Running head SLEEP TIGHT INN 1SLEEP TIGHT INN2.docx

Running head: SLEEP TIGHT INN 1
SLEEP TIGHT INN 2
Week 4 Homework
Sleep Tight Inn
Sean Hall
Prepared for Dr. Nicole Runyon
Park University
7/2/19
Sleep Tight Inn Question 4A: Mr. Jones knows that the resort is
covered by the Immigration Reform and Control Act but that
Mimi Clause did not follow the law. He specifically wants to
know what must be done to comply with the law. What should
be done about the lack of records on the current employees?
What should be done if he finds employees who cannot meet the
legal requirements?In the labor sector, there are several legal
frameworks that guide institutions during the recruitment

process. Employee information is among the key aspects an
organization is supposed to hold dear. Employee details such as
personal details, contact details, employment details, payroll
records, job details as well as information pertaining to awards
and achievement every employee have (Penn, & Pennix, 2017).
This information helps the organization identify employees who
meet the thresholds that are laid out under various legal
frameworks that the organization works under. This paper will
review various issues pertaining to employee information in
recruitment and how it helps the organization fulfil the legal
demands it is obligated to.
Mr. Jones and his human resource management team should
perform several tasks. An audit of the documents presented by
employees during recruitment should be done. This will help the
human resource department identify fake documents. Incomplete
records should be filled while appropriately. Correcting these
documents significantly reduces the risk of legal actions against
the organization. the information should be clear, legible and
easier to read. Employee information sections should be duly
filled. Once the recruitment staff identify fake documents. The
respective employees should be handed over to the respective
legal entities available.
Documents that are hard to read, there is no action to take
regarding this occurrence. The guidelines provided by the
emigration department dictate that the organization is no ability
to determine the genuinely of documents based on photocopies
of those documentations (Clark, George, & Lloyd, 2018). The
guidelines indicate that the employer should not request
documentation from an employee primarily because the
photocopies of their documents are unclear. The organization
can then verify the social security numbers of employees in the
organization. The social security administration offers
verification techniques that help to match the employee’s social
security numbers with their names. This process is helpful for
identifying the legality of employee’s presence in the
organization. employees who do not meet the required

thresholds should be given notices to provide necessary
documentation or dismissal altogether.
Question 4B: In the past the Resort has used a simple selection
process. Applicants for vacancies complete an application blank
that is screened by the secretary. The employment supervisor or
the department manager then interviews the successful
applicants. In some instances, departments used additional tests
which were developed at the Resort. The employment
supervisor maintains some background information but not on a
consistent or structured basis. Mr. Jones wants to know if we
can use the tests created at the Resort and how to make them
more legally defensible?
Pre-employment testing helps an organization to perform a
recruitment process that is justifiable within the constraints of
the law as well as ensuring equitability along with ensuring that
the recruitment process is objective. Tests that test skills and
traits that are oriented to the job vacancy in consideration are
more legally justifiable. For this reason, we shall make
assessments of issues to do with recruitment tests to identify
how to make them defensible.
Mr. Jones should ensure that the resort's recruitment procedure
is in line with the uniform guidelines on employee selection
procedures. First, the organization needs to identify the
principles that are uniform with regard to testing and selection.
These principles should primarily be guided by the ethics
enshrined in employment commissions such as the equal
employment opportunity commission (Noe, Hollenbeck,
Gerhart, & Wright, 2017). The principles of the federal
government should also be considered while making an
organization’s internal principles.
Employment decisions in testing, selection and
promotions, hiring as well as retention should be followed in a
consistent manner. Licensing and certifications provided under
the federal laws are a key component in testing as well as
selection. Where selection procedures are in place, it is easy to
establish a legitimate interest in the job vacancies in an

