Assignment 4: Conducting an Interview – Capstone Project Due Week 10 and worth 350 points Congratulations! You have the foundation for your HR department in place, and you are ready to select your staff. You must make sure that you are selecting the best talents for your HR department. You are now receiving resumes from recent graduates of Masters of Human Research Management (MHRM) programs, and you must prepare to interview the candidates. Write a six to seven (6-7) page paper in which you: 1. Review the resume and cover letter you received from your job posting in the Week 8 discussion (PLEASE FIND THE ATTACHMENT BELOW AND USE INFORMATION FROM THE RESUME AND COVER LETTER TO COMPLETE THIS ASSIGNMENT). Next, critique the competitive advantage you are predicting from the potential candidate. Provide a rationale for your critique. 2. Indicate the interview type you will be using (i.e., phone, video, in person). Next, determine one (1) challenge that may arise with this type of interview. Develop a plan to mitigate this challenge and minimize its impact on your interview.  3. Create the interview form. Use the job description from Week 7 Assignment 3 (STAFFING THE HR DEPARTMENT, ATTACHED BELOW) to write the interview questions.  · Note: The interview form should be incorporated into the paper and is counted towards the total page length requirement for this assignment. · Hint: Review the article “Types of Interviews” 4. Conduct the interview with your potential candidate via Google Hangouts, video conferencing, telephone or any other appropriate technology. Input the interview information onto the form you created. 5. Write a brief summary of your experience conducting the interview. Indicate in the summary whether or not you have chosen this candidate for the position. Include the ethical decision-making abilities that went into your decision. Provide a rationale for your decision. 6. Format your assignment according to these formatting requirements: · Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions. · Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required page length. · Cite the resources you have used to complete the assignment. Note: There is no minimum requirement for the number of resources used in the assignment. Dear hiring manager: Upon consideration of your posting for Training and Development Manager at Rays of Light, I felt compelled to submit my resume for your review. As an experienced Workforce Planning Coordinator, I’ve participated in courses and have contributed to the development of new training programs. With nearly two decades of experience in human resources, most recently performing an interim role in training ...

1. Assignment 4: Conducting an Interview – Capstone Project
Due Week 10 and worth 350 points
Congratulations! You have the foundation for your HR
department in place, and you are ready to select your staff. You
must make sure that you are selecting the best talents for your
HR department. You are now receiving resumes from recent
graduates of Masters of Human Research Management (MHRM)
programs, and you must prepare to interview the candidates.
Write a six to seven (6-7) page paper in which you:
1. Review the resume and cover letter you received from your
job posting in the Week 8 discussion (PLEASE FIND THE
ATTACHMENT BELOW AND USE INFORMATION FROM
THE RESUME AND COVER LETTER TO COMPLETE THIS
ASSIGNMENT). Next, critique the competitive advantage you
are predicting from the potential candidate. Provide a rationale
for your critique.
2. Indicate the interview type you will be using (i.e., phone,
video, in person). Next, determine one (1) challenge that may
arise with this type of interview. Develop a plan to mitigate this
challenge and minimize its impact on your interview.
3. Create the interview form. Use the job description from Week
7 Assignment 3 (STAFFING THE HR DEPARTMENT,
ATTACHED BELOW) to write the interview questions.
· Note: The interview form should be incorporated into the
paper and is counted towards the total page length requirement
for this assignment.
· Hint: Review the article “Types of Interviews”
4. Conduct the interview with your potential candidate via
Google Hangouts, video conferencing, telephone or any other
appropriate technology. Input the interview information onto
the form you created.
5. Write a brief summary of your experience conducting the
interview. Indicate in the summary whether or not you have
chosen this candidate for the position. Include the ethical

2. decision-making abilities that went into your decision. Provide
a rationale for your decision.
6. Format your assignment according to these formatting
requirements:
· Be typed, double spaced, using Times New Roman font (size
12), with one-inch margins on all sides; references must follow
APA or school-specific format. Check with your professor for
any additional instructions.
· Include a cover page containing the title of the assignment, the
student’s name, the professor’s name, the course title, and the
date. The cover page and the reference page are not included in
the required page length.
· Cite the resources you have used to complete the assignment.
Note: There is no minimum requirement for the number of
resources used in the assignment.
Dear hiring manager:
Upon consideration of your posting for Training and
Development Manager at Rays of Light, I felt compelled to
submit my resume for your review. As an experienced
Workforce Planning Coordinator, I’ve participated in courses
and have contributed to the development of new training
programs.
With nearly two decades of experience in human resources,
most recently performing an interim role in training and
development, my skills have been sharpened and I’m ready for
the next level of responsibility. I’ve been involved first-hand in
the introduction of new processes and introducing them to
frontline teams and I have had an immediate impact on
productivity and employee satisfaction.
With my experience and education, including a Master’s Degree
in human resources, I believe I’m the right candidate to head
your Training and Development Department. I’ve attached my
resume for your review and consideration and look forward to
hearing from you to discuss this mutually beneficial
opportunity. Thank you for your time.

