Each of the two main components of the term paperbelow must be defendablefrom the perspective of both statistical effectiveness and compliance with Canadian and jurisdictional (i.e., provincial and territorial) human rights legislation.PART 1: Job Analysis, Job Desсrіption & SpecificationsA.Conduct a “job analysis” by interviewing at least one job incumbent, or Subject Matter Expert (SME). Each interview should take approximately one hour. During this time, you are to ask the SMEto describe fully the specific tasks he or she does in a typical workday (e.g., have the SME“walk you through” their workday -what does he or she do from the beginning to the end of his or her shift). It is a good idea to prepare, in advance, a schedule (i.e., a series of questions) about which you intend to collect information from SMEs.Take copious notes during the interview forthey will be the basis of a job desсrіption, employee specifications, and subsequent parts of this project. You may also wish to record theaudio portion of theinterview using your smart phones.Suggested deadline: January 28, 2021.B.Once you have completed your job analysis,prepare a job desсrіption including the job title and a desсrіption of the job content. The desсrіption of job content is to be obtained by: (a) identifying the most significant tasks and writing a task statement for each of these tasks. The procedure to be used for writing task statements will be discussed in class. The job desсrіption should be structured in a way that captures briefly: position title, key responsibilities, reporting relationships (e.g. reporting to whom?), salient working conditions (e.g. physically demanding; shift work; travel), and equal employment opportunity clauses. Suggested deadline: February 11, 2021.C.Prepare employee specifications for the job. These should includeknowledge, skills, abilities,and other attributes (KSAOs)required to perform the job at an acceptable level: a) Knowledge;b) Skills;c) Abilities;d) Education & Experience; ande) Other characteristics or qualifications (motivation, licenses, etc.) You should provide a rationale(i.e.,a justification) for each of these qualificationsthat is based upon yourjob analysis. Suggested deadline: February 18, 2021.D.Create a job ad for posting on-lineand on social media. The ad should be professional in appearance.Suggested deadline: February 25, 2021.PART 2: Recruitment &Selection StrategyA.Outline a recruitment planforindividuals into the target position. The plan should consider recruitment sources and methods, profile of the people being targeted, cost, efficiency, effectiveness, and reaching minority group communities.The logic/rationale for each aspect of the recruitment plan must be clearly specified. Suggested deadline: March 16, 2021.B.Infer from each of the performance dimensions of the target position the KSAOs required. Determine what selection tools will be used to assess each of the KSAOs and provide a rationale for selecting each specific assessment tool.Suggested deadline: March 18, 2021.C.Write behavioural interview and/or situational interview questionsto assess the key KSAOs or job performance dimensions. One behavioural or situational interview question should be written for each significant or key KSAO or performance dimension. Following each question, present a key for scoring candidate responses. Suggested deadline: March 25, 2021.D.Describe how various assessment tools will be usedfor the position in the selection system and explain why they will be used in that way. For example, what order will the administration of these tools follow and why? Are the assessment tools compensatory or non-compensatory? Will a multiple hurdle selection system be used, a multiple regression system, or some other decision rule (and why)? Which assessments will be done early in the candidate assessment process, and which ones later? Be clear on your rationale for each choice. Suggested deadline: April 1, 2021.E.Compare and evaluate your recruitment and selection recommendationsrelative to current company practices and human rights legislation. Suggested deadline: April 8, 2021.Required Format ofWritten Report:A copy of the completed report (including all components) shouldbe prepared and sent to the participating SMEwith a cover letter thanking them for their participation. Another copy is to be submitted to me for grading. Yourwritten report should be double-spaced, 12-point Times New Roman, with the body being nofewer than 15 and no more than 20pagesin total length,including thetitle page,executive summary, and referencesection, but excluding theappendixes.The written report should be structured as follows:1.Title Page:The titlepage should include the title of the report, the title of the target jobin focus,the name and number of the course, the professor’s name, and the date. 2.Executive Summary:The executive summary should be a coherent summary of the whole report. It should be understandable without looking at any other part of the report. Itshould becomprised of three or four paragraphsand should beno longer than one pagein length. 