organization as well as building trustworthy workmanship in an
organization.
The impact of information is insurmountable in an
organization. the organization should hold important
information concerning their employees that indicates the
impact of the tests they perform on their employee’s
information retained on unsuccessful applicants can be used to
prove that no bias methods were used in the recruitment
process. Employee records kept can be grouped according to
age, sex, ethnic affiliations as well as race (Sankar, & Parker,
2017). These records will always help the organization in
justifying their employment quotas based on recorded statistics.
The organization should moreover, consider having a policy on
equal employment opportunity. Federal enforcement agencies
will always consider the general principles an organization has
in ensuring an equal opportunity are afforded to people from all
subsets of society.
In conclusion, the information, in this case, is viewed as the
most important item for guaranteeing that the organization
shields itself from legal risks. Information coupled with good
principles will guarantee efficient human resource management
of the institution.
References
Clark, K., George, A., & Lloyd, K. (2018). Trust (Your
Employees), but Verify (What They Are Doing) and Keep the
Verification. Home healthcare now, 36(2), 132-133.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.
(2017). Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
Penn, I. A., & Pennix, G. B. (2017). Records management
handbook. Routledge.
Sankar, P. L., & Parker, L. S. (2017). The Precision Medicine
Initiative’s All of Us Research Program: an agenda for research
on its ethical, legal, and social issues. Genetics in Medicine,
19(7), 743.

CSCI-UA.0421: Numerical Computing
Computer Science Department
New York University, Spring 2012
Instructor: Margaret H. Wright
Course Projects
List of possible projects handed out March 6, 2012
Topics to be chosen and approved by March 27, 2012
Project due April 27, 2012
Purpose of the project. The project in this course is intended to
represent, to a large
extent, your own individual original work, including
consideration of related previous work,
significant numerical computation devised by you, and the
associated insights that you gained

from the project.
Form of the project. A project should have the form of a
scientific paper, i.e., typed pages,
beginning with the project title, your name (as author), an
abstract, the project body, and
a bibliography. The project body is likely to consist of at least
5–7 pages that describe the
topic, summarize your investigations, and state what you
learned, based on a combination
of mathematical analysis and computational experiments.
(However, there are no rigid rules
about length.) A supplement containing your code (or code from
others, properly attributed)
that was used for the computations should be provided.
Advance approval. Each student must arrange an individual
meeting with me to discuss
his/her project before starting serious work on it. As part of the
discussion (possibly after-
wards), I will ask for a “prospectus” in which you describe your
project in general terms.
Submitted projects whose topics I have not explicitly approved
in advance will receive no
points.
Your project for Numerical Computing should not be a recycled
version of a project pre-
viously done for another class.
Grading. As discussed in class, your project will count as at
least 30%, but no more than
40%, of your grade in the course (depending on which result is
more favorable to you).
Your project grade will be based on (1) knowledge and

understanding of numerical computing,
(2) creativity in applying this knowledge and understanding to a
new problem, (3) clarity and
correctness of explanations and examples, (4) insightfulness of
the computational testing, and
(5) originality. The exposition of the paper as well as the
quality of its content will count in
the grade.
Citing the work of others. I expect everyone to seek references
and information on the
Web and in the library beyond the initial pointers mentioned
below. It is essential for your
project to cite any and all reference material used in the project,
including material from the
Web. A failure to cite work by someone else that you use in
your project will be considered
plagiarism.
2
The following list provides several suggestions. If you wish to
do your project on some other
topic, that is fine as long as it meets the criteria described
above and I have approved the
project in advance following our individual meeting.
1. Condition estimators. Various procedures have been
suggested for obtaining an estimate
of the condition of a matrix without forming an explicit inverse.
For background, see Chapter 15
of Nick Higham’s book Accuracy and Stability of Numerical
Algorithms (second edition, 2002),
published by the Society for Industrial and Applied

Mathematics (SIAM; www.siam.org). This
project could (for example) describe the more popular condition
estimators, including their
strong and weak points, trying them out on your own examples
using Matlab, and commenting
on the overall usefulness of such techniques.
2. Linear algebra in Web search, data mining, and clustering.
This is a very large
topic, suitable for more than one project.
The 2011 Research Experiences for Undergraduates (REU)
project supervised by Carl
Meyer, Professor of Mathematics at North Carolina State
University, focused on mathematical
and computational techniques used in data mining, search, and
information retrieval sys-
tems. The final report
(http://meyer.math.ncsu.edu/Meyer/REU/REU2011/REU2011.ht
ml)
describes several approaches that were taken, including
discussion of the linear algebra issues.
Amy Langville, a former PhD student of Carl Meyer, is now on
the faculty at the College
of Charleston. Her web site contains many pointers and
references about her research on
clustering and ranking; see http://langvillea.people.cofc.edu/.
3. Smoothed analysis applied to Gaussian elimination. This
project is likely to appeal
to people who are interested in theoretical computer science.
Dan Spielman (Yale) and Shang-
Hua Teng (University of Southern California) developed a
remarkable approach, smoothed
analysis, that tries to explain the observed behavior of

