HR POLICIES AND PROCEDURES MANUAL QUESTIONS PART 2 ***Please note that these questions are only questions to get you started thinking about what you might want to include in the respective section of the HR policies and procedures manual (i.e., these are not questions that you directly answer).*** Planning for and Recruiting Human Resources Do forecasts suggest a labor surplus or shortage for the jobs at Sweets and Treats? Which HR strategy (or strategies) is best suited for Sweets and Treats based on these forecasts? Should Sweets and Treats focus on internal or external recruiting? If external recruiting, which recruiting sources should Sweets and Treats utilize? Who should be conducting the recruiting? Selecting Employees and Placing Them in Jobs Should all steps in the selection process be used by Sweets and Treats? o Screening Applications and Resumes o Testing and Reviewing Work Samples o Interviewing Candidates o Checking References and Background o Making a Selection If not, which ones should be skipped? If so, should each step be equally important or should specific steps be more important than other steps? Does it depend on the job? Are reliability, validity, generalizability, utility, and legality affected by your prior choices? Training Employees and Developing Employees for Future Success Should Sweets and Treats offer training to employees or should it be the employees responsibility to acquire knowledge, skills, abilities, and other characteristics (i.e., a new psychological contract)? If yes, should the training programs be in-house or contracted out and which training methods should be utilized? o Presentation o Hands-on o Group-building How will you measure the success of training (or lack thereof)? o Trainee satisfaction o Transfer of learning o New skills, knowledge o Performance improvements o Return on investment Should Sweets and Treats offer a formal orientation or onboarding program? o Orientation training designed to prepare employees to perform their jobs effectively Page 2 of 2 o Onboarding aims to prepare new employees for full participation in the organization Should Sweets and Treats focus on employee development? If so, why and how? If not, why not