Establishing a New Recruitment Interview Process using Business Modeling Software - Assignment Example

Establishing a New Recruitment Interview Process using Business Modeling Software 2nd May, 2011 Table of Contents Table of Contents 0 Project Outline 1 Abstract 3 Procedures Manual Proposal 4 Establishing a New Recruitment Interview Process using Business Modeling Software 4 Project Profile and Objectives 4 The Solution 4 Detailed Procedural Requirements for Software Implementation 5 Knowing the audience 6 Procedures Manual Brochure 7 Summary Page 8 Procedures Manual Overview 9 The Solution 9 Detailed Procedural Requirements for Software Implementation 10 Author Information 12 Procedures Manual Preparation Plan 13 Procedures Manual Outline 14 Formal Proposal 16 Project Profile and Objectives 16 The Solution 16 Letter of Explanation for Proposal 17 Checklist for Preparing a Procedures Manual 18 Project Outline 20 Procedures Manual 21 Introduction 21 Chapter 1. Procedures Manual Overview and Solution 22 Manual Overview 22 Potential Users of the Software 22 The Solution 23 Chapter 2. Detailed Procedural Requirements for Software Implementation 24 Chapter 3. Major Benefits of the Procedures Manual 26 Chapter 4. Author Information 27 Procedures Manual Quick Reference 28 The most crucial information contained in the procedures manual is hereby detailed: 28 References 30 Project Outline Abstract Procedures Manual Outline Procedures Manual Proposal Procedures Manual Brochure Procedures Manual Preparation Plan Procedures Manual Procedures Manual: Quick Reference Abstract The complete process in the development of the procedures manual is comprehensive and structured in accurate steps and stages. Designed and created with the primary aim of improving the flow of procedures, as itemized and detailed for prospectively identified users, the procedures manual is a tool that guides users on the step by step process that need to be followed for strict adherence and implementation. The process initially required the preparation of the project proposal with the identified users. The proposed project was to establish a new recruitment interview process using a specifically designed business modeling software. The components of the proposal should clearly indicate the users and the rationale of knowing the audience. The next step was the development and creation of a brochure with logo and design in terms of color of background and borders. Further, a checklist for the preparation of the procedures manual was also prepared prior to the development of the actual procedures manual. The current requirement necessitates writing the abstract and a quick reference portion that is perceived to be used by advanced or experienced staff members in locating relevant information at the most accessible and fastest method. In its entirety, the completed procedures manual would contain all crucial and comprehensive information detailed according to phases and presented in a clear and structured manner through auto generated table of contents. In the end, the aim identified in the project profile and objectives is targeted to be achieved. Procedures Manual Proposal Establishing a New Recruitment Interview Process using Business Modeling Software Project Profile and Objectives There is a regulatory-based and cultural component to new human resource practices that involves establishing a new recruitment interview process that improves skills applications using business modeling software. The objective of the project is to improve organizational communication between members. The procedures include setting up a process for delivering the materials to the individual working with the software and to proffer the role of the human resource facilitator in the pursuit of identifying top talent with skills that fit the business goals. Software training is a main component to developing talent within the business and this new regulatory-based and strategic method of building human capital should also extend into the recruitment process. In essence, actions speak louder than words. Potential Users of the Software: Human resources personnel The Solution The implementation of the software program that would enhance recruitment process required the clear and accurate identification of major procedures for the potential users, to wit: mapping, auditing and expert support. Mapping can be accomplished by discussing with HR leadership their own job role (interview) and then identifying with the information systems technology department and supports and maintains these systems. Auditing of identified information or perceptions of job role should be included in the process and also included in the final copy regarding software integrity as related to individual scoring on the final results of the skills competency test. Expert support is required only if the environment does not sustain enough technical job knowledge that might include external consultants if the role remains unclear, therefore acting as a benchmark for best practice. Detailed Procedural Requirements for Software Implementation 1. Identification of software capabilities. Ensure that the recruited candidate clearly identifies their software capabilities prior to launching a skills development session, thus draw out questions such as having the candidate identify their knowledge of key software systems not necessarily listed on their resume one is using for reference. 2. Tangible production of supplementary skills development tools. The candidate should have provided notebooks, procedural guidelines related to software, and full knowledge that this is a skills assessment test designed to measure competency and also their fit in the organizational technologically-minded culture. 3. Discussion or results. Have the client discuss the results of the testing procedures and offer a short opinion survey about its benefits. 4. Compare the candidate assessment of the training effectiveness or value and measure it with test scores. The goal is to determine whether the candidate will maintain a realistic self-view or whether they will “blame” the software for their poor scoring (if applicable) so as to help the business leadership realize whether the candidate is a quality match for the needs of the business and would operate successfully in a deadline-driven and accountability-driven environment. 