D360 HRM capstone Task 1 Scenario Western
Governors University
D360
A. Assess the current state of recruiting and retention at the shelter from
the attached “Task 1 Scenario” by doing the following:
1. Explain how the shelter’s existing culture contributes to its current
recruiting policies and practices.
The shelter’s existing culture seems to be “survive”
rather than “thrive”. This has created issues with
staffing, recruiting, and retention. Anika, while well
intentioned, has allowed the state of the shelter to
deteriorate due to her inability to delegate tasks and
prioritize projects at the shelter.
2. Describe two weaknesses of the recruiting methods used at the
shelter.
Poor organization is the first weakness in Anika’s
recruiting methods. One folder with 100’s of
applications is not only wrong from a regulatory
standpoint but hard to track. Additionally, she is using
obsolete recruiting processes simply because that is
how it’s always been done. Her candidate pool is limited
by only posting flyers. She should utilize technology
and job boards to create a more qualified candidate
pool.
3. Explain two federal laws with which the shelter will need to
comply as the number of staff grows and why those laws are
applicable.
The shelter description indicates there are many areas
that are in default as far as labor laws are concerned.
The HR Generalist notices there are no labor law posters.
This will need to be addressed immediately. There are
also concerns with the time clock. The employee’s time
must be tracked accurately to ensure they are being
properly compensated for their time. This should be
addressed to comply with the FLSA.
There are also concerns related to the OSH Act.
Examples are shelving that is in disrepair and shows
signs of mold and the animal cages that are in disrepair
that are being held together with zip ties. Both of these
issues could lead to employee or volunteer injuries.
4. Compare two methods of evaluating recruiting outcomes currently
used by the shelter with two the shelter should use instead.
Anika considers her recruiting efforts successful if she
can hire candidates from a single round of interviews
and the candidates stay for a period of one year.
Anika should remove her focus from hiring in the first
round of interviews and focus on the quality of the
, candidate. Based on the nature of the organization they
should use a holistic approach when screening
applicants. They should be looking for students
interested in the field of veterinary medicine, retirees
looking for a way to fill their time in a meaningful way,
and teenagers looking to enter the workforce. Each of
these demographics may have higher turnover than one
year but they will provide more value to the shelter in
their time there.
5. Explain the relationship between recruiting and retention at the
shelter based on your responses to parts A1–A4.
I mentioned it in part A4, but retention is not always the
most important item. Sometimes you will recruit a high-
quality employee and
Governors University
D360
A. Assess the current state of recruiting and retention at the shelter from
the attached “Task 1 Scenario” by doing the following:
1. Explain how the shelter’s existing culture contributes to its current
recruiting policies and practices.
The shelter’s existing culture seems to be “survive”
rather than “thrive”. This has created issues with
staffing, recruiting, and retention. Anika, while well
intentioned, has allowed the state of the shelter to
deteriorate due to her inability to delegate tasks and
prioritize projects at the shelter.
2. Describe two weaknesses of the recruiting methods used at the
shelter.
Poor organization is the first weakness in Anika’s
recruiting methods. One folder with 100’s of
applications is not only wrong from a regulatory
standpoint but hard to track. Additionally, she is using
obsolete recruiting processes simply because that is
how it’s always been done. Her candidate pool is limited
by only posting flyers. She should utilize technology
and job boards to create a more qualified candidate
pool.
3. Explain two federal laws with which the shelter will need to
comply as the number of staff grows and why those laws are
applicable.
The shelter description indicates there are many areas
that are in default as far as labor laws are concerned.
The HR Generalist notices there are no labor law posters.
This will need to be addressed immediately. There are
also concerns with the time clock. The employee’s time
must be tracked accurately to ensure they are being
properly compensated for their time. This should be
addressed to comply with the FLSA.
There are also concerns related to the OSH Act.
Examples are shelving that is in disrepair and shows
signs of mold and the animal cages that are in disrepair
that are being held together with zip ties. Both of these
issues could lead to employee or volunteer injuries.
4. Compare two methods of evaluating recruiting outcomes currently
used by the shelter with two the shelter should use instead.
Anika considers her recruiting efforts successful if she
can hire candidates from a single round of interviews
and the candidates stay for a period of one year.
Anika should remove her focus from hiring in the first
round of interviews and focus on the quality of the
, candidate. Based on the nature of the organization they
should use a holistic approach when screening
applicants. They should be looking for students
interested in the field of veterinary medicine, retirees
looking for a way to fill their time in a meaningful way,
and teenagers looking to enter the workforce. Each of
these demographics may have higher turnover than one
year but they will provide more value to the shelter in
their time there.
5. Explain the relationship between recruiting and retention at the
shelter based on your responses to parts A1–A4.
I mentioned it in part A4, but retention is not always the
most important item. Sometimes you will recruit a high-
quality employee and
