BUSI3313 MSVU Gavin Tours and Travels Human Resource Interview Guide Report Read Assignment 2 instructions and use the following template as references and

BUSI3313 MSVU Gavin Tours and Travels Human Resource Interview Guide Report Read Assignment 2 instructions and use the following template as references and sources to follow create a interview guide for a senior travel consultant in the company. Assignment #2
BUSI 3313 HRM, Assignment Description and Instructions (20%)
From the Course Outline: With this assignment you will develop a selection strategy and simulate
ongoing management for the job you posted as part of assignment #1. The two assignments build on
each other. You will simulate the steps typically taken to hire, on board, and performance manage an
employee including developing an interview guide, a candidate rating system, an offer letter, and a
performance plan.
Assignment Instructions:
1) Review Chapters 6-10, especially Chapters 6,7,8), the Nova Scotia Works HR Toolkit (see
Moodle).
2) Using the job and the organization you selected for the first assignment develop:
a. A Structured Interview Guide (use this link as a reference)
b. A Candidate Rating Tool (use this link as a reference)
c. An Offer Letter (use this link as a reference)
d. A Performance Plan (use this link and this link as a reference)
3) The Interview Guide is for a structured 45-minute interview and should include:
a. A Greeting: Write a paragraph to welcome the candidate, build rapport, and describe the
interview process.
b. Interview Questions: Develop at least 6 interview questions that are relevant to the job. At least
two questions should be situational type and at least two should be behavioural type questions. At
least four questions should cover technical job requirements and at least two questions should
cover any other job requirements. At least one question should invite the candidate to ask any
questions they might have. The number of questions is a minimum. Develop as many questions as
you think are appropriate. There is a template available at this link. Use it as a guide. Develop your
own questions. Don’t cut and paste the entire template content.
c. A Closing: Write a paragraph or two to close the interview, thank the candidate, and indicate
when/ how they should expect to hear from you about next steps.
4) The Candidate Rating Tool is used to evaluate candidates and make your selection. Create a
rating for each interview question answer AND rate anything else you think is relevant to selection.
There is a template available at the above link. Use it as a resource. Develop your own rating tool.
Don’t cut and paste the entire template content.
5) The Offer Letter should include all the information in the template available at the above link.
Make up the information to populate the template. You may cut and paste at will for this element
of the assignment. Use your imagination and have fun.
6) The Performance Plan should use a Behaviourally Anchored Rating Scale (BARS). You should have
at least 5 criteria (e.g. “Adaptability”). Use a 3-point performance rating scale (e.g. “Does not
Meet”/ “Meets”/ “Exceeds”). For each criterion and rating describe what is expected. You are
creating a (minimum) 5 x 3 matrix. In each cell there should be text describing the behaviours which
will earn that specific rating for that specific criterion. We developed one of these for a teacher in
class. Review that example. Note: The performance criteria and the interview rating criteria may be
similar.
You are only required to produce the matrix for the performance plan. There would probably be
more content in a full performance plan but that’s beyond this course.
7) Your assignment deliverable is a 6-8page (minimum) report which includes: an Introduction and
description of how you approached the two integrated assignment (the steps above paraphrased
with reference to both assignment deliverables); the Interview Guide; the Candidate Rating Tool;
the Offer Letter; the Performance Plan; and a brief Conclusion which lists the deliverables from
both assignments. You may choose to include the first assignment content as an appendix. This
would make for a more professional deliverable and would make it more suitable for use as an
integrated work sample in a portfolio.
Grading will be based on the depth and breadth of your work, broadly outlined as follows:
− Introduction and Approach (0-2 points)
− Interview Guide (0-4 points)
− Candidate Rating Tool (0-4 points)
− Offer Letter (0-2 points)
− Performance Plan (0-4 points)
− Summary and Conclusion (0-2 points)
− Overall professionalism, readability, and quality of report writing (0-2 points)
Use your imagination as required, especially for the offer letter. Exploring the approach and format
for this element is more important than the specific content.