5. Secure the results of the test score and the opinion survey (or other chosen instrument) together and place in a recruitment file for later review by business professionals. For liability purposes, this will ensure all mandates regarding recording are recognized and the file can be easily located by other personnel with authorization to view these files. 6. Document the final test score in the appropriate ledger with the demographic profile of the candidate and other factors that identify a unique candidate profile. This ledger also acts as a quick reference tool for business leadership and marketing when it comes to advertising new candidates. 7. Repeat the procedure for the next candidate scheduled for interview. Pay special attention to the testing outcomes and always compare to the previous results as a base for drawing logical conclusions about best fit competence for the culture. Knowing the audience The proposed project proposal is directed to human resources personnel, particularly the potential candidates of the proposed software for the recruitment interview process. In addition, the role of human resources facilitator, in the capacity of the HR manager, is crucial as the person identified to interpret and analyze the results and to recommend screened candidates for possible positions in the organization. Identification of accurate users for the proposal is crucial to ensure that the proposed benefits would be understood and could easily be compared to their current process of conducting the interview process in their organization. Procedures Manual Brochure Summary Page The Professional Proposal Outlines Establishing a New Recruitment Interview Process using Business Modeling Software Detailed Procedural Requirements for Software Implementation are Proffered Potential Users of the Software: Human resources personnel Procedures Manual Overview There is a regulatory-based and cultural component to new human resource practices that involves establishing a new recruitment interview process that improves skills applications using business modeling software. The objective of the project is to improve organizational communication between members. The procedures include setting up a process for delivering the materials to the individual working with the software and the proffer the role of the human resource facilitator in the pursuit of identifying top talent with skills that fit the business goals. Software training is a main component to developing talent within the business and this new regulatory-based and strategic method of building human capital should also extend into the recruitment process. In essence, actions speak louder than words. Potential users of the software are human resources personnel. The Solution The implementation of the software program that would enhance recruitment process required the clear and accurate identification of major procedures for the potential users, to wit: mapping, auditing and expert support. Mapping can be accomplished by discussing with HR leadership their own job role (interview) and then identifying with the information systems technology department and supports and maintains these systems. Auditing of identified information or perceptions of job role should be included in the process and in the final copy regarding software integrity as related to individual scoring on the final results of the skills competency test. Expert support is required only if the environment does not sustain enough technical job knowledge that might include external consultants if the role remains unclear, therefore acting as a benchmark for best practice. Detailed Procedural Requirements for Software Implementation 1. Identification of software capabilities. Ensure that the recruited candidate clearly identifies their software capabilities prior to launching a skills development session, thus draw out questions such as having the candidate identify their knowledge of key software systems not necessarily listed on their resume one is using for reference. 2. Tangible production of supplementary skills development tools. The candidate should have provided notebooks, procedural guidelines related to software, and full knowledge that this is a skills assessment test designed to measure competency and also their fit in the organizational technologically-minded culture. 3. Discussion or results. Have the client discuss the results of the testing procedures and offer a short opinion survey about its benefits. 4. Compare the candidate assessment of the training effectiveness or value and measure it with test scores. The goal is to determine whether the candidate will maintain a realistic self-view or whether they will “blame” the software for their poor scoring (if applicable) so as to help the business leadership realize whether the candidate is a quality match for the needs of the business and would operate successfully in a deadline-driven and accountability-driven environment. 5. Secure the results of the test score and the opinion survey (or other chosen instrument) together and place in a recruitment file for later review by business professionals. For liability purposes, this will ensure all mandates regarding recording are recognized and the file can be easily located by other personnel with authorization to view these files. 6. Document the final test score in the appropriate ledger with the demographic profile of the candidate and other factors that identify a unique candidate profile. This ledger also acts as a quick reference tool for business leadership and marketing when it comes to advertising new candidates. 