10 process steps are fully explained;
demonstrates sophisticated analysis.
16-17 Points
Business benefits for all 10 process steps are explained;
demonstrates effective analysis.
14-15 Points
Business benefits for all 10 process steps are included.
12-13 Points
Business benefits for fewer than 10 process steps are provided;
and/or contains significant incorrect information.
0-11 Points
Content missing or extremely incomplete, did not reflect the
assignment instructions, showed little or no originality,
demonstrated little effort, is not supported with information
from the Case Study; and/or is not original work for this class
section.
20
Expected Improvements
Issues from case study and improvements due to technology in
areas of Communication, Workflow, and Relationships
Generally, 0-7 points per area. Both quantity and quality
evaluated.
18-20 Points
Issues and improvements for all 3 areas are fully and correctly

18. explained; demonstrates sophisticated analysis.
16-17 Points
Issues and improvements for all 3 areas are explained;
demonstrates effective analysis.
14-15 Points
Issues and improvements for all 3 areas are provided.
12-13 Points
Issues and improvements for fewer than 3 areas are provided;
and/or contains significant incorrect information.
0-11 Points
Content missing or extremely incomplete, did not reflect the
assignment instructions, showed little or no originality,
demonstrated little effort, is not supported with information
from the Case Study; and/or is not original work for this class
section.
20
Research
Two or more sources--one source from within the IFSM 300
course content and one external (other than the course
materials)
9-10 Points
Required resources are incorporated and used effectively.
Sources used are relevant and timely and contribute strongly to
the analysis. References are appropriately incorporated and
cited using APA style.
8.5 Points
At least two sources are incorporated and are relevant and
somewhat support the analysis. References are appropriately
incorporated and cited using APA style.
7.5 Points
Only one resource is used and properly incorporated and/or
reference(s) lack correct APA style.

19. 6.5 Points
A source may be used, but is not properly incorporated or used,
and/or is not effective or appropriate; and/or does not follow
APA style for references and citations.
0-5 Points
No course content or external research incorporated; or
reference listed is not cited within the text.
10
Format
Uses outline format provided; includes Title Page and Reference
Page
9-10 Points
Well organized and easy to read. Very few or no errors in
sentence structure, grammar, and spelling; double-spaced,
written in third person and presented in a professional format.
8.5 Points
Effective organization; has few errors in sentence structure,
grammar, and spelling; double-spaced, written in third person
and presented in a professional format.
7.5 Points
Some organization; may have some errors in sentence structure,
grammar and spelling. Report is double spaced and written in
third person.
6.5 Points
Not well organized, and/or contains several grammar and/or
spelling errors; and/or is not double-spaced and written in third
person.
0-5 Points
Extremely poorly written, has many grammar and/or spelling
errors, or does not convey the information.
10

20. TOTAL Points Possible
100
Stage 2: Process Analysis03/17/2020 9