Job Application Cover Letter

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Completing this assignment will help you name and identify the skills and abilities that will move your career forward.

Find a specific job opening posted online within the last 9 months. You will develop a Job Application Cover Letter (as though you were applying to that position) that highlights and emphasizes why you are the most suitable candidate for this position. For the purposes of this assignment, you can present yourself as a recent graduate if needed.

Complete the cover letter on page 1 of the submission and then include a link to the job posting on page 2 (a copy and paste of the link is acceptable and the link must work). To compose the letter, use the general writing guidelines on pp. 277-278 in the text for structural and content guidance. Note: An example can be found on p. 250, Figure 13.8.

The message should take the form of a business letter; however, you will submit your assignment to the online course shell.

The job letter / application message must adhere to the following requirements:

  1. Content
    1. Highlight relevant background and job history information specific to the opening.
    2. Emphasize significant qualifications and exclude nonessential ideas.
  2. Format
    1. Follow proper letter formatting techniques per business letter format.
    2. Use an appropriate and professional greeting and closing.
  3. Style
    1. Use professional language.
    2. Paragraphs effectively developed and efficient. Note: Six (6) or seven (7) lines when possible.
  4. Mechanics
    1. Make sure there are no grammar or spelling errors.
    2. Eliminate wordiness and unclear sentence construction.

Your assignment must be typed, single-spaced within paragraphs and double spaced between the paragraphs, using Times New Roman font (size 12), with one-inch margins on all sides.

The specific course learning outcomes associated with this assignment are:

  1. Plan, create, and evaluate professional documents.
  2. Write clearly, coherently, and persuasively using proper grammar, mechanics, and formatting appropriate to the situation.
  3. Deliver professional information to various audiences using appropriate tone, style, and format.
  4. Develop presentation skills for use in the professional environment.

Decolonization In India (2)

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World War II was fatal to the European colonial empires. European states’ populations were too devastated to consider fighting to keep Asia and Africa subjugated. Both the United States and the Soviet Union were hostile to continuation of European colonies. A reluctant Britain, in return for American support, in 1941 agreed to the Atlantic Charter, a pact recognizing the right of people to choose their own government.

The Indian National Congress agreed to support the British war effort in return for a significant share of power in India and a postwar commitment to independence. The British rejected the offer. Negotiations failed to lessen increasing tensions. Mass civil disobedience campaigns, such as the Quit India movement, began during 1942. Gandhi and other leaders were imprisoned. The Muslim League, led by Muhammad Ali Jinnah, gained favor by supporting the British. The war caused hardship in India through inflation and famine. When a Labour government came to power in Britain in 1945, independence in the near future was conceded. The divided Indians were unable to work out a compromise between Hindu desires for one nation under majority rule and Muslim wishes for a separate state. When communal rioting spread, the British agreed to the creation of two independent nations, India and Pakistan, in 1947.

Case Assignment

Read the information in the background material, look for more information and then write a 3- to 5-page paper answering the following questions:

·  Describe how decolonization occurred in India.

·  Describe what happened at Partition and how this represented a breakdown in governability.

Assignment Expectations

In the Module 3 Case Assignment, you are expected to:

·  Describe the purpose of the paper and conclusion.

·  Answer the Case Assignment questions clearly and provide necessary details.

·  Provide a quality argument; that is, use good sentence structure, and avoid run-on sentences and spelling and grammar errors.

·  Provide citations to support your argument and references on a separate page. Please use APA format to provide citations and references: http://owl.english.purdue.edu/owl/resource/560/01/ ; also, helpful information can be found in the Student Guide to Writing a High-Quality Academic Paper: http://support.trident.edu/files/Well-Written-Paper.pdf].

·  Answer all the Case   Assignment questions in an essay format instead of point format. Please do not   type questions in the paper.

Background And Organization Analysis

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Stage 1:   Background and Organizational Analysis

Before you begin work on this assignment, be sure you have read the Case Studywhich is located in Content under Course Resources.  Refer to the Business Analysis and System Recommendations (BA&SR) Table of Contents below to see where you are in the process of developing this report.

Overview

As a business analyst in the Chief Information Officer’s (CIO’s) department of Chesapeake IT Consulting (CIC), you have been assigned to conduct an analysis, develop a set of system requirements and propose an IT solution to improve the hiring process for CIC.This work will be completed in four stages, and each of these four stages will focus on one section of an overall Business Analysis and System Recommendation (BA&SR) report to be delivered to the CIO.

The graphic below outlines the Table of Contents for this report:

Section I: Background and Organizational Analysis (Stage 1)WEEK 2 Submission– The first stepis to look at the organization and explain how an IT system could benefit CIC by improving its hiring system.