7. Repeat the procedure for the next candidate scheduled for interview. Pay special attention to the testing outcomes and always compare to the previous results as a base for drawing logical conclusions about best fit competence for the culture. Major Benefits of the Procedures Manual . The procedures manual would present relevant details in the most concise and accurate way to apprise readers of the crucial highlights of the process. Readers and users who need to allot more time to review and evaluate the contents, details in enumerated procedures could be accessed anywhere and anytime. The users would be oriented on the pertinent details in the proper order as stipulated in the manual; thereby eliminating confusion, misunderstanding, and ambiguity in the process. Author Information The author is a graduate of __________________ course from the _____________________ University. Expertise in the field of procedural manual design and development was gained from vast experience working as _____________________ from ___________________ during the period ____________ to ________________. The author has had a number and array of clients in the field of human resources management that make qualifications and competencies on the endeavor highly commendable and exemplary. Procedures Manual Preparation Plan Professional Proposal: Establishing a New Recruitment Interview Process using Business Modeling Software Name Course Instructor’s Name Date Procedures Manual Outline i. Ensure that the recruited candidate clearly identifies their software capabilities prior to launching a skills development session, thus draw out questions such as having the candidate identify their knowledge of key software systems not necessarily listed on their resume one is using for reference. ii. Tangible production of supplementary skills development tools. The candidate should have provided notebooks, procedural guidelines related to software, and full knowledge that this is a skills assessment test designed to measure competency and also their fit in the organizational technologically-minded culture. iii. Time the client for 1 hour delivery as expected by the training period. Ensure the client does not exceed this time frame to ensure reliability for each testing candidate. The goal of this measure is to ensure that there is a consistency of results that can help the HR manager or other business assessor gain a median skills profile ratio so that new training can be introduced. iv. Have the client discuss the results of the testing procedures and offer a short opinion survey about its benefits. v. Compare the candidate assessment of the training effectiveness or value and measure it with test scores. The goal of this assessment is to determine whether the candidate will maintain a realistic self-view or whether they will “blame” the software for their poor scoring (if applicable) so as to help the business leadership realize whether the candidate is a quality match for the needs of the business and would operate successfully in a deadline-driven and accountability-driven environment. vi. Secure the results of the test score and the opinion survey (or other chosen instrument) together and place in a recruitment file for later review by business professionals. For liability purposes, this will ensure all mandates regarding recording are recognized and the file can be easily located by other personnel with authorization to view these files. vii. Document the final test score in the appropriate ledger with the demographic profile of the candidate and other factors that identify a unique candidate profile. This ledger also acts as a quick reference tool for business leadership and marketing when it comes to advertising new candidates. viii. Repeat the procedure for the next candidate scheduled for interview. Pay special attention to the testing outcomes and always compare to the previous results as a base for drawing logical conclusions about best fit competence for the culture. Formal Proposal Project Profile and Objectives There is a regulatory-based and cultural component to new human resource practices that involves establishing a new recruitment interview process that improves skills applications using business modeling software. The objective of the project is to improve organizational communication between members. The procedures include setting up a process for delivering the materials to the individual working with the software and to proffer the role of the human resource facilitator in the pursuit of identifying top talent with skills that fit the business goals. Software training is a main component to developing talent within the business and this new regulatory-based and strategic method of building human capital should also extend into the recruitment process. In essence, actions speak louder than words. Potential Users of the Software: Human resources personnel The Solution The implementation of the software program that would enhance recruitment process required the clear and accurate identification of major procedures for the potential users, to wit: mapping, auditing and expert support. Mapping can be accomplished by discussing with HR leadership their own job role (interview) and then identifying with the information systems technology department and supports and maintains these systems. Auditing of identified information or perceptions of job role should be included in the process and also included in the final copy regarding software integrity as related to individual scoring on the final results of the skills competency test. Expert support is required only if the environment does not sustain enough technical job knowledge that might include external consultants if the role remains unclear, therefore acting as a benchmark for best practice. Letter of Explanation for Proposal Name of Person to Direct Proposal Designation Name of Organization Address RE: Explanation for Proposal Dear Sir/Madam: Pursuant to the regulatory-based and cultural component to new human resource practices that involves establishing a new recruitment interview process deemed to improve skills applications using business modeling software, I am hereby presenting a proposed project to implement an innovative way to revolutionize the recruitment interview process. The objective of the project is to improve organizational communication between members. The procedures include setting up a process for delivering the materials to the individual working with the software and to proffer the role of the human resource facilitator in the pursuit of identifying top talent with skills that fit the business goals. In this regard, may I enjoin you through your organization’s participation in the proposed project. I would be forwarding relevant documents that would assist in your review and