3. Regards,
Michelle Smith
A. Smith [email protected]
123 Strayer Lane, Strayer, WA 12345
(123) 456-7890
Human Resources Training and Development Manager
Professional Profile
Accomplished Workforce Planning and Analysis Coordinator
with 16+ years of experience including intraday management
and real time analysis of call center operations. Demonstrate
expertise in the monitoring of real time daily interval plans
versus actual plans. Quickly develop effective working
relationships with exceptional communication, presentation, and
interpersonal skills.
Key Skills
· Accountable for the workforce management in the Midwest
Business and Government Customer Operations Center
· Maintain fruitful, working, strong relationships with both the
National Command Center and leadership teams
· Constantly engaged in order to keep handling time down and
both service level and availability at desirable levels
· Ensuring effective scheduling of the front line staff for the
Phone Support, Fulfillment, Chat, and Global Enterprise
Advisor teams
· Making appropriate modifications for meeting daily goals
· Supply ongoing analysis of call center operation, planning,
and scheduling while uncovering adjustments needed to enhance
the quality and effectiveness as measured by key performance

4. and business indicators
Professional Experience
Coord-Workforce Planning and Analysis – Verizon Wireless –
Hilliard, OH 12/10 to Present
· Monitor intraday service levels, productivity, and schedule
adherence, and alert leadership of production risks
· Make appropriate adjustments to agent skilling profiles as
needed in order to maximize efficiency and effectiveness of the
staff
· Monitor and react to fluctuations in call volume as they occur
in order to restore service levels and availability as quickly as
possible
· Recognize abnormal call variances, research, and report
findings to leadership
Coord –Bus & Govt Customer Ops - Verizon Wireless –
Hilliard, OH 10/08 to 12/10
· Inbound call taking assisting customers with complex billing
and equipment issues while winning customer loyalty
· Obtain and evaluate all related information needed in order to
resolve product and service inquiries
· Process orders, applications, and requests
· Keep detailed records of customer interactions and
transactions
Representative-Retail Sales – Verizon Wireless – Mansfield,
OH 09/00 to 10/08
· Build trusting and productive relationships with customers
· Uncover the needs of customers and make the appropriate
product and service recommendations
· Meet and exceed quota/revenue targets for net activations,
customer renewals, accessories, handsets, and enhanced
services.
· Perform plan and rate evaluations and propose solutions that
best fit the company and the customer
Education
Strayer University – Virginia
Master of Business Administration, GPA 3.67/4.00 – September

5. 2016
Concentration in Human Resource Management – Relevant
Coursework:
· Strategic Human Resource Management
· HR Management Foundations
· Managing Organizational Change
· Law, Ethics, & Corporate Governance
Strayer University – Virginia
Master of Science, GPA 3.67/4.00 – (Expected – September
2018)
Concentration in Human Resource Generalist – Relevant
Coursework:
· Business Employment Law
· Managing Human Resource Projects
· Talent Management
Ashworh College – Georgia
Bachelor of Science in Business Administration – March 2013
Activities/Awards/Honors
· Graduated with Honors, Ashworth College, 2013
Staffing the HR Department
Human resource management plays a critical role in all
organizations. Businesses that lack an effective HRM
department tend to lose their competitive advantage. One of the
key roles of HRM is to ensure that the organization has
qualified employees that are capable of assisting it to achieve
set objectives (Armstrong, 2016). The department is also
responsible for motivating the staff to better perform in their
positions. This paper will evaluate HR functions, job
descriptions, as well as recruitment and selection methods at the

6. Vegan Company. It will also ensure that the compensation and
benefits package is well aligned with its organizational culture.
HR Functions
Some of the key HR functions that would help to support the
mission and vision of an organization is training and
development, employee and labor relations, and recruitment and
selection. Training and Development: For an organization to
perform well employees must be frequently updated with the
current trends in the marketplace. It is the responsibility of the
HR department of the organization to establish and implement
development and orientation programs (Heneman III, Judge, &
Kammeyer, 2014). The HR department prepares employees for
future promotions and additional responsibilities by expanding
their knowledge capacity. Training ensures that the behavior of
all workers is positively aligned with the organizational culture.
Once this situation is satisfied, it becomes easy to achieve the
mission and vision of the company. Today, businesses have
recognized the impact of training and development on its
overall performance. Therefore, companies are investing huge
amounts of resources in their employees (Lussier & Hendon,
2016).
Employee and Labor Relations: The HR department is
responsible for investigating workers’ complaints, identifying
workplace issues, recognizing exemplary performance, and
ensuring that the company adheres to employment laws. In
addition, the HR department facilitates to maintain strong
relationships between the management team and employees.
Strong connections and relations are required when it comes to
creating a calm working environment. Employee complaints
should be addressed within the shortest time possible to
eliminate any forms of resistance. Involving employees in
decision-making processes also aids to improve cooperation.
Maintaining positive employee relations supports the company’s
mission since it paves the way for smooth operations.
Recruitment and Selection: According to Bratton & Gold
(2017), recruitment is the process of screening, attracting, and