algorithms in practice, particularly
algorithms with poor worst-case complexity that tend to work
well in practice. See the discus-
sion of Gaussian elimination and condition number in
www.cs.yale.edu/homes/spielman/Research/nopivotdas.pdf and
cacm.acm.org/magazines/2009/10/42479-smoothed-
analysis/fulltext
and also more recent papers on Spielman’s website:
www.cs.yale.edu/homes/spielman/SmoothedAnalysis.
4. Numerical computing in econometrics. The MathworksTM
Econometrics Toolbox
provides several functions for modeling economic data.
Depending on your interests, several
possible projects could be defined in which you would choose a
particular problem and try
different numerical methods for different scenarios/data,
explaining strategies that work well
and situations when difficulties can arise.
5. Principal component analysis; factor analysis. Principal
component analysis (PCA)
is a technique used in statistics to identify the “most important”
elements in a data set and
to reduce dimensionality to the features that matter the most.
Numerous tutorials about
PCA can easily be found on the Web, and the better ones
discuss the SVD; see, for example,
www.snl.salk.edu/∼shlens/pca.pdf.
Factor analysis is related to PCA but is not exactly the same. As
with PCA, many tutorials
about factor analysis can be found on the Web, for example
www.chem.duke.edu/∼clochmul/tutor1/factucmp.html.

3
A variety of projects related to PCA or factor analysis would be
appropriate as long as
they include a discussion of numerical methods, your own
interesting computational results,
and your analysis of the results.
6. The global warming “hockey stick” controversy. Principal
component analysis plays
a key role in a scientific and political controversy that started in
1999 about global warming.
For (too much) information, just Google ‘hockey stick
controversy principal’ and start with
the Wikipedia article.
7. Deblurring images. The book Deblurring Images: Matrices,
Spectra, and Filtering
(2006), by Per Christian Hansen, James Nagy, and Dianne
O’Leary, published by SIAM and
available in the Courant library, shows how numerical
computing techniques are applied in
deblurring images. Related material, including images for
testing and experiments, is also
available at www2.imm.dtu.dk/∼pch/HNO.
8. Strong words by Velvel Kahan on roundoff error. As
discussed in class, Professor
William (“Velvel”) Kahan, University of California, Berkeley,
was the principal mover in cre-
ation of the IEEE floating-point arithmetic standard. His
pungent commentary on some of the
difficulties with performing assessments of roundoff errors can
be found at

www.eecs.berkeley.edu/∼wkahan/Mindless.pdf.
Sections 2 and 8 of this document (especially the examples from
Excel) suggest several projects.
9. The IEEE Standard for Floating-Point Arithmetic (IEEE 754-
2008). For back-
ground, a project on this topic could start with the Wikipedia
article, a 1998 interview
with Velvel Kahan
(www.cs.berkeley.edu/∼wkahan/ieee754status/754story.html),
and
a 2008 paper by David Monniaux (in the context of software
verification), “The pitfalls of
verifying floating-point computations”
(dl.acm.org/citation.cfm?id=1353446).
10. Applications of the SVD. An increasing number of
researchers in medicine, especially
those who rely on images, use the singular value decomposition.
See, for example
www-sop.inria.fr/asclepios/Publications/Reyes/mreyes-
3DFull05.pdf (respiratory mo-
tion correction in lung tomography), and
public.lanl.gov/mewall/kluwer2002.html (gene expression
analysis)
11. Safeguarded line searches in optimization. In class, we
briefly discussed the concept
of safeguarded methods for one-dimensional zero-finding. An
analogous problem in optimiza-
tion is performing a “line search”: given a nonlinear function f
(x) of n variables, an n-vector
x0, and a direction p, find a scalar step α such that f (x0 + αp) is
“sufficiently less” than f (x0);
see “Line search algorithms with guaranteed sufficient
decrease”, by Jorge Moré and David

