1
HRMN 300 Assignment 3
<Name>
University of Maryland Global Campus (UMGC)
HRMN 300 Human Resource Management
<Professor Name>
<Date>
,HRMN 300 Assignment 3 2
Scenario 1: Increasing Staff to Complete the First Phase
1. What are some of the positions you may need to recruit and why?
The first part of this analysis will need Human Resource Management to determine how
many personnel are needed and what skills (UMGC, 2023, “Week 1: HRMN 300 Text Chapter
2,” p. 16). The project, and the timeline requirements to deliver fifteen courses within twenty-
four months, will require four teams. The project will require a manager, logistics, programmers,
multimedia, instructional designers, graphic designers, document productions, and possibly
fifteen subject matter experts. In phase 1 there will only be two teams to ensure the expedited
creation and development of the first course, so the academy starts on time. Then in phase 2, the
four teams will be responsible for creating everything needed for one course from start to finish.
All these personnel will need to be recruited, selected, and hired by Human Resource
Management before the start of this project (Sims, 2019, p. 5).
The teams would need one person for the project manager to oversee everything, interact
with the client, give updates, and answer any questions. Then two personnel to handle all the
logistics needed for the project and two to set up any multimedia platforms and devices needed
for the training academy. Then two programmers built the website, course areas, registration
area, attendance area, and forum area. Now four editors will help fine-tune the courses by
researching, rewriting, or editing the material. Then four instructional designers to develop the
course curriculum, training material, and other guides. Now four graphics designers to help
create inspiring visual effects for all the course material, marketing material, and website. Then
four document productions to print out all training material required, and make manuals as
needed or anything else. Then four technical writers to help in creating the course instructions,
reference guides, or user manuals. The last area would be a subject matter expert on every course
, HRMN 300 Assignment 3 3
that will need to be developed. Try to get personnel that are subject matter experts on multiple
courses to cut down on the costs associated with getting and hiring personnel (Sims, 2019, p. 6).
2. What are the existing recruitment policies and guidelines and what challenges may they
cause?
The contract signed will be three years, and the DRA PS Training Solutions Division
does not have anyone available, so new personnel will need to be hired or acquired. DRA PS has
a standing policy and commitment to the current personnel so the initial onboarding for this
project will come from within the organization first (Sims, 2019, p. 6). However, for any staff to
get reassigned there must be written approval, starting with the branch chief, and the Vice
President (VP) of the Training Solutions Division. From there it would go to the Chief Operating
Officer, then to the Chief Financial Officer, and last to the VP of Human Resources. Trying to
hire or reassign within the organization would be the best course of action to follow if the
organization has a short deadline for hiring. The issue would be a lack of possible diversity by
only trying to pull resources from within. If not all the personnel can be acquired, then external
hiring will be necessary. With the lengthy approval process, there may not be anyone from the
organization that could be pulled quickly enough to meet this project deadline.
The existing recruitment policies say for a new position it would take the project manager
to request it first with written approval (Sims, 2019, p. 6). The approval process will go to the
branch chief, through the same personnel as above, and end with the VP of Human Resources.
They would also have to prove that DRA PS will need this new position for the future of the
organization.
HRMN 300 Assignment 3
<Name>
University of Maryland Global Campus (UMGC)
HRMN 300 Human Resource Management
<Professor Name>
<Date>
,HRMN 300 Assignment 3 2
Scenario 1: Increasing Staff to Complete the First Phase
1. What are some of the positions you may need to recruit and why?
The first part of this analysis will need Human Resource Management to determine how
many personnel are needed and what skills (UMGC, 2023, “Week 1: HRMN 300 Text Chapter
2,” p. 16). The project, and the timeline requirements to deliver fifteen courses within twenty-
four months, will require four teams. The project will require a manager, logistics, programmers,
multimedia, instructional designers, graphic designers, document productions, and possibly
fifteen subject matter experts. In phase 1 there will only be two teams to ensure the expedited
creation and development of the first course, so the academy starts on time. Then in phase 2, the
four teams will be responsible for creating everything needed for one course from start to finish.
All these personnel will need to be recruited, selected, and hired by Human Resource
Management before the start of this project (Sims, 2019, p. 5).
The teams would need one person for the project manager to oversee everything, interact
with the client, give updates, and answer any questions. Then two personnel to handle all the
logistics needed for the project and two to set up any multimedia platforms and devices needed
for the training academy. Then two programmers built the website, course areas, registration
area, attendance area, and forum area. Now four editors will help fine-tune the courses by
researching, rewriting, or editing the material. Then four instructional designers to develop the
course curriculum, training material, and other guides. Now four graphics designers to help
create inspiring visual effects for all the course material, marketing material, and website. Then
four document productions to print out all training material required, and make manuals as
needed or anything else. Then four technical writers to help in creating the course instructions,
reference guides, or user manuals. The last area would be a subject matter expert on every course
, HRMN 300 Assignment 3 3
that will need to be developed. Try to get personnel that are subject matter experts on multiple
courses to cut down on the costs associated with getting and hiring personnel (Sims, 2019, p. 6).
2. What are the existing recruitment policies and guidelines and what challenges may they
cause?
The contract signed will be three years, and the DRA PS Training Solutions Division
does not have anyone available, so new personnel will need to be hired or acquired. DRA PS has
a standing policy and commitment to the current personnel so the initial onboarding for this
project will come from within the organization first (Sims, 2019, p. 6). However, for any staff to
get reassigned there must be written approval, starting with the branch chief, and the Vice
President (VP) of the Training Solutions Division. From there it would go to the Chief Operating
Officer, then to the Chief Financial Officer, and last to the VP of Human Resources. Trying to
hire or reassign within the organization would be the best course of action to follow if the
organization has a short deadline for hiring. The issue would be a lack of possible diversity by
only trying to pull resources from within. If not all the personnel can be acquired, then external
hiring will be necessary. With the lengthy approval process, there may not be anyone from the
organization that could be pulled quickly enough to meet this project deadline.
The existing recruitment policies say for a new position it would take the project manager
to request it first with written approval (Sims, 2019, p. 6). The approval process will go to the
branch chief, through the same personnel as above, and end with the VP of Human Resources.
They would also have to prove that DRA PS will need this new position for the future of the
organization.