Section II: Strategic Use of Technology (Stage 2)WEEK 4 Submission– Next you will explain, in general, how CIC can use IT for strategic purposes.

Section III: Strategic and Operational Outcomes (Stage 3)WEEK 4 Submission– Then you will analyze CIC’s strategy and processes to determine how technology solutions can be used to support the organizational processes and enable CIC’s strategic and operational outcomes, and develop a set of requirements for the new hiring system.

Section IV: System Recommendation (Stage 4)WEEK8 Submission– Finally, you will identify an enterprise hiring system for CIC, and explain how it meets the requirements, and what needs to be done to implement the system within CIC.

The sections of the BA&SR will be developed and submitted as four staged assignments.  In stages 2, 3 and 4, you will also incorporate any feedback received when the previous stage is graded to improve the effectiveness of your overall report and then add the new section to your report.  At the end of the course, you will submit a complete BA&SR document that includes all the sections and changes that resulted from previous feedback.

Business Analysis and System Recommendation (BA&SR) Table of Contents

I.  Background and Organizational Analysis (Stage 1)       

A.  Introduction

B.  Organizational Strategy

C.  Components of an Information System

1.  People and Technology

2.  Processes

3.  Data/Information

II.  Strategic Use of Technology (Stage 2)

A.  Decision Making

B.  Communication

C.  Collaboration

D.  Relationships

E.  Structure

F.  Competitive Advantage

III.  Strategic and Operational Outcomes (Stage 3)

A.  Strategic Outcomes

B.  Process Analysis

C.  Requirements

IV.  System Recommendation (Stage 4)

A.  Benefits of an Enterprise Solution

B.  Proposed IT solution

C.  How the Proposed IT Solution Meets the Requirements

D.  Implementation Steps

E.  Conclusion

Assignment – BA&SR Section I – Background and Organizational Analysis (Stage 1)

Section I of the BA&SR document contains an organizational analysis and identifies ways in which information systems can help the organization in the case study (CIC) to meet its strategic goals and meet the information needs of various levels of management.  This analysis lays the ground work for the next section of the BA&SR which will explain how technology can be used to support specific strategic activities of the organization.

Using the case study, assignment instructions, Course Content readings, and external resources, develop your Section I: Background and Organizational Analysis.  Recommended lengths for each section are providedand be sure to includeall pertinent information.  A key to successful business writing is quality and conciseness rather than quantity.

To start, review the Business Perspectives Module (week 1 content), particularly the sections that describe the example of Booz Allen Hamilton, a services company with a business model similar to that of CIC in the case study.  The case study tells you that the executives and employees at CIC have identified a need for an effective and efficient hiring system.As you review the case study, use the outline below to help you take notes to assist in your analysis; in particular, list the needs of the individuals expressed in the “interviews.”

I.  Background and Organizational Analysis

A.  Introduction – briefly describe (at a high level) the organization in the Case Study; provide a context for the rest of the document.  (one paragraph)

B.  Organizational Strategy– Using the Business Strategy statement and information from the Case Study, explain how a new hiring system would support that strategy.(Two to three strong sentences that explain how the system would support the strategy and justify your position with specifics from the Case Study).

C.  Components of an Information System – Explain each of the following in relationship to an information system to support the hiring process at CIC:

1.  People and Technology – Identify the interest or objectives for the new hiring system for each stakeholder listed below based on his or her organizational role.  Include how the technology will improve how the job is done; that is, identify what each of the stakeholders needs the system to do. (Introductory sentence or two, followed by 1-2 sentences for each role)

i.  CEO

ii.  CFO

iii.  CIO

iv.  Director of Human Resources

v.  Manager of Recruiting

vi.  Recruiters

vii.  Administrative Assistant

viii.  Hiring Manager

2.  Processes –The overall hiring process has several sub-processes, four of which are listed in the table below.  For each of the sub-processes listed, complete the table with the requested information.You will describe the process as it is currently being done (As/Is Process), the process as it will be done after the system is implemented (To/Be Process) and the business benefits of the improved process.(Provide an introductory sentence for this section and copy the table and insert the information within.)

Hiring Process

Below are sub-processes that are part of the overall hiring process

As/Is Process

To/Be Process

Business Benefits of Improved Process

Receiving applications

Matching applications with open job requisitions

Screening Resumes

Scheduling Interviews

3.  Data/Information – In order to support CIC’s hiring process, the new system will need to collect, store and process data.An example of needed data is “Name of Hiring Manager.-”The case study providesinsight into the kinds of data that will be needed.First, insert an introductory opening sentence for this section.  Then identify ten (10) critical data/ information items forthishiring information system solution.(Provide an introductory sentence and copy the table and insert information within.)

Data/Information Requirement

1.