7. choosing qualified candidates for a specific position. The HR
department is responsible for analyzing the company’s
workforce to ensure that it meets the required standards. If
inconsistencies are identified, the HR manager then develops
strategies to attract new employees to fill the existing positions.
Some of the activities involved in the recruitment plan include
posting an advertisement about the position vacancy, screening
applicants, conducting preliminary interviews, providing
guidance, and concluding the hiring process (Heneman III,
Judge, & Kammeyer-Mueller, 2014). For this to be effective, an
objective criterion must be set. For instance, for a candidate to
qualify they must possess certain qualifications and experience.
Such requirements will assist the HR department to attract those
candidates that are compatible with the organizational culture.
It is important to take extra care to eliminate any dishonesty and
partiality in the selection process.
Job Description
The following job description is that of a training and
development manager. The employer will be responsible for
coordinating and directing organizational programs that are
aimed at enhancing the knowledge of its workers.
Training and Development Manager
The training and development manager will report to the
Director of Human Resource.
Job Overview: The candidate must be able to proficiently train
new hires to perform new and
existing skills while supporting the employer to establish the
needs of the organization.
Responsibilities and duties:
· Must possess the ability to assess and determine the training
need of employees
· Ensure that the training needs are aligned with the strategic
goals of the company
· Develop a training budget and ensure that all operations do not
overstretch the financial resources of the organization
· Supervise the creation of educational materials such as online

8. learning modules and make them available to employees
· Ensure that the existing training programs are up to date with
the latest trends in the marketplace
· Ensure that existing training programs of the available
organizational resources are effectively used
· Evaluate the effectiveness of instructors and training programs
and make the required improvement
Required Skills and Qualifications:
· Bachelor’s degree in human resource management,
communication, or business studies from a recognized
institution
· Two years of experience working in the position of a training
and development specialist
· Proficient in training and technological skills
· Extensive experience in information technology, especially
working with tools such as e-learning
· Must show enthusiasm, be creative, and a self-motivator
· Any applicable certifications from relevant authorities
Recruitment and Selection Methods
For a company to attract qualified employees, it is essential for
the HR department to use appropriate recruitment and selection
strategies. The company should consider using the indirect
recruitment method. Rather than approaching a potential
employee directly, this method involves using advertisement
channels to attract talent to the company. The HR department
can use television, radio, magazines, journals, and the
newspaper to broadcast its message (Heneman III, Judge, &
Kammeyer-Mueller, 2014). The indirect method is suitable
because it allows a company the ability to reach out to a wider
audience. Therefore, it will be more likely to receive hundreds
of applications from qualified individuals. This method is also
effective when filling technical, professional, and scientific
posts. The indirect recruitment method is capable of introducing
fresh ideas into the organization, allowing the organization a
chance of increasing its competitive advantage.

9. When it comes to selection, interviews stand out as the
best strategy. There are several advantages linked to the
interview. Firstly, it will allow the HR department to determine
how the applicants feel about a particular issue. The HR
manager has a chance to study the emotions of the interviewee
comparing it to the organizational culture, then allowing the
opportunity to match the potential candidate with the job
requirements (Heneman III, Judge, & Kammeyer-Mueller,
2014). Secondly, interviews also allow employers the ability to
become familiar with the personality of the individual. Those
individuals that have problematic behaviors can be easily
identified in these processes. Finally, interviews can enable the
HR department to achieve accurate responses from the
applicant. In some occasions, third parties such as recruitment
agencies can end up conspiring with applicants introducing poor
habits into the organization. In addition, O’Meara & Petzall
(2013) states that it is crucial for the HR department to
eliminate any aspects of discrimination and bias in the
recruitment process. These issues can negatively impact the
credibility of interviews.
Compensation and benefit package
The role that the training and development manager will play in
the organization is quite critical. Therefore, it is important to
ensure that the assigned manager is highly motivated. The basic
salary for this position is $12,000 per month. The employee will
also be eligible for quarterly bonuses; although, this is
dependent mainly on the performance of the organization. One
of the benefits that the training and development manager will
include is life and health insurance (Lussier & Hendon, 2016).
Each of the company’s employees will be offered the
opportunity to enroll for life and health insurance. This option
reflects the organization’s concern for the wellbeing of its
employees. The insurance will cover both outpatient, as well as
inpatient procedures including the need for surgery. In addition,
this health insurance will cover any cases of paralysis,

10. disability, and death. The employee, as well as four other family
members, will be eligible for coverage. However, the life
insurance will only be made available to the employee. In the
event the employee becomes deceased, the dependents will be
compensated.
Another benefit is the retirement package. Most employees
suffer when they retire simply because they no longer have a
stable income. The Vegan Company is committed to ensuring
that none of its employees experience similar situations. The
retirement benefits also referred to as pension, will only be
granted to the employee after they retire. Today, employment
laws require employers to set aside retirement packages for
their workers. The retirement amount will be determined by two
major factors. First, the amount of salary that the worker
receives and second, the duration at which the employee will
work at the organization. All new HR staff will be eligible to
paid time off from work. However, absenteeism should be
supported by appropriate reasons. In some cases where the
worker will be paid for time off include holidays, sick days, and
funeral leave. Maternal and paternal leave will also be offered
to new mothers and fathers allowing them the time to spend
with their family.