HRM 635 Topic 2 DQ 1
Grand Canyon University HRM 635 Topic 2 DQ 1-Step-By-Step Guide
This guide will demonstrate how to complete the HRM 635 Topic 2 DQ 1 assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.
How to Research and Prepare for HRM 635 Topic 2 DQ 1
Whether one passes or fails an academic assignment such as the Grand Canyon University HRM 635 Topic 2 DQ 1 depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.
After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.
How to Write the Introduction for HRM 635 Topic 2 DQ 1
The introduction for the Grand Canyon University HRM 635 Topic 2 DQ 1 is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.
How to Write the Body for HRM 635 Topic 2 DQ 1
After the introduction, move into the main part of the HRM 635 Topic 2 DQ 1 assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.
Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.
How to Write the Conclusion for HRM 635 Topic 2 DQ 1
After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.
How to Format the References List for HRM 635 Topic 2 DQ 1
The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.
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DQ What processes, procedures, and specific websites are currently being used in your organization to attract and acquire potential employees from the online setting?
REPLY TO DISCUSSION
Attracting and Acquiring Employees through Social Media and Websites
Technology is inevitable in today’s health care delivery to enhance patient care’s efficiency, effectiveness, and accuracy. As this happens, health care organizations have realized the benefits of online presence and ensure that they can be accessed through websites and social media. Such presence also gives them a platform to connect with potential employees and source them when opportunities arise instead of primarily relying on the formal application and recruitment process.
Different organizations use different online and social media platforms to attract and acquire eligible employees. The most widely used platforms include Glassdoor and LinkedIn. They are reliable platforms since they provide adequate details about the employees. Other platforms include the organization’s website, Facebook, and Twitter since they offer the chat option to communicate. On processes, the organization relies on multiple platforms since accessibility to potential employees varies depending on populations’ profiles, including age, work experience, and specialties. Websites and social media platforms also allow organizations to evaluate employees’ work experience, values, and beliefs (Hosain, 2020). Such information guides the organization to contact, consider, or reject an employee’s application.
Job seekers and employers experience different challenges when using social media and websites. Social media gives job seekers increased visibility (Nayak et al., 2020). However, not all organizations consider such platforms for recruitment. Their information is also visible to scammers. Employers using websites to attract future employees are likely to recruit under-qualified staff since not all people provide accurate profiles on social media or job-related websites (Appel et al., 2020). Accordingly, there is a high chance of sacking employees after recruitment and engaging in a continuous, costly process. The most effective way to reduce these drawbacks is to use social media and websites only to screen applicants. After that, they must undergo the formal selection process, such as interviews, to ensure that the process is reliable and valid.
References
Appel, G., Grewal, L., Hadi, R., & Stephen, A. T. (2020). The future of social media in marketing. Journal of the Academy of Marketing Science, 48(1), 79-95. https://doi.org/10.1007/s11747-019-00695-1
Hosain, S. (2020). The role of social media on talent search and acquisition: Evidence from contemporary literature. Journal of Intercultural Management, 12(1), 92-137. doi: 10.2478/joim-2020-0034
Nayak, B. C., Nayak, G. K., & Jena, D. (2020). Social recognition and employee engagement: The effect of social media in organizations. International Journal of Engineering Business Management, 12, 1847979020975109. https://doi.org/10.1177%2F1847979020975109
Click here to ORDER an A++ paper from our MASTERS and DOCTORATE WRITERS: DQ: What processes, procedures, and specific websites are currently being used in your organization to attract and acquire potential employees from the online setting?
Unique records produced through social media should be kept like other records because they provide valuable information for your
government and public in the present and future. Social media posts help record engagement with the public that act as evidence for developing programs, events, and reports. Further, these posts can be considered historically important, as a record of the relationship between a government and its public.
Challenges Though the benefits of social media recordkeeping have led many governments to preserve posts using screenshotting, copy-and-pasting content, and software such as ArchiveSocial or SocialWare, capturing these posts pose unique challenges.
Good comments. Here is something else to consider. If a company wants to improve their recruiting practices and retention strategies, they should consider conducting exit interviews for employees that choose to leave the organization. Sound strange?
The reality is that exit interviews can provide great insight into organizational practices and can serve as a springboard for improving the recruiting practices and the organization as a whole. Ultimately, this can lead to better retention rates and help the company improve their attractiveness to new candidates in the recruiting process.
As a consultant, when I have conducted or designed exit surveys for companies I have noted very different responses from employees that are asked exit questions the day they leave ( in-person) and those asked exit questions again weeks later via phone. They tend to be more honest when it is from a third party (me, in this case) and not the company. When they are asked questions by HR on their departure day, they seem to be reluctant to be honest, maybe for fear of retribution such as a bad referral or bad rehire status. This process really helps get them much closer to understanding why people are leaving.
Understanding why people leave can be a good way to understand how to improve things, so that people will want to come to your company. This can be helpful in improving recruiting practices too. It seems backwards to look at why people leave out the back door, to get people to come in the front door, but it can be helpful.
What are some specific insights you think companies can gain from exit interviews that may help in the recruiting strategy?
Thanks for your information, according to SHRM, as firms move their talent attraction efforts to distant candidates, more companies will utilize virtual recruiting tools. The most excellent recruiters will take advantage of the opportunity to learn new abilities, adjust as needed, and demonstrate their worth to the company. According to 70% of LinkedIn study respondents, a hiring process that mixes virtual and in-person methods will become more common due to the cost and time savings. Even if firms resume in-person operations, I believe that virtual and automated interviews will replace many in-person interactions. Internal mobility has several advantages, including more engagement, lower expenses, and a faster hiring process, but the most important benefit may be enhanced retention.
In the small business organization that I’m utilizing is family owned and operated. Being that it is family owned it does not have the cooperate structure that on my find in an cooperate entity. The company opened its doors during the height of the pandemic in November 2020. Lack of resources seems to be a hindrance for the recruiting process. Therefore, utilizing the social media aspect is perfect because it is free or minimal cost. The business has used Indeed. Indeed, is a national website that 250 million people visit every month with 75 % of job searches made from mobile device. They utilized Instagram and Facebook for advertising the restaurant but not for hiring purposes. For the past year the hiring process was very slow due the unsteadiness of business and finding people not only qualified for the job but also wanting to work. The pandemic had. Cause an unprecedented time in the employment industry. The restaurant recently signed a on the job training contract with the department employment, training and rehabilitation. The purpose of this contract is to have individuals who are looking for employment trained and untrained to partnered with business.
Potential candidates may receive on the job trying at market wage, while the employee receives as funding assistance. This reduces the cost burden of employees. Each contract is for 6 months, at that time the employer can hire the individual for full cost or start the OJT training with another candidate. As a job seeking during this time, I feel you will have to inept to utilize technology along with adequate access. As handy the phone can be I just don’t like doing everything from my phone. As the employer when you nonspecific sites for recruiting our will not have a prescreen on the type of candidate, this could be labor intensive to read through applications get the best potential employees. For this small business, getting connected with the local department employment, training and rehabilitation provided the best opportunity to increase staffing of the restaurant.
Dessler, G. (2017). Human Resource Management. (5th ed.) Pearson.
Post your jobs on indeed. Indeed. (n.d.). Retrieved April 17, 2022, from https://www.indeed.com/hire?from=gnav-employerlogo-employer–tophat–employer-desktop