Analyze the key elements of workforce planning and assessment as part of the staffing process you will follow in your organization
Week 5 Assignment: Workforce Planning, Legal Considerations, and Job Descriptions
Use this template to complete the Week 5 assignment, Workforce Planning, Legal Considerations, and Job Descriptions. Read the activity instructions carefully. Then answer each section of the template using complete sentences and a professional tone. Your response in each section should be 1–2 paragraphs in length, with each paragraph containing 3–5 sentences. The area beneath each question will expand to accommodate your response.
Use information from your textbook and other resources in responding. Document your sources.
When you are finished, save your work and submit the template.
Analyze the key elements of workforce planning and assessment as part of the staffing process you will follow in your organization. Be specific and support your points.
Workforce planning and assessment include the processes analyzing, forecasting and planning the supply and demand of workforce and determining relevant talent management interventions that can help an organization to hire the right people. One of the key elements of workforce planning and assessment as part of the staffing process that I will follow in my organization is evaluating the current talent in terms of skills to determine what the organization has and what it needs to attain its objectives. This is referred to as gap analysis because it reviews the skills of current employees and considers how they align with the objectives of the organization (Buckner, 2023). Gap analysis helps to identify who to hire, when to hire and why it is important to hire. The second key element is estimating any potential barriers to hiring. This provides an opportunity to improving the hiring process so that the organization taps the right pool of talent.
Describe the principal federal laws that impact and influence organizations when creating job descriptions and hiring employees. Summarize the impact each law has on the staffing process. Support your points.
The principal federal laws that impact and influence organizations when creating job descriptions and hiring employees are the Fair Labor Standards Act (FLSA), National Labor Relations Act (NLRA), Americans with Disabilities Act (ADA), Equal Pay Act of 1963 (EPA) and Title VII of the Civil Rights Act of 1964 (Gitman, 2018). FLSA establishes minimum wage, overtime pay and child labor standards that employers should adhere to. NLRA encourages collective bargaining and curtails some discriminatory labor practices. ADA prohibits discrimination on the basis of disabilities especially for qualified individuals in job application procedures. EPA covers sex-based wage discrimination for women and men in the same organization who perform similar jobs. Lastly the Civil Rights Act prohibits employment discrimination on the basis of color, race, sex and national origin.
Analyze what is meant by a bona fide occupational qualification (BFOQ), providing at least three examples that can be applied when creating job descriptions. Support your points.
A bona fide occupational qualification (BFOQ)is a defense to discrimination based on age, sex or national origin when they are considered reasonably necessary of the operation of a specific organization (Hunter, Shannon & Amoroso, 2023). The first example of BFOQ is mandatory retirement age airline pilots and bus drivers because of safety. The second example is when only members of a certain religion are employed for a religious school or organization. The third example is when an organization only hires female models for a women’s clothing store.
Create a well-written job description the organization can use when hiring employees. Use your revised work from the Week 3 activity for this section.
Job Title:
Software Developer
FLSA Status: (Exempt/Non-Exempt)
Exempt
Department:
IT department
Position Type: (For example, full-time, part-time, job-share, contract, intern.)
Full-time
Reports to:
Engineering manager
Salary Range:
Median wage of $61.18 hourly, $127,260 annual
Effective Date:
As soon as a suitable candidate is found
O*NET title and job number:
Software Developer
15-1252.00
Job Summary: Include 3–5 well-developed statements describing the overall aspects of the job.
Essential functions:
1. Research, design, and develop computer and network software or specialized utility programs.
2. Analyze user needs and develop software solutions, applying principles and techniques of computer science, engineering, and mathematical analysis.
3. Update software or enhance existing software capabilities.
Minimum qualifications:
Education:
Bachelor’s Degree in Software Engineering
Work experience:
3 to 4 years working experience in a similar role
Knowledge, skills, and abilities:
1. Data base management system software — Amazon DynamoDB Hot technology ; Elasticsearch Hot technology ; Oracle Database Hot technology ; Redis Hot technology
2. Data base user interface and query software — Airtable; Apache Hive Hot technology ; Blackboard software; GraphQL Hot technology
3. Development environment software — Apache Kafka In-Demand Hot technology ; Apache Maven Hot technology ; Oracle Java 2 Platform Enterprise Edition J2EE Hot technology ; Oracle SQL Developer Hot technology
4. Object or component oriented development software — Apache Spark Hot technology ; Objective C Hot technology ; Scala Hot technology ; TypeScript In-Demand Hot technology
5. Web platform development software — Bootstrap Hot technology ; React In-Demand Hot technology ; Spring Framework In-Demand Hot technology ; Vue.js Hot technology
License, certification, and/or registrations required:
1. Microsoft Certified: Azure Developer Associate by Microsoft
2. Google Developers Certification by Google
Other characteristics of the job:
Working conditions:
Favorable but demanding working conditions. In addition to specified tasks, the software developer;
1. May work with computer hardware engineers to integrate hardware and software systems, and develop specifications and performance requirements.
2. May maintain databases within an application area, working individually or coordinating database development as part of a team.
Physical/mental demands:
1. The person in this position must be able to understand and adhere to the established IT procedures of the department
2. The person must be able to use logic to understand user needs to be able to develop relevant software.
3. The person must be able to adapt well in the face of workplace stressors such as user demands, and department demands
Environmental/job conditions:
Safe working environment
Sources
[Use the space below to create your source list. Refer to the Source List page in the Strayer Writing Standards section of the Strayer Library for assistance with this page. A minimum of three sources are required for this activity. Refer to the assignment instructions for details.]
Buckner, L. (2023, July 14). Workforce Planning: Definition, Process and Principles. Indeed. https://www.indeed.com/career-advice/career-development/workforce-planning
Gitman, L. J. (2018). Introduction to business. Open Textbook Library. https://openstax.org/books/introduction-business/pages/8-9-legal-environment-of-human-resources-and-labor-relations
Hunter, R. J., Shannon, J. H., & Amoroso, H. J. (2023). Teaching Notes–Employment Discrimination.
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