Thuente, ACM Transactions on Mathematical Software 20, 286–
307 (1994) (obtainable online
via the ACM Digital Library). A project on this topic could (for
example) explain the difficul-
ties in designing a fully reliable line search, also provide
illustrative numerical experimentation.
12. Calculation of special functions. The Digital Library of
Mathematical Functions,
hosted at the National Institute of Standards and Technology
(NIST) (dlmf.nist.gov), ex-
plains in great detail how special functions like sine and
exponential are calculated. A project
on special functions could investigate the techniques used in
calculating selected common spe-
cial functions, discussing the tradeoffs in accuracy, computation
time, and possible dependence
on specific hardware features.
4
13. Safeguarded zero-finding methods. Our in-class discussion
of these methods touched
only on general principles. A project would involve looking at
the nitty-gritty details of one
safeguarded method, such as Matlab’s fzero. Essential
background reading is Kahan’s paper
“Personal calculator has key to solve any equation f (x) = 0”;
this paper, called “SOLVE key
on the HP 34-C”, is available at
www.cs.berkeley.edu/∼wkahan/Math128
14. Rank-estimation strategies and low-rank approximations. In
class, we barely

skimmed the surface of this important topic. A project could
look at possible strategies
for deciding about numerical rank, and investigate the
reliability and effort associated with
various strategies. For example, how does Matlab estimate
rank? What are the consequences
of conservative/liberal strategies, illustrated by numerical
examples?
15. How to calculate the singular value decomposition and the
eigendecomposi-
tion. Using Matlab, we take the commands for SVD (svd) and
eigendecomposition (eig) for
granted. This project would involve finding out how the SVD
and/or the eigendecomposition
are actually computed, including backward/forward error
analysis properties, ensuring high
relative accuracy even when the singular values/eigenvalues are
small in norm, etc.
Scientific Computing -I
First LastnameTitle: Numerical Methods for Solving Black-
Scholes Implied Volatility
In fulfillment of CISC
Summer 2017
1. Proposal
This proposal explores numerical methods for solving financial
option pricing problems. The goal is to identify and develop
efficient techniques that converge for European and American
options, under uncertain volatility. Objective of the current
project is to implement binomial and Black-Scholes models
using numerical methods in Python and evaluate the
performance2.Background
In the early 1970s, Fisher Black and Myron Scholes [1]

proposed a differential equation to represent financial derivative
prices under no-arbitrage conditions. Using this equation,
analytical solutions were derived for option pricing. This
resulted in rapid growth of financial derivatives creation, usage
and across the world. Many enhancements were proposed to the
(Black-Scholes Merton) BSM models to incorporate real market
conditions. This created a need for reliable option price
computation. Due to the non-linear nature of problem,
numerical methods are deployed as explicit formulas are not
available
Also, apart from option prices, deriving implied volatility from
market prices is also of significance for the traders. For
deriving implied volatility, even under BSM, numerical methods
are required.
As the computing power improved, numerous numerical
methods have been tried. 3. Proposed Methodology
We will price European options using BSM and Binomial
method. Also, we will compute implied volatility using BSM.
We will use market data and evaluate bracketing as well as
Newton Raphson method. The methodology may change as the
course progresses and my understanding about the problem
improves. The implementations will be evaluated on robustness,
convergence and speed.
Domain/ Mathematical formulae:
For computing implied volatility using BSM, under constant
volatility conditions, we can use Newton Raphson method.
The method requires first derivative of the function being
solved and the same can be derived for BSM under constant
volatility conditions.
Symbols:[2]
σ
The actual volatility used to price the call option
V (σ)
The actual price of the call option as a function of the actual
volatility
σ0

