Course Project Grading Rubric Category Final  Project  Point  Description Estimated Percent Complete /  Comments Cover Page ‐ Include your name, course number, and the date Completed Table of Contents ‐ List the main ideas and section of your project and the pages in which they are  located. Any illustrations should be included separately.  Not included Body of Your Report ‐ Use a header titled with the name of your project. Then proceed to break out the  main ideas. State the main ideas, state major points in each idea, and provide evidence. Break out each  main idea you will use in the body of your project. Show some type of division like separate sections that  are labeled; separate group of paragraphs; or headers. You would include the information you found  during your research and investigation. Good use of headers to identify  different components/topics Summary and Conclusion ‐ Summarizing is similar to paraphrasing but presents the gist of the material in  fewer words than the original. An effective summary identifies the main ideas and major support points  from the body of your report. Minor details are left out. Summarize the benefits of the ideas and how  they affect the staffing industry. Not included References ‐ Work Cited ‐ Use APA citation format as specified in the Syllabus. No more than 10% of the  total project can be from borrowed material and must be properly cited via APA. Review the APA  materials provided in the Syllabus and Student Resources, as needed. Your instructor may submit your  work to Turnitin. Any un‐cited material or excessive cited material (above the 10% minimum) can  seriously jeopardize points earned (beyond the Documenting and Formatting section of the  rubric).  Sources appear to be properly  acknowledged.  Organization &  Cohesiveness 30 The final project should make sense to the reader from start to finish.  The organization of the project  should be logical and easy to follow without confusion to the reader. Off to a great start Editing 20 Proof read the final project and ensure that each sentence is complete, the correct grammar is used,  spelling is correct, etc.  No issues noted The content of the project is the key deliverable and is mostly found in the body of the project.  All  components of the project contribute to the final content. A definition of strategic staffing that supports the requirements of the organization. Good  A description of the job analysis process and an example job analysis format. Completed The approach to posting a position and the related rationale for taking that approach. Plus, a short  example job posting.  This section is not fully developed An example application form and an explanation of how it should be implemented and related reasoning  for the approach recommended.  Make sure your application form contains only legally permitted  inquiries.  (The corrected application form from Week 5 cannot be used.) This secti.

1. Course Project Grading Rubric
Category
Final
Project
Point Description
Estimated Percent Complete /
Comments
Cover Page ‐ Include your name, course number, and the date
Completed
Table of Contents ‐ List the main ideas and section of your proj
ect and the pages in which they are
located. Any illustrations should be included separately.
Not included
Body of Your Report ‐ Use a header titled with the name of you
r project. Then proceed to break out the
main ideas. State the main ideas, state major points in each idea
, and provide evidence. Break out each
main idea you will use in the body of your project. Show some t
ype of division like separate sections that

2. are labeled; separate group of paragraphs; or headers. You woul
d include the information you found
during your research and investigation.
Good use of headers to identify
different components/topics
Summary and Conclusion ‐ Summarizing is similar to paraphrasi
ng but presents the gist of the material in
fewer words than the original. An effective summary identifies t
he main ideas and major support points
from the body of your report. Minor details are left out. Summar
ize the benefits of the ideas and how
they affect the staffing industry.
Not included
References ‐ Work Cited ‐ Use APA citation format as specified
in the Syllabus. No more than 10% of the
total project can be from borrowed material and must be properl
y cited via APA. Review the APA
materials provided in the Syllabus and Student Resources, as ne
eded. Your instructor may submit your
work to Turnitin. Any un‐cited material or excessive cited mater
ial (above the 10% minimum) can
seriously jeopardize points earned (beyond the Documenting an
d Formatting section of the

3. rubric).
Sources appear to be properly
acknowledged.
Organization &
Cohesiveness
30
The final project should make sense to the reader from start to f
inish. The organization of the project
should be logical and easy to follow without confusion to the re
ader.
Off to a great start
Editing 20
Proof read the final project and ensure that each sentence is com
plete, the correct grammar is used,
spelling is correct, etc.
No issues noted
The content of the project is the key deliverable and is mostly f
ound in the body of the project. All
components of the project contribute to the final content.
A definition of strategic staffing that supports the requirements
of the organization. Good
A description of the job analysis process and an example job an
alysis format. Completed

