#1 Performance Management and Employee Services

Individual Project  3-4 pages

Your organization has recently experienced growth in the number of employees on its payroll. In response to this, you are beginning the recruitment process for an additional payroll clerk. You would like to create a job analysis before writing any job advertisements. As part of the information gathering process, you have decided to create a job questionnaire that the current payroll clerk will complete. You will then conduct Internet research to develop a list of performance expectations for this position. Finally, you will draft ideas for meeting Equal Employment Opportunity guidelines during the recruitment process.

Part I: Create a job questionnaire (1–2 pages) (50 points)

• You may refer to the U.S. Department of Labor’s Occupational Outlook Handbook for job description information that can help you form your questions.
• The questionnaire should be directed to the employee (e.g., What do you…).
• At a minimum, your questionnaire should elicit information about the following:
  • Duties performed
  • Special qualifications
  • Equipment used
  • Working conditions
  • Interaction with others
  • Supervisory responsibilities
  • Decision-making responsibilities

Part 2: Performance Expectations List (1 page) (25 points)

• Use the Internet to research performance measures for the position of a payroll clerk. (You may want to refer back to the U.S. Department of Labor’s Occupational Outlook Handbook).
• Create a list of at least 8 performance measures for this position.

Part 3: Equal Employment Opportunity (25 points) (3–4 paragraphs)

• Discuss 2 or 3 strategies you will use during the recruitment process for the payroll clerk position that help ensure compliance with equal employment opportunity guidelines.

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Discussion Board #1- 3-5 paragraphs

As a human resources manager, job design is an important piece of your overall strategy to retain employees and promote employee satisfaction. In your Discussion Board post, address the following:

• Utilizing the theories of job design, such as job enlargement, job rotation, and job reengineering, please provide how you would improve an existing job of customer service professional at a leading credit card company.
• How would you improve this person’s job through rewards or incentives?
• Make sure to include the Job Characteristics Model and Scientific Management in your response.
• How could the improvement of this person’s job impact the customer experience?
• You will need to use external references to support your answers—please cite references using APA style.

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Discussion Board # 2- 3- 5 paragraphs

Some organizations may have detailed strategies for measuring product quality and customer satisfaction but do not put the same emphasis on employee performance expectations.

• Discuss the possible consequences for an organization that does not use sound performance expectations as part of its organizational behavior strategy.
  • How could this affect the hiring and recruiting outcomes?
  • How could this affect evaluation, compensation, and promotion outcomes?
  • What possible financial consequences could the organization experience?