Include citations as appropriate but don’t cut and paste content. Use your own ideas and language.
The content should be specific to the job you chose for the first assignment. We will discuss this
further in class.
Your logo here
Candidate Name:
Date of
Interview:
Notes taken by:
Interview Start & End Times:
Position Title
Interview Guide – Part One
1.
2.
3.
4.
Welcome to {My Company’s Name}.
Interview those participating in this interview process. {Names, positions}
Explain the Job and the Company:
Explain the interview process – how much time is allotted, the review of the
resume, the note taking, and the opportunity for the applicant to ask questions.
Interview Questions
Personal and Rapport Building Questions
1. Describe to us what attracted you to this career opportunity? How do you see this
role fitting in with your long term career objectives?
2. Walk us through your resume. Tell us about the most important experiences
you’ve had that will highlight your fit for the {Job Title} job. (Listen for what will
set this candidate apart from other applicants)
Job Specific Questions
1. Describe your experiences with {list the main task from your job description}.
What did you see as your strengths? What did you accomplish? How do you
think this job will help you improve your skills in this area?
2. Describe your experiences with {list the second most important task from your
job description}. Tell us how you decided which work took priority and which
tasks could wait a while? How did you make that decision?
3. Describe your experiences with {list the third most important task from your job
description}. Tell us how others were affected by your work. Did you work alone
or did you work with others? How did you include them?
The NS HR Toolkit
A Free Online Resource to Help Employers Find, Keep and Manage Workers
Visit https://workplaceinitiatives.novascotia.ca/
Your logo here
4. Describe your experiences with {list another task or skills from your job
description}. Tell us about a time when you experienced a problem. How did you
overcome the problem? What did you learn from that experience?
5. Describe a recent task or project that you worked on with others in your
organization. What was your role, what challenges did you encounter and how did
it turn out?
6. This position requires the use of {tools and resources list from job description}.
How would you rate your skill level in these areas? Can you describe the most
complex work you’ve done with these tools in the past?
7. This position works {Monday to Friday from 8:00 a.m. to 4:30 p.m.}. Are there
barriers to meeting that requirement?
8. This position involves {Physical Capabilities}. Are there barriers to meeting that
requirement?
9. What are your salary expectations?
10. If you were offered this position, when could you start work?
11. Are there questions about this company or this opportunity that we can answer for
you?
Interview Guide – Part Two
1. Make sure you have contact information for references.
2. Tell the candidate when you expect to have a final hiring decision and how that
will be communicated.
3. Thank the person for coming for the interview.
The NS HR Toolkit
A Free Online Resource to Help Employers Find, Keep and Manage Workers
Visit https://workplaceinitiatives.novascotia.ca/
Your logo here
Interview Guide – Part Three
Interviewer’s Evaluation of Applicant
Applicant’s Name:
Position:
Position Location:
Date:
Time:
Interviewer:
This evaluation form can be completed after each interview. Rate all the items that relate
to the requirements of the job, but only those items.
Skill Description
Exceeds
Meets
Below
N/A
Requirements Requirements Requirements
Motivation
works hard to accomplish tasks
and overcome obstacles
Follows Procedures
follows established policies
and procedures
Carpentry Skills
trained and experienced in
building kitchen cabinets
Recommendation:
Recommend for Hire: ______
Yet:
_____
Not a Match: _______
No Decision
Provide your overall opinion of the applicant and make additional comments on any of
the above areas.