4. The approach to posting a position and the related rationale for t
aking that approach. Plus, a short
example job posting.
This section is not fully developed
An example application form and an explanation of how it shoul
d be implemented and related reasoning
for the approach recommended. Make sure your application for
m contains only legally permitted
inquiries. (The corrected application form from Week 5 cannot
be used.)
This section is not fully developed
Layout the interview process: (a) what is the organization’s inte
rview philosophy? (b) provide some
examples of good (non‐generic and legally acceptable) intervie
w questions.
This section is not fully developed
Describe the organization philosophy and approach to pre‐empl
oyment testing and assessment
(performance, background/criminal, drug, etc.).
This section is not fully developed
Add in three staffing other elements that you feel are important
to the staffing process.
Element 1

5. Element 2
Element 3
Body of project must be at least 10
full pages
13% currently
Explain how this handbook can be used and the value that it bri
ngs to the HR professional involved in
strategic staffing.
What did you get out of this assignment? What did you learn?
Total 250
A quality project will meet or exceed all of the above requireme
nts. Still room for improvement
Required % 25%
Approximate Percent of Course Project Complete 25%
Points Available 90 Total points earned on draft 90
Best Practices
Introduction ‐ Your introduction should include the items below
.
Introduce the subject and why the subject is important.
Preview the main ideas and the order in which they will be cove
red.

6. Establish a tone for the document.
Below are additional hints on preparing the best possible project
.
1. Apply a three‐step process of writing: plan, write, and compl
ete.
2. Prepare an outline of your research project before you go for
ward.
3. Complete a first draft and then go back to edit, evaluate, and
make any changes required.
Course Project Draft
Cover Page ‐ Include your name, course number, and the date.
Requirements
(failure to meet
these criteria may
result in penalties)
The course project should be between 10‐12 full pages in length
, double‐spaced….NOT INLCUDING TITLE PAGE,
REFERENCES PAGES, OR APPENDICES.
No more than 10% of the total project can be from borrowed ma
terial and must be properly cited via APA.
Table of Contents ‐ List the main sections of your project and th
e pages in which they are located. Illustrations should be includ

7. ed separately.
4. Use visual communication to further clarify and support the
written part of your report, such as illustrations, diagrams, and t
he like.
Work Cited ‐ Use APA citation format as specified in the Syllab
us. No more than 10% of the total project can be from borrowed
material and must be properly
cited via APA. Review the APA materials provided in the Sylla
bus and Student Resources, as needed. Your instructor may sub
mit your work to Turnitin. Any un‐
cited material or excessive cited material (above the 10% minim
um) can seriously jeopardize points earned (beyond the Docume
nting and Formatting section of
the rubric).
Summary and Conclusion ‐ Summarizing is similar to paraphrasi
ng but presents the gist of the material in fewer words than the
original. An effective summary
Body of Your Report ‐ Use a header titled with the name of you
r project. Then proceed to break out the main ideas. State the m
ain ideas, state major points in
The first draft of the project (approximately 25% of the work sh
ould be completed in draft form) should be completed and subm
itted in Week 3.
(90 Points)
Summary and

8. Conclusion
Content
DO NOT INCLUDE
FORMS OR
SAMPLES FROM
OTHER SOURCES ‐
ALL WORK IN THE
BODY OF THE
REPORT MUST BE
ORIGINAL
STUDENT WORK
150
25
Documentation &
Formatting
25
Section not started
Comments:
Thanks for submitting the draft of your course project. A quick

9. review indicates that a some work still needs to be done in certa
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Turnitin Originality Report for information on how near you are
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samples from other sources in the body of the paper. Although t
hey may be used in the Appendices, they will NOT count toward
s the 10‐12 page requirement or the
10% borrowed material limitation.
Please remove the boilerplate information and instructions befor
e submitting as this is contributing to the high Turnitin Similarit
y Index.
Assignment: You are to create an original (not copied from the t
ext or other sources) handbook with many of the vital tools used
in the strategic staffing process. Minimal
borrowed material is permitted (no more than 10% of the compl
eted handbook, so plan accordingly for any borrowed material i
n the draft!) and all information used that
is not your own thought or own words must be cited via APA fo
r ALL sources used (textbook, Internet, etc.). The majority of th
e Handbook must be original—meaning
written by the student. (Note: this is NOT an employee or HR m
anual; it is a STAFFING handbook that could be used by manag
ers as a resource for the staffing process.)
Not yet done
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Student Name: Beetta Cottrell STAFFING HANDBOOK
PIONEER MANAGEMENT
CONSULTANT Handbook Date: 11/2012 PMC DEFINITION
OF STRATEGIC STAFFING
Strategic staffing is the process where the management develops
a
company through employee recruitment, selection process, and
analysis of
individuals as capable employees. It involves the filling of
vacant
positions in Pioneer Management Consultant (PMC) by
identifying the
requirements of the position, undertaking an inventory of the
available
individuals, recruiting them, selecting the successful
candidate(s),
placement, organizing staff training, promotions, and
compensating hard
working staff (Bechet, 2002). JOB ANALYSIS Job analysis
refers to the
process of identifying and determining the duties and
requirements that a
position entails. Job analysis in PMC involves the relative
significance of the job’s duties and requirement. A significant
concept
about job analysis at PMC is that job analysis is done on the job
and not a person. Job analysis data is acquired from
various data collection methods like interviews, questionnaires,
or

