The following post has two assignments namely;
1.Recruitment, Selection and Performance Management
1. A small nonprofit has asked you to help them replace a marketing
coordinator that is leaving their organization. You will help them in the
recruitment and selection process. Before the current incumbent leaves
you would like to do a proper job analysis of the position to ensure your
recruitment and selection process is grounded in best practice.
a. Please explain to the CEO of the nonprofit why taking the time to
do a proper job analysis is important. (5 marks)
b. Please describe in great detail what process you will use to
conduct the job analysis. You must provide your rationale about
why you’ve selected certain actions over others. (20 marks) You
will be evaluated on if you select appropriate actions and describe
why.
2. Figure 5.1 summarizes the components of individual work performance.
Using the job description on page 116 of your textbook for the CIBC
customer service representative (CSR), please answer the following
questions:
a. Provide 3 specific examples relating to the CIBC customer service
job for each of the 4 categories (job task behaviors, contextual
behaviors, adaptive behaviors and counterproductive behaviors)
(12 marks)
b. create a performance appraisal form for the CIBC CSR role.
You will need to create the form (5 marks) and provide rationale for
why you selected the components you did. (13 marks) Total 18
marks.
3. Now that you’ve done the job analysis for the marketing coordinator
position at the nonprofit, you have a job posting ready to go. Please
outline the recruitment strategy you will use to find candidates. Ensure you
not only list your strategies, but provide your rationale. (10 marks)
2.Vignette 4 – Introduction to a Mental Health Assessment
Review and critique the techniques and methods of a mental health professional as he or she completes a comprehensive integrated psychiatric assessment of an adolescent.
Based on the YMH Boston Vignette 4 video, post answers to the following questions:
• What did the practitioner do well?
• In what areas can the practitioner improve?
• At this point in the clinical interview, do you have any compelling concerns? If so, what are they?
• What would be your next question, and why?