evaluation of the proposal at the soonest possible time. Should you have further inquiries in this regard, I would be willing to see you at your most convenient time to explain the details of the proposal. I will get in touch with you in the next few days. Thank you. Very truly yours, Name Designation Checklist for Preparing a Procedures Manual A checklist is defined as a “comprehensive list of important or relevant actions, or steps to be taken in a specific order. Not to be confused with a checksheet” (Business Dictionary, 2011, par. 1). Thereby, in the preparation of an effective procedures manual, the following crucial elements must be included in the planning stage prior to preparation: 1. Identification of Project Profile and Objectives [ ] basis for proposed project profile accurately identified [ ] objectives of the proposed project clearly defined [ ] title for the proposed procedures manual effectively created [ ] details of summary page well thought of and conceptualized 2. Potential User/s of the Proposed Manual [ ] user or audience for the proposed manual is identified and established [ ] benefits of knowing one’s audience is appropriately determined 3. The Solution [ ] the end result or outcome of the proposed procedures manual is effectively conceptualized and written [ ] processes or steps are briefly enumerated 4. Detailed Procedural Requirements for Implementation [ ] implementation steps or procedures detailed and enumerated [ ] brief explanation for rationalizing importance of each step is indicated 5. Major Benefits [ ] benefits and advantages for the proposed manual are indicated 6. Author Information [ ] relevant information to attest to author’s qualifications and competence to develop the procedures manual must be indicated 7. Document Design Elements [ ] design elements creatively chosen and strategically established for implementation Document Design Elements Used in the Procedures Manual 1. A logo image must be effectively chosen to be appropriate for the procedures manual. Since the proposed procedures manual suggests a software program that would enhance recruitment process, the logo of HR for human resources is chosen as the most apt design for the manual. 2. Color background that is envisioned for the procedures manual is light gray to indicate professionalism and formality in structural design. 3. A thin lined border design would add emphasis on the contents and add formality in the structure. 4. A standard essay font of Times New Roman is to be used all throughout the manual to indicate formality and conformity to literary structure. 5. Spacing is double spaced for clarity of presentation and ease accorded to the users of the manual. 6. Listing in the detailed procedural requirements is numbered while benefits of the proposed manual structured in bullets. The detailed procedural requirements are supposed to be followed in consecutive order, thus the need for numbering. The benefits, however, are not numbered because there is no prioritization of advantages noted. Project Outline Abstract Procedures Manual Outline Procedures Manual Proposal Procedures Manual Brochure Procedures Manual Preparation Plan Procedures Manual Procedures Manual: Quick References Procedures Manual Introduction The preparation of procedures manual entails stages and specific processes that encompass writing a preliminary outline, drafting the proposal, designing a brochure, detailing the preparation plan, and ultimately coming out with the final procedures manual. Through the various stages, one enhances awareness on the intricate details and elements of design that need to be incorporated in the final outcome to ensure that the proposed manual serves the purpose it is initially intended for. The procedures manual containing all the crucial elements from all the diverse stages of literary work and design is proffered herewith in its entirety. This procedures manual would present the manual overview and solution, the detailed procedural requirements, the benefits to the users, and finally, the author’s information. Chapter 1. Procedures Manual Overview and Solution Manual Overview There is a regulatory-based and cultural component to new human resource practices that involves establishing a new recruitment interview process that improves skills applications using business modeling software. The objective of the project is to improve organizational communication between members. The procedures include setting up a process for delivering the materials to the individual working with the software and the proffer the role of the human resource facilitator in the pursuit of identifying top talent with skills that fit the business goals. Software training is a main component to developing talent within the business and this new regulatory-based and strategic method of building human capital should also extend into the recruitment process. In essence, actions speak louder than words. Potential users of the software are human resources personnel. Potential Users of the Software The potential users of the software are human resources personnel, particularly the potential candidates of the proposed software for the recruitment interview process. In addition, the role of human resources facilitator, in the capacity of the HR manager, is crucial as the person identified to interpret and analyze the results and to recommend screened candidates for possible positions in the organization. Identification of accurate users for the proposal is crucial to ensure that the proposed benefits would be understood and could easily be compared to their current process of conducting the interview process in their organization. The Solution The implementation of the software program that would enhance recruitment process required the clear and accurate identification of major procedures for the potential users, to wit: mapping, auditing and expert support. Mapping can be accomplished by discussing with HR leadership their own job role (interview) and then identifying with the information systems technology department and supports and maintains these systems. Auditing of identified information or perceptions of job role should be included in the process and in the final copy regarding software integrity as related to individual scoring on the final results of the skills competency test. Expert support is required only if the environment does not sustain enough technical job knowledge that might include external consultants if the role remains unclear, therefore acting as a benchmark for best practice. Chapter 2. Detailed Procedural Requirements for Software Implementation 1. Identification of software capabilities. Ensure that the recruited candidate clearly identifies their software capabilities prior to launching a skills development session, thus draw out questions such as having the candidate identify their knowledge of key software systems not necessarily listed on their resume one is using for reference. 