What is the difference between equal pay and comparable worth

Discussion 4 – Compensation and Benefits

Welcome to Discussion 4. This week we will explore compensation and benefits. While compensation is the function that deals with every type of reward employees receive in exchange for performing assigned tasks, benefits are considered more indirect compensation and include such things as unemployment insurance, social security, workers compensation and more.

During this week of the discussion, students are to upload two reply posts in response to their classmates’ initial posts. Each reply post should respectfully agree or disagree with the position(s) taken by your classmate and state the reasons for your position. Each reply should encourage further discussion from the author of the initial post and be a minimum of 150 words. The two reply posts are due on Sunday at 11:59 pm EST. Please be sure to utilize the reading materials (and any outside sources) to support your position(s) and include proper APA citation (in-text and reference list) in your post.

See the discussion rubric in the Important Documents Folder for more details on grading.

Course Materials:

Read Chapters 10, 11 and 12 in your Human Resource Management Textbook.

Watch the LinkedIn Learning video: Compensation and Benefits from the course: Human Resources in the On-Demand Economy with Wayne Cascio (6m 12s)

Initial Post (Minimum 300 words) – Due Wednesday @ 11:59PM EST

Answer the following questions in a scholarly post of 300 words or more by Wednesday.

What is the difference between equal pay and comparable worth? Why are these concepts so important?

To what extent (if at all) do you feel CEOs are overpaid? Based on your research and personal viewpoints, what ways should a company structure their compensation packages to be fair, equitable and performance-based?

Reply Posts: (Minimum 150 words per post) – Due Sunday @ 11:59pm EST

Please choose two student posts that you agree or disagree with and respond to the posts using course content and other academic references to defend your position and add to the overall conversation.

Each reply post should be a minimum of 150 words. The two reply posts are due on Sunday at 11:59 pm EST. Please be sure to utilize the reading materials (and any outside sources) to support your position(s), utilize proper grammar, spelling and punctuation, and include proper APA citation format (in-text and reference list) in your post.

Recruiting & Selecting Employees

Welcome!

Course Outcomes explored in this module:

Discuss how to develop and effective recruiting program for an organization.

Describe the recruiting process: who does it, how recruiters do it, and where they find recruits.

Differentiate between realistic and unrealistic job previews.

Determine a cost-benefit analysis of a recruiting program.

Analyze different strategies that organizations might use to recruit blue-collar, white-collar, managerial, technical, and professional applicants.

Explain the steps in the selection processes.

Examine what selection criteria are available and how they can be used to make selection more effective.

Use selection tools such as interviews and biodate more effectively.

Compare the different types of validity – content, construct, and criteria-related.

Discuss the value of controversial selection methods such as drug testing and integrity testing in light of current organizational and social environments.

Reading and Video Assignment:

1. Watch the LinkedIn Learning course: Align Recruiting with Job Requirements with Barbara Bruno (1 hr 6 min)
2. Read and review Chapters 7 and 8 in your Human Resources Text (Recruitment and Selecting Effective Employees)

Using what you have learned from your reading and the videos, complete the following exercise in a single word document:

Take on the role of a candidate. Using an online job search tool (i.e. Indeed.com, Monster.com etc.) research a job title you are aspiring to achieve. Be creative. Find your dream job. Be sure the listing that you find includes a quality job description that includes minimum and desired requirements. In your single word doc, complete the following:

Provide a link to the job listing at the beginning

Provide a brief paragraph on why this job and company would interest you as a candidate.

Comment on what is done well in this job description and what, if anything, is missing.

Explore the company’s career page. What does their careers page tell you about their company? What would inspire you to work there?

Now, take on the role of the recruiter for this job. In your single word document, complete the following steps:

Detail three things that are important to discuss with the hiring manager you are supporting for this role. What do they need to know? (Do not just give three basic bullet points – provide 2-3 sentences on why you selected this).

Discuss your recruitment strategy – will you use any assessment tools? (which ones), what will you require of the candidate during the interview process? what will the interview experience be like for potential candidates? How might you plan to evaluate your candidates to ensure the best fit?

Be sure to cite all your sources in an APA formatted reference list. Full credit will only be provided if you are properly and professionally citing your resources. Have fun with this and use your critical thinking skills.

Lesson 4

Recruiting & Selecting Employees

Complete Task #4 prior to completing Lesson #4.

1. Read the Society for Human Resource Management (SHRM) article on Interview Questions.
2. Using the job description you selected in Task #4, create a single word document of 10 well-written, behavioral-based interview questions you would ask candidates who are applying to this job.
3. Underneath each question, in one sentence write your purpose/intent for asking the question (What do you hope to gain from asking this question? Are you targeting a specific competency? job requirement? behavior?)

– Be sure to review your job’s minimum and/or desired qualifications to write interview questions that allow you to assess the candidate’s knowledge, skills and abilities.
– Be sure to write behavioral based questions that give the candidate an opportunity to tell about a past accomplishment or experience.
– Do not write questions such as: “Describe yourself in 3 words.”

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