2.

3.

4.

5.

6.

7.

8.

9.

10.

Formatting Your Assignment

For academic writing, the writer is expected to write in the third person. In third person, the writer avoids the pronouns I, we, my, and ours. The third person is used to make the writing more objective by taking the individual, the “self,” out of the writing. This method is very helpful for academic writing, a form in which facts, not opinion, drive the tone of the text. Writing in the third person allows the writer to come across as unbiased and thus more informed.

·  Write a short concise paper:  Use the recommendations provided in each area for length of response.  Content areas should be double spaced; table entries should be single-spaced. It’s important to value quality over quantity.  Assignment should not exceed 4 pages.

·  Ensure that each of the tables is preceded by an introductory sentence that explains what is contained in the table, so the reader understands why the table has been included.

·  Use at least two resources with APA formatted citation and reference.  Use at least one external reference and one from the course content.

The Selection Process

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MBA 533 – Human Resource in Management – HR Project

 

 
Motors and More Human Resources Plan
Recruitment and Retention Plan
 
John Guckian, Eric Thornburg, Tia Bailey, Amber Moore
5/19/2018

 

 

 

 

“The following Human Resources Plan (HR) examines the framework and guidelines for the application of HR to Motors and More. Comprehensive descriptions of strategy, design, compensation, training, and the future of HR in our organization are included to define our HR thought process and planning.”

 

 

 

The Selection Process

 

The company is considering hiring additional 100 employees following the increased demand for motors. Marketing and sales will receive the largest share of the total new employees to be hired. The department of marketing and sales will therefore receive 50 employees. This is 50% of the total employees to be hired. Marketing has priority and a higher number of new employees because it is considered the most essential department for the growth of the company particularly in terms of sales. The sustainability and competitiveness of the company depends on the ability of the company to make better sales, which will in turn enhance its profitability. Sales and marketing department is considered important in reaching out to customers, creating and expanding market for the company. The notable steps of the selection process include “screening applications and résumés; reviewing and testing work samples; interviewing candidates; checking references and background; and making a selection” (McCain, 2009).

 

The company believes that its future significantly depends on how best it can market itself in a competitive market. Despite being an essential department in the company, the department is highly affected by employee turnovers. Approximately six employees terminate their employment in this department every year. It is believed that the nature of the work associated with this department is very tiresome that some employees burnout.

 

Manufacturing department will receive 30 employees. This number of employees is considered effective because of the low turnover rate of employees witnessed in this department. It is approximated that only three employees are likely to quit every year. Most of the employees who quit from this department majorly term poor work environment as their drive.

 

Customer service will receive the last 20 new employees. This department records turnover of approximately four employees. Unlike other departments where turnover is voluntarily and due to personal decision, in the department of customer care, employees who leave are fired due to poor relationships and client management.

 

During the recruitment process, panel interviewing will be used. This involves bringing a team of experts who will assess the candidates on various skills and grade them in terms of performance.

Skills testing will be used as a basis for selection. Structured interviews will be used as selection tools. Each member of the interview panel will have specific questions to ask and will touch on important skills and knowledge required for specific job. Each question will be awarded marks and the person who scores the highest will be considered the best candidate. Overall, it is important to “develop strategies to recruit the appropriate applicants and include sources and tools used for recruiting and selection”

(McCain, 2009).

 

 

Turnover equation

TR= (T/ ((0=E)/2)) ×100

TR= (15/ ((216=201)/2)) ×100

 

Turnover voluntary reasons

Some employees voluntarily leave the company. These employees have desire to pursue personal interest as well as search for greener pasture as their reasons.

 

 

 

 

Turnover chart

Description: C:\Users\Dell\Desktop\tunover cost.gif

Diagram 1. (Employment, 2010)

Equal Pay

The company acknowledges that pay is one of the important factors of motivation and relationship at work. The company will adhere to the payments structure provided by the ministry of labor. Each employee will be paid based on their job group. This means that all employees in each particular job group will get equal pay. No employee will be discriminated upon when it comes to payments. Some of the important aspects to consider include, “Is there enough difference between the positions to warrant a “supervisor” job classification and not “manager” job classification?” Additional aspects include, “If job responsibilities (such as outbound sales) expand, will the job classification difference still be warranted?” (McCain, 2009).

 

Sex Discrimination

Discrimination based on sex is illegal and therefore will be treated by the company as such. The company is an equal opportunity employer and therefore will not hire based on gender. It is however in the interests of the company to promote gender equity and achieve gender representativeness in its workforce. Both genders will be encouraged to apply for the available positions but selection of the preferred candidate will be based on qualifications.

