PSPA

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Presentation Topics




General Project

You are the newly appointment HR Manager of the company of your choice.
Your first mission as a manager is to develop a strategic HR plan for your department.
Find out and explain how the company’s main strategic aims, its competitive edge, its
goals, corporate culture and values will affect your department’s strategic plan.
Proceed by breaking down how your strategic HR plan will affect the goals of each
function in your department (recruitment, training, performance appraisals, employee
relations, remuneration…etc.)


Chapter 5

Project 1:

find a recruitment video created for a large corporation. Analyze and list the aspects
of the job that have been stressed in the video. Differentiate between a written job
description and a video.

Project 2:

Interview a manager between the ages of 25 and 35 at a local business who manages
employees 40 or older. Ask the manager to describe three or four of his or her most
challenging experiences managing older employees.


Chapter 6:

Project 1:
Google job candidates used to have a dozen or more grueling interviews. But, with
Google hiring thousands of people annually, this selection process proved too slow.
Now Google uses just four to five interviews, but lets all its employees express
opinions on each candidate by email, using what it calls “crowdsourcing.” The
changes speed up hiring and bring Google’s hiring policies more in line with its fast-
growth strategy.
Discuss the issue.





Project 2:
Working in groups of three, visit each member’s social media page (for example
Facebook or Google+) and analyze the information on the page from the perspective
of an employer. Is there any content in the personal social media pages that might
be viewed negatively by a prospective employer? How can you make it more
interesting to a prospective employer and maximize your chances in a job search?


Project 3

Guide your peers on how to setup a linkedIn account and build an attractive LinkedIn
profile. Explain to the class how you can share and expand your network, look for new
career opportunities, join groups, and share updates.
The ultimate goal of this project is to give your peers and yourself the tools you need to
grow your career or find your first job by using LinkedIn.

Chapter 7:

When it comes to hiring, Urban Outfitters knows just what it’s looking for. The
lifestyle retailer, with over 200 stores in the United States, Canada, and Europe, built
its strategy around fostering a culture of creativity and individuality within its
stores. That means that maintaining its unique store environment requires
employees that match its core values of community, pride, creativity, and respect.
The question is, how do you find and attract such applicants, while controlling
hiring costs in the competitive retail industry?

Project 2

In groups, discuss and compile examples of “the worst interview I ever had.” What
was it about these interviews that made them so bad? And discuss ways to avoid
those pitfalls as recruiters.

Project 3:

Does an interviewee really need to be informed about the prospective employer

before an interview takes place? Discuss in groups and present your answers.

Chapter 9:

In peer appraisals, the people responsible for rating may not have much experience
with rating employees.
discuss



Chapter 10:

Project 1:
When MNCs enter the Chinese market they assume that attracting employees won’t
be difficult due to China’s huge population. Now, it may be easy to attract unskilled
labor, but finding individuals with transferable skills is an issue. Why is it difficult to
find and retain them? With reference to your findings in the previous question,
suggest steps to increase retention of key skilled employees. Is there a clear strategy
to address the rapid promotion of management in China?

Project 2:

Many rightfully offer IBM as an example of an employer that works hard to improve
employee retention and engagement. Browse through the employment pages of
IBM’s Web site (such as www03.ibm.com/employment/build_your_career.html). In
this chapter, we discussed actions employers can take to improve employee
retention and engagement. From the information on IBM’s Web pages, what is IBM
doing to support retention and engagement?

General topics:

In your opinion, what constitutes a poor working environment? (Poor work ethic;
inadequate evaluation of performance & skills of workers; inadequate training and
inappropriate selection of employees; lack of involvement of workers) What are the
direct consequences of a poor working environment? (Here they can mention your list
below - Poor moral; high employees turnover)

Provide live examples that showcase each of your arguments. Offer a practical solution
to each scenario you have mentioned.