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Attracting and Staffing

Work Schedule Alternatives

Different types of work schedules have been developed to promote a work-life balance. The typical work week for most employees is five days per week and eight hours per day. Some organizations have implemented compressed work week schedules such as working 10 hour shifts four days per week or even 13 hour shifts three days per week. There are many pluses and minuses to the compressed work week schedule that HR managers should take into consideration. As practical examples, police officers and nurses are known to work a compressed work week. 

SLP Assignment Expectations

Should all organization consider implementing a compressed workweek? What are the pros and cons?

As an HR Manager, which would you promote for all employees and why:

  • 5 days a week at 8 hours a day
  • 4 days a week at  10 hours a day
  • 3 days a week at 13 hours a day
  • Justify your response.

SLP Assignment Expectations (Structure)

Your paper should be 2-4 pages, not including the cover sheet and reference page. You are expected to deal with these issues in an integrated fashion, rather than treating them as a series of individual questions to be answered one by one and left at that.

You will be particularly assessed on:

  • Your completion of all the steps in the exercise.
  • Your ability to synthesize information and present a concise and meaningful paper.
  • The clarity and quality of your writing. 

SLP Assignment Expectations (Structure)

  1. Make sure that you use your own words (rather than copying sentences from the article).
  2. Your paper will be graded based on the following criteria: Precision, Clarity, Breadth, Depth, Grammar/Vocabulary, Referencing, and Application.
  3. Use 12-point type size (Times New Roman), double-spacing, and one-inch margins. Add a cover page and a references list.

Cite your sources: APA Style.  You may use the tutorial found on the following link (press “view the tutorial”):
http://www.apastyle.org/learn/tutorials/basics-tutorial.aspx?apaSessionKey=4532A4A4911C1E8D5E885C141739A382

Required Reading

De Cooman, Rein; Gieter, Sara De; Pepermans, Roland; Hermans, Sabrina; Bois, Cindy Du; Caers, Ralf; Jegers, Marc. (2009). Person–organization fit: Testing socialization and attraction–selection–attrition hypotheses.  Journal of Vocational Behavior, ISSN 0001-8791, 2009, Volume 74, Issue 1, pp. 102 – 107.

Schaubroeck, John; Ganster, Daniel C; Jones, James R (1998). Organization and Occupation Influences in the Attraction-Selection-Attrition Process. Journal of Applied Psychology, ISSN 0021-9010, 12/1998, Volume 83, Issue 6, pp. 869 – 891. 

Ployhart, Robert E; Weekley, Jeff A; Baughman, Kathryn. (2006). The Structure and Function of Human Capital Emergence: A Multilevel Examination of the Attraction-Selection-Attrition Model. The Academy of Management Journal, ISSN 0001-4273, 08/2006, Volume 49, Issue 4, pp. 661 – 677. 

Lonnie Golden; Julia R Henly; Susan Lambert. (2013). Work Schedule Flexibility: A Contributor to Happiness? Journal of Social Research & Policy, ISSN 2067-2640, 12/2013, Volume 4, Issue 2, pp. 10-41.

 
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