 

Racial/Ethnic Discrimination

The company will not engage in any kind of discrimination based on the racial background while hiring. The company will employ a policy that will promote equal competitiveness. It is in the interest of the family to have a culturally diverse workforce; consideration will therefore be given equally across different racial backgrounds. According to McCain, some of the notable to consider include, was gender a factor in the hiring decision? Is stereotyping occurring? Notably this is important as McCain states, “lack of inclusion may lead to discrimination allegations” (McCain, 2009).

 

Benefits of Retention

In order to retain employees, the company will first aim at improving working conditions of the employees. This will include ensuring employee safety while in the company and providing medical cover. Additionally, the company will also employ motivation as a technique of retaining employees. Employees will be rewarded on different issues including good performance. The company will also encourage professional growth of employees by providing on job education programs for employees to further their knowledge. McCain states that “retention strategies include good management, developing clear career paths, ensuring competitive total compensation, providing recognition/rewards and providing comprehensive employee orientation” (McCain, 2009).

 

Retention of employees will have significant impact to the company. Retention of employees will save the organization from the cost of continuous recruitment. Recruitment is just the initial process, once the organization has identified the right person, the organization is required to offer sufficient training for the individual so as to enhance their productivity and ensure their maximal contribution to the company.

 

Another cost that cannot be overlooked is the cost of integrating the new employee (Briggs and Kenga, 1999). Other than simply providing computers and ergonomically designed seat, the company is also likely to incur the cost of software, physical space and other special equipment that the employee will require to deliver. Retaining employees therefore will save the company from incurring such cost.

 

Retention of employees will help in improving the productivity and the general output of the company in various ways. To begin with, employee retention will help improve productivity of the company through experienced employees. The longer the employees work in the organization, the more experienced they become. This group of experienced employees will be in a better position to effectively promote the brand of the company. They will also be in best position to mentor and train others. This will enhance good results in terms of business.

 

Retention of employees will also help in improving productivity of the company through promoting loyalty of the employees. Long serving employees are likely to be loyal to the organization. These employees will deeply believe in the business and desire the best for the company and will deliver maximally thus promoting the growth of the company (Briggs and Kenga, 1999). Besides, “one may also try to determine which recruiting sources provide higher-quality applicants” (McCain, 2009). Significantly, employee retention can be determined by the yield ratio. “The yield ratio is the comparison of the number of candidates at one stage in the recruiting process to the number of candidates at another stage” (McCain, 2009).

 

It is also true that employee retention will help in improving productivity of the company through attracting highly qualified employees. Employees tend to look for opportunities in organization, which assure them of their job security. By retaining employees, the company will be creating an image that assures employees job security. This will therefore attract highly qualified professionals who would want to work with reliable company. These employees will in turn help in promoting productivity of the company through their skills and knowledge.

 

Retention of employees will also help in promoting good workplace culture of the company. A working place culture with high employee turnover is likely to demoralize employees. It can drive the perception that employees are replaceable resources. Retention of people therefore will lead to self-motivated and happy employees.

 

Assessing the effectiveness of recruiting efforts

Two approaches will be employed in assessing the effectiveness of the recruitment efforts. To begin with, goals will be set for workforce management. These goals will include improved employee retention, increase in productivity reduction of errors, improvement in customer satisfaction and absenteeism. The current levels of performance in each of the above areas will be developed to get a benchmark, which will be employed to compare with the results obtained after hiring. According to McCain, “there are a number of ways to assess effectiveness of recruiting efforts. One way is to calculate costs per hire. To calculate costs per hire, add total recruiting costs and divide by the number of candidates hired” (McCain, 2009).

 

The second approach will also be employed to assess the effectiveness of recruitment process through creating, administering and reviewing employees survey which will gather the feedback of employees and their expectation when they got hired and if they think that the company has as kept it promises. Employees who do not believe that the company has kept its promise will be asked about what they were promised and what is not achieved. This will require one-on- one interview with the employees.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Briggs, S. &Kenga, W. (1999) Integrating human resource strategy and strategic planning to achieve

business excellence. Total Quality Management. Jul99, Vol. 10 (Issue 4), p447.

http://web.b.ebscohost.com.saintleo.idm.oclc.org/ehost/detail/detail?vid=5&sid=5a364a18-9ed7-4f5f-9e54-3d22a95b89b0%40sessionmgr120&bdata=JnNpdGU9ZWhvc3QtbGl2ZSZzY29wZT1zaXRl#AN=2202446&db=a9h

Employment in Europe 2010 – EU.” Social Protection Statistics – Unemployment Benefits – Statistics Explained, ec.europa.eu/employment_social/eie/chap3-2_en.html.

 

McCain, D. (2009). Motors and More, Inc.: A progressive HR case study. Society for Human Resource

Management, pp. 1-27.

 

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