_____________________________________________________________________
Interviewer Signature:
Title:
Date:
The NS HR Toolkit
A Free Online Resource to Help Employers Find, Keep and Manage Workers
Visit https://workplaceinitiatives.novascotia.ca/
Behaviorally Anchored Ratings Scale (BARS) Guide
1. Acceptance of Supervision – Willingly accepts and follows instructions given by supervisor in
the performance of duties; responds to training and coaching in a constructive manner.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Readily accepts and completes assigned responsibilities
Attempts to improve performance following constructive criticism
Follows policies set by supervisor without reminder
Cooperates willingly with supervisor
Follows specific instructions
Demonstrates exceptional ability to independently complete assigned
responsibilities
Never complains about assigned tasks
Improves performance following constructive criticism
Knows and follows all policies set by supervisor
Complains about assigned tasks; often questions supervisory requests
Fails to consistently follow all policies set by supervisor
Becomes upset when constructively criticized
Sometimes fails to follow specific instructions
2. Adaptability/Flexibility – Adapts readily to new situations and changes in the workplace;
works well under pressure; learns and functions well under widely different situations and
circumstances.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Readily adjusts to new situations and responsibilities
Easily handles a wide variety of tasks, sometimes concurrently
Readily comprehends new job related information
Performs well under widely different and/or changing circumstances
Functions effectively under unusually high levels of mental or emotional
stress
Capable of assisting other staff with change while maintaining regular
personal workload
Conforms to changing demands with a positive attitude and skills
Has difficulty adjusting to changes in workload or assignments
Becomes nervous or upset under normal job stress
Loses composure under higher than normal stress level
Lacks patience when dealing with more than one assignment
3. Change Management – Openly supports change; motivates and encourages fellow employees
to support change; successfully implements change in work unit.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Works hard to implement successful change in areas of responsibility
Openly supports change
Recommends and implements further changes to improve processes and
customer service
Encourages others to make changes
Makes serious effort and takes responsible risk to improve processes
Actively promotes the possibilities that change can bring
Regularly tries new ways of doing things to improve processes
Searches for and implements “best practices” to improve processes and
customer service
Resists change or innovation, or takes a “wait & see” approach
Can become defensive
Averse to taking any risk
Continues to try to do things the way they have “always been done.”
4. Communication – Comprehends oral and written information, and clearly and effectively
expresses self in the presentation of ideas; develops written work in a logical and comprehensive
manner where appropriate.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Demonstrates oral and written communication skills commensurate with job
responsibilities
Reports and communications are accurately spelled and utilize correct
grammar
Possesses sufficient command of English language and adequate grammar
skills for position
Able to effectively present personal viewpoint
Consistently attempts to be effective and attentive listener
Readily comprehends oral and/or written instructions when first presented
Demonstrates unique ability to transmit difficult information in an
understandable manner
Superior comprehension of oral and/or written instructions
Capable of reviewing materials for others due to superior command of
English usage
Possesses outstanding persuasive powers
Practices superior listening skills and positive body language techniques
Reports and communications are vague or poorly written
Reports and communications contain spelling or grammar errors
Has difficulty verbalizing thought patterns, or expressing facts, ideas, and/or
questions needed for position
Misinterprets or is slow to comprehend oral and/or written instructions
Practices insufficient listening skills which promote an environment of
misunderstanding
5. Composure/Stability – Works well under pressure; responds appropriately to
stressful/emergency situations; approaches tasks with patience and firmness; is consistent in
behavior.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Takes appropriate action in emergency situations
Maintains composure in emergency or high-stress situations
Acts in a calm, yet firm manner under adverse conditions
Rarely intimidated by others
Exercises authority when appropriate
Acts professionally in all situations
Is not intimidated by any person/situation
Responds quickly and efficiently in emergency situations
Remains firm and calm under serious/dangerous circumstances
Is uncertain of appropriate action in emergency situations
Is reluctant to or uncertain how to exercise appropriate authority
Becomes nervous or upset under normal stress levels
Loses composure in emergency or high-stress situations
Is easily intimidated by others
6. Confidentiality – Can be trusted to use discretion in dealing with customers and fellow
