Use a BPMN model in Microsoft Visio

Task:

You are provided with a narrative description of the hiring process for professional staff at an organization. Your task is to model the process described using BPMN notation. Your modeling should be complete, showing all systems and the activities that take place in each with appropriate names. Decisions should be portrayed with all possible outputs covered. Artifacts such as documents or databases should be identified and represented by appropriately labeled symbols.

Process Narrative Background.

The company is organized as departments which belong to divisions which belong to the company. Hiring for professionals is a lengthy process because of their scarcity and potential sourcing overseas. This means that the US Bureau of Labor (BoL) and the Immigration and Naturalization Service (INS) must be involved for non-US labor.

Authorization.

Hiring begins with the authorization process. The department head uses a Position Justification Form (PJF) to argue the case for the position and establish a salary level. The PJF goes to the division head who edits and then approves it. The division head sends the form to the company Human Resources (HR) department where the company executives determine which positions should be funded. Subsequently the division head and department head receive notification that they do have a position that is funded and that they can begin the hiring process or that they were unsuccessful.

Initiating Hiring.

The department head then creates a Position Description (PD) which outlines the requirements for candidates and preferred attributes, an organizational chart showing the position and a recruitment plan which sets up the time period for accepting applications and recommending sites for posting the job. These documents are sent to HR. HR sets up the position with its reference number on the company hiring database which can handle applications from candidates. HR also posts the job to the sites as per the recruitment plan. Finally HR notifies the department head of the reference number, date the position was activated on the database and the dates of the job postings and also provisions access to the database for them.

Search Process.

As candidate materials are uploaded to the database, the department head convenes a search committee. The search committee evaluates the candidates based on the job requirements and preferences and those scores determine the strength of the applicants for the position. As the closing date for applications is reached the applicants scores are ranked and a select group are identified for a phone/video interview. The department head schedules the interviews and creates a script for the interview. The search committee evaluates the candidates responses and behaviors at these interviews and again ranks the candidates.

Final Interview Process.

The top ranked candidates are invited to interview in person at company headquarters. The interview schedule includes visits with department, division and C-level executives as well as with an HR representative. The department collects feedback on the candidates and evaluates their performance. The department head then sends the assessment of the candidates along with a recommendation to the division head. The division head either concurs with the recommendation, overrules the department head, or asks questions and then makes the decision. The division head sends the decision on which candidate to hire to HR, and the department head sends documentation of the search and final interview processes for all applicants to HR.

Final Recruiting Processes.

The division head will negotiate the terms of hiring with the final candidates, beginning with the highest recommendation. If the candidate declines the offer, the process is repeated until a candidate accepts, or all candidates that reached the final stage have declined. If no candidate is hired, the search is declared a failed search and the process will begin again. If the candidate accepts, HR sends out an official offer and on receipt of a signed acceptance, notifies other finalists of the outcome of the search. HR will begin a background check process, an authorized-to-work process and standard onboarding processes such as information on benefits, relocation and work location. If the applicant does not have work authorization, HR will start filing for appropriate visa status and post the job according to US DoL requirements. Given that all of these processes meet no unsurmountable obstacles, a start date will be specified for the employee. If for some reason the candidate cannot be employed, the search may begin again or a finalist may be approached.

First Day.

The new employee will have appropriate physical and system security clearances and badging taken care of. The employee will report to their supervisor.

This is the end of the narrative.