Volatility estimate used to price the call option
V (σ0)
The calculated price of the call option using the volatility
estimate (σ0)
V’ (σ0)
First derivative call price with respect to the volatility estimate
(σ0)
Option price using the Black-Scholes equation and our volatility
estimate is...
Where
* Cumulative normal distribution function of the random variate
z
Call price Equation derivative with respect to the volatility
estimate is...
Where
Using Taylor Series Expansion of the first order where δ σ^ is
the difference between the actual volatility and the volatility
estimate
Rearranging the equation gives:
This can be solved iteratively, using newton Raphson method.
Ref:
[1] Black F, Scholes M, The pricing of options and corporate
liabilities," Journal of Political Economy 81 (1973), 637-659.
[2] http://www.appliedbusinesseconomics.com/files/gvsnr02.pdf
Course name:
Semester:
Student name:

1. project title:
scientific computing of
2. problem statement:
This research project is trying to compute the value of using
different scientific methods and comparing efficiency and
precision between different methods.
3. proposed solution and proposed research
methodology/strategy:
My initial idea is to use Taylor series as π/4 = arctan1:
However, this method cannot result to a precise calculation.
After reading some papers, I learnt to use Machin-like formula
to compute pi precise to many decimal places.
There are other approximation methods like Bellard’s formula
and Chudnovsky algorithm that I’d like to test efficiency.
Bellard’s formula:
Chudnovsky algorithm
All four methods will be put together and compare efficiency
based on iteration numbers and precision decimal points or
error.
SLEEP TIGHT INN 2

Week 5: Homework
Sean Hall
Prepared for: Dr. Nicole Runyon
Park University
7/10/19
Sleep Tight Inn Scenario
Question 5:Mr. Jones would like to overhaul the selection
system. He would like you to select one of the following jobs at
the resort: housekeeper, front office customer service
representative, or front office supervisor. Once you have
selected a job, develop 3 sample behavioral based questions and
3 situational based questions with anchored rating scales. You
will also need to include a sample reference check form that you
have developed for the Sleep Tight Inn.
I have selected housekeeping because it is just as
important as a manager or supervisor. I believe it is the
housekeeping which keeps the rooms clean and fresh. Without
them, a resort can turn in to a chaos in no time.
Behavioral based questions:
Q1: as I can see in your resume, you have been working as a
house keeping for quite some time now. Imagine you are in such
situation where you know you have committed an error but
someone else is being blamed. Would you own your mistake or
let the other person take the fall for that?
Q2: You are doing excellent work as per the requirements. No
complains of whatsoever but your supervisor is not happy and
he want you to change your style? Would you agree to change
since he or she is your boss or argue to prove yourself correct?
Q3: explain how you intend to use your strong points and weak
points in your work? will you be able to overcome your
shortcomings and overpower them with your strong points.
What do you do to control your temper as housekeeping have to
face several tough situations?

Situation based question:
Q1: say, a guest is overly drunk and behaving inappropriate
with you. How would deal with such situation? Would you
report that guest or deal with the situation yourself?
Q2: how would you behave when your fellow is not behaving
appropriately with you over some issue in front of the guests?
Would you bring the matter to your supervisor or try to reason
with her or him?
Q3: imagine a situation where you are asked to do a task which
is outside the requirements of your housekeeping. That task is
important and hold importance for the owner. Since you are a
reliable worker, that is why he asked you to do it. would you
fulfil the task or excuse away and ruin the chance of success?
Anchored rating scale:
Reference check form:
Purpose: A reference check is a valuable tool in the recruitment
process to verify facts and obtain additional information about
the candidate. All sections should be completed to be
considered a valid reference. Indicate N/A if the question is not
applicable.
Applicant Name: _______________________________
Date of Reference Check: ___________________ Person
Checking Reference: ______________
Reference Name: _______________________ Reference
Organization: _________________
Relationship to the Applicant: supervisor Peer other
(Specify)
Dates of Employment: From: ________________ To
__________ Salary: _______________
Position: _____________________

Nature of the Job of the Applicant:
___________________________
Reason of why leave the job: voluntary involuntary
Reason(s):
Rank the applicant in the following categories according to the
caliber:
Response to supervision
Poor
Fair
Good
Very good
Excellent
N/A
Attendance
Poor
Fair
Good
Very good
Excellent
N/A
Dependability
Poor
Fair
Good
Very good
Excellent
N/A
Ability to follow orders
Poor
Fair
Good
Very good
Excellent
N/A
Quantity of work