2. Tangible production of supplementary skills development tools. The candidate should have provided notebooks, procedural guidelines related to software, and full knowledge that this is a skills assessment test designed to measure competency and also their fit in the organizational technologically-minded culture. 3. Discussion or results. Have the client discuss the results of the testing procedures and offer a short opinion survey about its benefits. 4. Compare the candidate assessment of the training effectiveness or value and measure it with test scores. The goal is to determine whether the candidate will maintain a realistic self-view or whether they will “blame” the software for their poor scoring (if applicable) so as to help the business leadership realize whether the candidate is a quality match for the needs of the business and would operate successfully in a deadline-driven and accountability-driven environment. 5. Secure the results of the test score and the opinion survey (or other chosen instrument) together and place in a recruitment file for later review by business professionals. For liability purposes, this will ensure all mandates regarding recording are recognized and the file can be easily located by other personnel with authorization to view these files. 6. Document the final test score in the appropriate ledger with the demographic profile of the candidate and other factors that identify a unique candidate profile. This ledger also acts as a quick reference tool for business leadership and marketing when it comes to advertising new candidates. 7. Repeat the procedure for the next candidate scheduled for interview. Pay special attention to the testing outcomes and always compare to the previous results as a base for drawing logical conclusions about best fit competence for the culture. Chapter 3. Major Benefits of the Procedures Manual The procedures manual would present relevant details in the most concise and accurate way to apprise readers of the crucial highlights of the process. Readers and users who need to allot more time to review and evaluate the contents, details in enumerated procedures could be accessed anywhere and anytime. The users would be oriented on the pertinent details in the proper order as stipulated in the manual; thereby eliminating confusion, misunderstanding, and ambiguity in the process. Chapter 4. Author Information The author is a graduate of Information Technology (IT) course from Colorado Technical University. Expertise in the field of procedural manual design and development was gained from vast experience working as Software Designer from 21st Soft during the period 21 Jan, 2003 to 2nd May, 2011 The author has had a number and array of clients in the field of human resources management that make qualifications and competencies on the endeavor highly commendable and exemplary. Procedures Manual Quick Reference The most crucial information contained in the procedures manual is hereby detailed: Checklist for Preparing a Procedures Manual (shown in pages 15 – 16) 1. Identification of Project Profile and Objectives 2. Potential User/s of the Proposed Manual 3. The Solution 4. Detailed Procedural Requirements for Implementation 5. Major Benefits 6. Author Information 7. Document Design Elements Detailed Procedural Requirements for Software Implementation (shown in pages 7, 12, 20) 1. Identification of software capabilities. 2. Tangible production of supplementary skills development tools. 3. Discussion or results. 4. Compare the candidate assessment of the training effectiveness or value and measure it with test scores. 5. Secure the results of the test score and the opinion survey (or other chosen instrument) together and place in a recruitment file for later review by business professionals. 6. Document the final test score in the appropriate ledger with the demographic profile of the candidate and other factors that identify a unique candidate profile. 7. Repeat the procedure for the next candidate scheduled for interview. Document Design Elements Used in the Procedures Manual (shown in page 16) 1. A logo image must be effectively chosen to be appropriate for the procedures manual. 2. Color background that is envisioned for the procedures manual is light gray to indicate professionalism and formality in structural design. 3. A thin lined border design would add emphasis on the contents and add formality in the structure. 4. A standard essay font of Times New Roman is to be used all throughout the manual to indicate formality and conformity to literary structure. 5. Spacing is double spaced for clarity of presentation and ease accorded to the users of the manual. 6. Listing in the detailed procedural requirements is numbered while benefits of the proposed manual structured in bullets. Major Benefits of the Procedures Manual (also shown in pages 13 and 21) The procedures manual would present relevant details in the most concise and accurate way to apprise readers of the crucial highlights of the process. Readers and users who need to allot more time to review and evaluate the contents, details in enumerated procedures could be accessed anywhere and anytime. The users would be oriented on the pertinent details in the proper order as stipulated in the manual; thereby eliminating confusion, misunderstanding, and ambiguity in the process. References BCSC. (n.d.). Policy and Procedure Manual Checklist. Retrieved 22 April 2011. Business Dictionary. (2011). Checklist. Retrieved 22 April 2011. < http://www.businessdictionary.com/definition/checklist.html> Read More