employees; maintains confidentiality of information or materials appropriate to position.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Maintains the confidentiality of all appropriate records or materials
Uses discretion in dealing with all clients/customers and/or fellow
employees
Does not participate in office gossip concerning clients/customers and/or
fellow employees
Discloses appropriate information at appropriate times based on relevant
statutes, rules or policies
Actively promotes atmosphere of confidentiality through continuous
monitoring and communication of confidentiality standards
Actively discourages office gossip about clients/customers and/or fellow
employees
Demonstrates lack of concern for confidentiality through behavior or
conversation
Participates in office gossip with little regard to potential negative
consequences
Demonstrates insufficient knowledge of all statutes and/or policies relating
to the confidentiality of relevant records and materials
7. Customer Service – Demonstrates knowledge of internal and external customers; is sensitive
to customer needs and expectations; anticipates needs and responds promptly and willingly to
provide information, services and/or products as needed.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Demonstrates understanding of internal customer concept and treats all
customers with high levels of sensitivity and respect
Always provides satisfactory and sometimes excellent customer service
Responds to all customer requests promptly
Maintains personal accountability and ownership in customer service
rendered
Seeks feedback from customers and adjusts behavior accordingly
Provides excellent service to all customers, frequently going beyond what is
strictly required
Keeps informed about customers’ needs and/or wants and in general,
anticipates customers’ needs
Responds to customer requests with high degree of sensitivity and a sense of
urgency
Builds close, collaborative relationships with all customers
Motivates others to provide service excellence and leads by example
Examines and recommends changes to processes to improve customer
service
Demonstrates inadequate knowledge of internal customer concept
Views customers as an irritation and/or a problem
Resists changes in how customers are served
Waits to be asked before responding to customers’ needs
Responds to requests with little sense of urgency
8. Directing/Coaching – Defines and coordinates work and delegates appropriately to best
accomplish goals; adjusts assignments to maintain workflow; provides immediate and effective
feedback to employees concerning behavior and performance.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Allocates materials and equipment to accommodate work flow
Regulates the assignments and responsibilities of subordinate employees to
ensure that work is completed on or ahead of schedule
Work assignments are delegated to optimize output
Reassigns tasks when necessary
Skillfully manages subordinates for optimal performance and output
Demonstrates superior skill in ensuring that priorities are adhered to
Demonstrates exceptional ability to meet/exceed deadlines in emergency
situations
Voluntarily directs additional administrative responsibilities
Has difficulty in prioritizing, delegating, monitoring or adjusting work
activities of subordinate employees
Has difficulty meeting deadlines
Does not coordinate interdepartmental issues
Fails to direct staff toward achieving maximum performance
9. Drive for Results – Understands importance of achieving results; makes effort necessary to
achieve goals/objectives; achieves results requested or agreed upon.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Understands importance of achieving results
Makes all effort necessary to achieving goals/objectives
Usually achieves requested results in appropriate time frame
Takes appropriate decisive action to achieve goals/objectives
Consistently surpasses requested results or agreed upon objective
Not deterred by uncertainty, risk or conflict; results oriented
Demonstrates high sense of urgency in achieving results
Rarely achieves desired results
Makes excuses for lack of achievement
Tends to blame others or circumstances when results were achievable
May be stopped by uncertainty, risk or conflict
Visible lack of urgency, commitment, or effort for results
10. Employee Relations – Is supportive, considerate, fair, and objective in one’s behavior
toward subordinates; establishes and maintains a cordial and harmonious work atmosphere.
Rating
Meets Expectation
Exceeds Expectation
Does Not Meet Expectation
Possible Behavioral examples
Establishes/maintains a cordial and harmonious work atmosphere by
effectively communicating with individuals
Offers encouragement and support to subordinates when work gets difficult
Exhibits fair and objective behavior toward subordinate employees
Promotes an environment that is low in conflict
Encourages employees to communicate ideas or questions regarding work
operations
Extremely fair, supportive, and objective in behavior toward subordinates
Promotes a respect-filled environment
Often subjective and/or unfair when dealing with individuals
Ineffective in establishing or maintaining a cordial and harmonious work
atmosphere
Provides little encouragement or support to employees
Environment is conflict-filled.
11. Fina…
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