15. observation, but the product of this analysis is the description
and
requirements specifications of the job, which are not a
description of a
person (Oswald, 2003). PMC APPROACH TO THE JOB
ANALYSIS PROCESS Pioneer
Management Consultant uses two approaches in conducting job
analysis.
These two approaches include major job requirement (MJRs)
and Knowledge,
skill, and abilities job analysis approach. The source of the
major job
requirements are the current, official job position description
by the
company’s human resource department. KSAs identify the
requirements
necessary to accomplish the MJR. The goal of KSAs in PMC is
to identify
the successful candidate(s) who possess the potential to perform
the
duties in the position to be filled. EXAMPLE OF JOB
ANALYSIS FORM JOB ANALYSIS FORM Job Title Job Code
Date Department Name Name of Supervisor Compiled by1.
What is the purpose of your job? 2. What was the position of
your last job? 3. What job would you expect to be promoted? 4.
If you
are a supervisor please check the activities that you personally
supervise. Promoting Orientation Recruiting Compensating
Counseling
Budgeting Training Training Performance measuring Planning
Directing
Developing Other 4. Education. Check the blank space that
correctly shows the educational requirements for the job.a. No
formal education required. B. college certificate or equivalent c.
Lower than high school diploma d. College degree e. High
school diploma f. Education beyond undergraduate List degrees,

16. professional license or any other required certificate. Indicate
the education you had when you were selected for the job. 5.
Job Duties: Please describe the duties that you perform.
List down the duties you consider most significant or very
difficult.
a. Daily duties b. Duties performed after some period (please
indicate
if the duty is weekly, monthly etc.) c. How long have you been
positioned in the job? e. Are you currently performing any other
duties?
If yes, Please describe if the answer is YES. f. Can you
perform any
other duty not included in the duties list in your job? Please
describe
preferred job. 6. Experience. Check the level of years
experience
required to perform the job. a. None e. Between 1 to 3 years b.
Below 1
month f. Between 3 to 5 years c. Between 1 to less 6 months g.
Between 5
to 10 years d. Between 6 months to one year h. Above ten years
7. Skill. List the skills required to performance the job.List
skills you had when you were placed on this job. 8. Equipment.
Does your job require the using any machinery or equipment?
Yes No Please list the machine or equipment and how often you
use it. Machine or Equipment Frequently Occasionally Rarely a.
b. c. d.
9. Any other comment? JOB POSTINGS OUR APPROACH TO
POSTING POSITIONS
PMC job posting approach adheres to planning of job posts to
achieve the
recipient of a great number of job applicants. The approach
follows the
process of a ground up approach, which involves selecting the
medium.
Some of these mediums include online advertisements, online

17. recruiting,
and newspaper job posting. BRIEF SAMPLE OF AN
INTERNAL JOB POSTING PMC
SAMPLE JOB POSTING TEMPLATE JOB SUMMARY
POSITION DUTIES AND
RESPONSIBILITIES COMPETENCIES QUALIFICATIONS
(Educational Qualification
and Work Experience) COMMUNICATION SKILLS
COMPUTER KNOWLEDGE SKILLS WORK
ENVIRONMENT APPLICATION PROCESS PMC job
application process requires
that all applicants regardless of the job vacancy that they are
applying
for, to provide all required information by completing the
company’s
job application form. Job application in PMC is done online and
NOT by
sending application papers in hard copy. Prospective applicants
are
required to access the job application form from the company’s
official
website and fill all the required sections. PMC APPLICATION
FORM JOB
APPLICATION FORM Position:
________________________________________________
APPLICANT INFORMATION
Name: _________________________________________
(Surname First name Last
name) Physical address:
_____________________________________________________
______
_______________________________________ Postal address:
_____________________________________________________
______
_______________________________________ Telephone No.:
__________________ Email address:

