The various methods for collecting data

Discussion One: Review the material presented in the course about how to conduct a job analysis, the various methods for collecting data, and the pros and cons of the various methods. Then, develop a plan to gather data for a job analysis. You will need to a) select the position (a job) to analyze; b) use at least two methods for collecting data; c) collect the data using the methods selected and d) summarize your findings in a short job description and job specification. If you do not have a position in a typical office, retail establishment or production facility you can use, seek out a position from elsewhere. The opportunities could include a server at a restaurant, a service provider in your home, your hair stylist, a sales assistant, the receptionist at your doctor’s office or perhaps your child’s teacher. Include the following:

1. The position you selected to analyze
2. The methods you selected for gathering data
3. The rationale for why you selected the methods you did
4. A discussion of your experience in collecting this data
5. A short sample position description and job specification you were able to design based on the data you gathered.
   You may use a word document if you like or provide your proposal in the content of your response window.
   Be sure to provide the references for the sources of the information you used to inform your analysis including the material provided in the classroom.
   Discussion Two: Complete the following:
   a) Summarize and explain the major EEOC laws related to the recruiting process. How can recruiters and hiring managers reduce the risk of adverse impact?
   b) Discuss three methods of recruiting to obtain a diverse group of applicants and explain why they are effective.
   c) Explain the concept of employment at will. What are the risks and benefits of employment at will doctrine? How is the employment at will doctrine influenced by EEOC laws?
   d) Application: Read the Module 2 Case and in-depth scenario 1. Draft a short memo to the founders of HSS to address the issues with the hiring practices. Specifically, address what laws or regulations may apply, organizational risks and discuss suggestions for how the hiring practices at HSS should be modified. You may use a word document if you like or provide your proposal in the content of your response window.
   Be sure to provide the references for the sources of the information you used including the material provided in the classroom.
   WEEKLY READINGS:
   Job Analysis
   Heathfield (2020). How to Do a Job Analysis
   Employment At Will
   National Conference of State Legislatures. The At-Will Presumption and Exceptions to the Rule
   Legal Information Institute. Employment At-Will Doctrine
   Doyle (2019). What does Employment At-Will Mean?
   Doyle (2019). Exceptions to Employment At-Will
   Hiring Practices
   Juneja (nd). Staffing Process - Steps involved in Staffing
   Doyle (2020). Inside the Recruitment and Hiring Process
   Doyle (2019). Guide to How Companies Recruit Employees
   Heathfield (2019). 10 Tips for Successful Employee Recruitment
   Recruiting for Diversity
   Rice University Diversity and Inclusion in the Workforce
   Babcock (2017). 5 Steps to Improve Diversity Recruiting
   Applicant Tracking
   Doyle (2020). How Employers Use Applicant Tracking Systems
   Recommended readings:
   Lumen Learning (nd). Recruitment Retrieved from https://courses.lumenlearning.com/wmintrobusiness/chapter/reading-recruitment/
   Ryan (2016). 10 Ways Employment At Will is Bad for Business
   Doyle (2020). Hiring Managers and Hiring Search Committees
   Review of EEOC Laws
   The Legal Environment of Human Resources (see document in Content below)
   The U.S. Equal Employment Opportunity Commission’s “Overview of the U. S. Equal Employment Opportunity Commission” (HTML) Retrieved from: http://www.eeoc.gov/eeoc/index.cfm (U.S. EEOC government Web site)
   The U.S. Equal Employment Opportunity Commission’s “Laws Enforced by the EEOC” Retrieved from http://www.eeoc.gov/laws/statutes/index.cfm (EEOC government Web site listing and describing laws enforced by EEOC)
   The U.S. Equal Employment Opportunity Commission’s “Types of Discrimination” Retrieved from http://www.eeoc.gov/laws/types/index.cfm (EEOC Web site)
   Job Analysis
   Dictionary of Occupational Titles
   Juneja (nd). Role of Job Analysis in Hiring Practices
   Juneja (nd). Purpose of a Job Description
   Juneja (nd). Job Description and Job Specification
   Juneja (nd). Job Analysis and Job Evaluation
   Juneja (nd). Advantages & Disadvantages of Job Analysis
   Juneja (nd). Job Analysis and Strategic HRM
   Recruiting Technology
   Lumen Learning (nd). Kronos uses Science to Find the Ideal Employee Retrieved from https://courses.lumenlearning.com/principlesmanagement/chapter/16-1-case-in-point-kronos-uses-science-to-find-the-ideal-employee/
   Recruiting for Diversity
   Maurer (2017). Build an Inclusive Culture before Recruiting for Diversity
   Nobl (2019). How to Recruit to Increase Cultural Diversity in the Workplace
   Lumen Learning (nd). The War for Talent Retrieved from https://courses.lumenlearning.com/principlesmanagement/chapter/16-3-the-war-for-talent/
   Forbes Human Resources Council (2018). 12 Ways to Attract and Hire Diverse Job Candidates