Brittney Swan, ID: 012034151
PRFA,
Task 1
D360 HRM CAPSTONE
Analyze Current Human Recourses Practices
A: Assess Shelter Recruiting & Retention:
A1: In this scenario, the shelter's existing culture represents a clan
structure, which acts as a family-like environment. This type of culture
supports the shelter with community involvement, common mission
drivers, and equal power fundamentals. The shelter capitalizes on
community engagement and common missions to recruit and retain its
current employees and volunteers.
The shelter's clan culture also represents the company's four culture
values stating teamwork, integrity, proactivity, and teamwork, which all
new employees or recruited individuals should follow.
A2: The two recruitment method weaknesses are the shelter's current
interview processes and new hire training.
• The current interview process lacks structure and will try to fill all
positions after the first round of candidates who apply to the open
roles. This type of selection interview process has already caused
issues within the shelter such as some employees not working as
hard as other employees. Additionally, since a large amount of the
shelter’s candidates come from employee referrals, this can cause
a continuation of misalignment with new hires.
• Second, the new hire training is not sufficient enough for
employees to handle and sustain the shelter's daily operations.
Due to the lack of training, the shelter is facing problems such
as daily work being completed incorrectly, lowered productivity,
food unproperly stored, and unlawful staff reprimanding.
A3: The two federal laws that the shelter will need to comply with during
growth and scaling would be the Family and Medical Leave Act (FMLA) and
the Fair Labor Standards Act (FLSA). Maintaining both FMLA and FLSA
compliances will help the shelter mitigate fines, legal issues, and
administration errors.
• Once the shelter hits 50+ employees, it will be legally mandated
to comply with the FMLA. The shelter will need to make sure that
eligible employees will receive unpaid leave for reasons related
to medical and family.
This study source was downloaded by 493864 from cliffsnotes.com on 06-06-2025 03:51:54 GMT -05:00
• The FLSA also will be legally mandated once the shelter fits 50+
https://www.cliffsnotes.com//study-notes/24046851
employees. This will mean that the shelter will need the establish
, organizational structures related to minimum wage, overtime pay,
and recordkeeping federal standards.
This study source was downloaded by 493864 from cliffsnotes.com on 06-06-2025 03:51:54 GMT -05:00
https://www.cliffsnotes.com//study-notes/24046851
PRFA,
Task 1
D360 HRM CAPSTONE
Analyze Current Human Recourses Practices
A: Assess Shelter Recruiting & Retention:
A1: In this scenario, the shelter's existing culture represents a clan
structure, which acts as a family-like environment. This type of culture
supports the shelter with community involvement, common mission
drivers, and equal power fundamentals. The shelter capitalizes on
community engagement and common missions to recruit and retain its
current employees and volunteers.
The shelter's clan culture also represents the company's four culture
values stating teamwork, integrity, proactivity, and teamwork, which all
new employees or recruited individuals should follow.
A2: The two recruitment method weaknesses are the shelter's current
interview processes and new hire training.
• The current interview process lacks structure and will try to fill all
positions after the first round of candidates who apply to the open
roles. This type of selection interview process has already caused
issues within the shelter such as some employees not working as
hard as other employees. Additionally, since a large amount of the
shelter’s candidates come from employee referrals, this can cause
a continuation of misalignment with new hires.
• Second, the new hire training is not sufficient enough for
employees to handle and sustain the shelter's daily operations.
Due to the lack of training, the shelter is facing problems such
as daily work being completed incorrectly, lowered productivity,
food unproperly stored, and unlawful staff reprimanding.
A3: The two federal laws that the shelter will need to comply with during
growth and scaling would be the Family and Medical Leave Act (FMLA) and
the Fair Labor Standards Act (FLSA). Maintaining both FMLA and FLSA
compliances will help the shelter mitigate fines, legal issues, and
administration errors.
• Once the shelter hits 50+ employees, it will be legally mandated
to comply with the FMLA. The shelter will need to make sure that
eligible employees will receive unpaid leave for reasons related
to medical and family.
This study source was downloaded by 493864 from cliffsnotes.com on 06-06-2025 03:51:54 GMT -05:00
• The FLSA also will be legally mandated once the shelter fits 50+
https://www.cliffsnotes.com//study-notes/24046851
employees. This will mean that the shelter will need the establish
, organizational structures related to minimum wage, overtime pay,
and recordkeeping federal standards.
This study source was downloaded by 493864 from cliffsnotes.com on 06-06-2025 03:51:54 GMT -05:00
https://www.cliffsnotes.com//study-notes/24046851