18. _________________________ ACADEMIC
QUALIFICATIONS Start Period To Institutions A
Qualifications Grades WORK
HISTORY Start Period To Organization Position
Responsibilities
Achievement CURRENT EMPLOYMENT INFORMATION
Employer:
______________________ Position: __________________
Current monthly
compensation: ____________________ Responsibilities:
__________________________________________________
_____________________________________________________
______________
REFEREES 1. Name: ____________________ Position:
_______________________
Organisation or company:
____________________________________________
Telephone No.: _________________ Email :
____________________ 2. Name:
____________________ Position: _______________________
Organisation or
company: ____________________________________________
Telephone No.:
_________________ Email : ____________________ 3. Name:
____________________ Position: _______________________
Organisation or
company: ____________________________________________
Telephone No.:
_________________ Email : ____________________ Why are
you interested in
this job? HOW THE APPLICATION FORM IS UTILIZED
(THE PROCESS) AND RATIONALE By completing this form,
it enables the human resource department have complete data
on all job
applicants to enable a quick job recruitment process.
INTERVIEWING

19. PROCESS OUR INTERVIEWING PHILOSOPHY PMC believes
that managers and
leaders are not are not different class of individuals in a
company. Any
individual can be either an effective manager or a skilled
leader. PMC
interviewing philosophy embodies the goal of tapping the work
force that
will direct the company to its goal while functioning as a unit.
Some
of the elements in the philosophy include effectiveness,
functioning,
developing commitment, effective leadership, and appropriate
skills. EXAMPLES OF LEGALLY ACCEPTABLE, NON-
GENERIC INTERVIEWING QUESTIONS 1."What do you
know about this organization?"2."What
do you know about the position you've applied for” PRE-
EMPLOYMENT
ASSESSMENT Using these pre-employment assessments is an
effective method
for PMC to identify an applicant that has the potential to fill a
vacant position. Some of the pre-employment assessments
include
personality tests, criminal background assessments, cognitive
tests, and
medical examination (Wienclaw, 2010) . ORGANIZATIONAL
PHILOSPHY TO
PRE-EMPLOYMENT TESTING AND ASSESSMENT By
utilizing valid pre-employment
tests and employee assessment tools, Pioneer Management
Consultant adds a
significant and crucial objectivity element regarding employee
evaluation and assessment. PIONEER MANAGEMENT
CONSULTANT (PMC) STAFFING
HANDBOOK The PMC staffing handbook follows the
guidelines of critical

20. elements of staffing process. These elements range from
advertising of
job opportunities, analysis and selection, and developing of a
succession plan. In following these elements, PMC follows
structured
staffing systems, which comprise recruitment, selection,
compensation,
management of performance, development of skills or
performance, and
promotion. References Bechet, T. P. (2002). Strategic staffing:
A
practical toolkit for workforce planning. New York: AMACOM.
Oswald, F.
L. (2003). Job Analysis: Methods, Research, and Applications
for Human
Resource Management in the New Millennium (Book).
Personnel Psychology,
56(3), 800-802. Wienclaw, R. A. (2010). Employee Selection.
Employee
Selection - Research Starters Business, 1-7. PIONEER
MANAGEMENT
CONSULTANT PIONEER MANAGEMENT CONSULTANT
PIONEER MANAGEMENT CONSULTANT
PIONEER MANAGEMENT CONSULTANT PIONEER
MANAGEMENT CONSULTANT PIONEER
MANAGEMENT CONSULTANT PIONEER MANAGEMENT
CONSULTANT PIONEER MANAGEMENT
CONSULTANT PIONEER MANAGEMENT CONSULTANT
PIONEER MANAGEMENT CONSULTANT
PIONEER MANAGEMENT CONSULTANT PIONEER
MANAGEMENT CONSULTANT PIONEER
MANAGEMENT CONSULTANT PIONEER MANAGEMENT
CONSULTANT PIONEER MANAGEMENT
CONSULTANT PIONEER MANAGEMENT CONSULTANT
PIONEER MANAGEMENT CONSULTANT
PIONEER MANAGEMENT CONSULTANT STAFFING

21. HANDBOOK STAFFING HANDBOOK 1
STAFFING HANDBOOK 2 STAFFING HANDBOOK 3
STAFFING HANDBOOK 4 STAFFING
HANDBOOK 5 STAFFING HANDBOOK 6 STAFFING
HANDBOOK 7 STAFFING HANDBOOK 8
STAFFING HANDBOOK 9 STAFFING HANDBOOK 10
STAFFING HANDBOOK 11 STAFFING
HANDBOOK 12 STAFFING HANDBOOK 13 STAFFING
HANDBOOK 14 STAFFING HANDBOOK
15 STAFFING HANDBOOK 16 STAFFING HANDBOOK 17