3.Body:Thebody of the paper should be double spacedand be approximately12–15 pages in length. The body should include a brief overview of the job, the context of the job, and a summary of the most significant qualities (KSAOs) required to perform the job. Describe the current recruitment and selection methods used for the job. Provide your recommendations for a best-practices recruitment and selection procedure, being sure to justify your recommendations (as outlined in Part 2 (A), (B), and (D) above). Compare your recommendations with the organization’s current practices and discuss each in lightof human rights legislation (Part 2 (E) above). Your conclusions and final recommendations might call for a variation from best-practices which considerthe context and the degree to which it is possible or practical for the organization to implement ideal recruitment and selection procedures. 4.References:In the body of your paper cite a source by name and date, using the American Psychological Association (APA)format. For example, “Although the existence of an unconscious mind has been accepted as a reality for a long time (Arlow, 1979;Freud, 1915; Jung, 1934), Merikle (1992) presents conclusive evidence that, if such a mind exists, it has no impact on behaviour.”You should consult the APA style manual(or an APA research journal –e.g., Journal of Applied Psychology) for the appropriate formatting ofyour reference section. 5.APPENDIX A–Job Desсrіption& Specifications: This appendix shouldcontain the job desсrіption and list of employee specificationsderived from the “job analysis”. 6.APPENDIX B–Job Advertisement: This appendixshould contain your finished job advertisement, suitable for publication on the Internet and via social media. 7.APPENDIX C–Questionnaire: This appendixshould contain the structured interview questionnaireyou developed,and any other testing-related selectionmaterials you wish to present. 8.APPENDIX D–Personal Correspondence:This appendixshould only appear in the copy submitted to the instructor(i.e., it should be omitted in the copy of the report you send to the participating SME). As a minimum, this appendix should contain a formal thank-you letter to your SME. This letter should include the name, position, and mailing address of the contact SME. It will be the only placein your report in which the true identity of your SME and his or her work organization is clearly revealed. At all other places, as much as possible, the identity of the SME and his or her companyshouldbe kept confidential. The letter should offer the SMEan opportunity to further discuss the report with you, or with me as the course instructor.Potential Sources of Information/Articles:Research Journals:Academy of Management Journal, Canadian Journal of Administrative Studies, Human Resource Management, Journal of Applied Psychology, Journal of Management, Journal of Occupational & Organizational Psychology, Journal of Vocational Behavior, Organizational Behavior & Human Decision Processes, Academy of Management Learning & Education, Journal of Business Venturing, Entrepreneurship Theory & Practice, Journal of Small Business Management, Journal of Organizational Behaviour,etc.Practitioner or Trade Journals:Canadian Human Rights Reporter, Personnel, Personnel Journal, Personnel Management, Personnel Administrator, Public Personnel Management, Training, Training & Development, Harvard Business Review, Academy of Management Perspectives, etc.II. TERM PROJECT VIDEO (Worth 15% of Final Grade):1. The purpose of the video is to replace in-class presentations, which can present logistical problems in large classes, and are not permittedper UNB’s COVID-19guidelines. The video should be professional in nature but does not have to be technically excellentin terms of film production. In fact, a simple PowerPoint presentation with voice-over will suffice. When it is ready, teams will post their videos in the appropriate folder on D2L/Brightspace.Videos should be 12 –15 minutes in length.2.You may structure your videopresentationin any way you like, but you may wish to use the following as a working outline:•Introduction Section (1 Minute):This section should include a brief desсrіption of your SME and their job,explaining why you chose it and why it is important.Then briefly tell your audience what to expect in the presentation.•Subject Matter Expert (SME) Section (4-5Minutes)oJob Analysis, KSAOs,& Desсrіption(2-3 Minutes)oJob Advertisement (2 Minutes)•Recruitment & Selection Strategy Section (5-8 Minutes)oOverview of Recruitment Plan (2-3 Minutes)oOverview of Selection Tools (2-3 Minutes)oCompany Comparison Information (1-2 Minutes): Compare and evaluate your recruitment and selection recommendations relative to current company practices and human rights legislation.•Conclusion (1 Minute): Wrap it up and be sure to include a discussion of the value of this project in terms of meeting the course objectives outlined in the syllabus, and in terms of skills development of team members.