Poor
Fair
Good
Very good
Excellent
N/A
Quality of work
Poor
Fair
Good
Very good
Excellent
N/A
Responsibility
Poor
Fair
Good
Very good
Excellent
N/A
Additional question:
Any reports about disciplinary action? If any, explain.
Any performance issues? If any, explain.
Candidate’s strong points.
Candidates weak points.
If given chance, would you rehire the candidate? Yes
No
Any additional comment(s).
References
References:
Simpson, M. (n.d.). Behavioral Interview Questions and

Answers 101 Retrieved from www.theinterviewguys.com:
https://theinterviewguys.com/behavioral-interview-questions-
and-answers-101.
Running Head: SYSTEM OVERHAUL 1
SYSTEM OVERHAUL 2
Week 6 Homework
Sean Hall
Park University
7/18/19
6. Mr. Jones would like to overhaul the selection system. He
would like you to select one of the following jobs at the resort:
housekeeper, front office customer service representative, or
front office supervisor. Once you have selected a job, develop a
sample ability test for the position that you have chosen.
One of the major problems that Jones has encountered is a lack
of human resource practices. Human resource practices main

involve the evaluation system. Most of the human resource
issues were dealt with by the employment department that
constituted the employment supervisor and the secretary. Poor
allocation of the employee was also a major problem facing the
organization, (Noe, et al., 2017). The company had 300 full-
time staffs and 100 seasonal workers in different job categories.
To solve this, the company must have a human resource team
that is responsible for dealing with employment issues. The
company should also develop policies.
The human resource team should be aware of federal
employment laws. The human resource team will develop roles
in the organization, (Boxall & Purcell, 2016). Depending on the
size of the company it can have one person as the human
resource manager or a team in this case however since we are
dealing with more than 300 employees it is important to have a
team, (Legge, 2015).
Recommendation
• Development of human resource policies. Policies are used
as a guideline by managers as well as supervisors when
managing employees.
• Equal opportunities policies should be developed to avoid
discrimination
• A human resource team should be established
• The human resource team should come up with a hiring or
recruitment procedure that is not biased.
• Human resource practices should be implemented in the
organization.
Housekeeping
Housekeeping can be employed in hotels or private homes. A
sample ability test for the position involves the duties as well as
the responsibilities. We want to hire a housekeeper to join our
cleaning team. One of your major responsibility is to clean the
room, dispose of trash, to change beds, cleaning common areas,
and keeping the maintenance department aware of any issue.
You should have an eye for cleanliness. Moreover, you should
be able to lift at least 25 pounds.

House keeper responsibility.
Dispose of and collect trash. Sweep, mob, scrub, and polish the
floor. Vacuum clean rugs, carpets, and draperies. Polish and
dust fittings and furniture. Clean metal fixtures Wash mirrors,
washrooms, showers, and tubs. Wipe down or clean glass
surface. Change beddings and make the beds as required. Tidy
the room, (Arthur, 2017). Clean windows. Separate clothes,
clean them, and load to the washing machine. Observe and
report damaged property: Press and Iron linen and clothing.
Fold clean clothes.
I am maintaining all cleaning materials and equipment in
sanitary and safe working condition. Reporting and monitoring
necessary replacements as well as repairs. Report any safety
hazard or maintenance issue. Restock and organize cart. Follow
company security and safety procedures. Replace laundry bags.
Respond to the request of the client. I am restocking cleaning
supplies like shampoos, soaps, mini bar, and drinking glasses.
Follow the company’s policies on storing dirty laundry.
Knowledge and skills.
The minimum qualification a housekeeper is a high school
diploma. He or she should be knowledgeable about sanitation
and cleaning techniques, products as well as methods. He or she
should know about cleaning sensitive materials or equipment.
He or she should have physical stamina and mobility, including
the ability to bend for a long time, kneel, and reach. Also, He or
she should have the ability to push, pull, and lift required loads.
Work well under minimal supervision, (Armstrong, 2016).
Ability to manage your time effectively. He or she should be
hardworking — the ability to interact positively with hotel
guests and maintain a professional appearance.
Key competence
You should pay attention to the details. You should be reliable
and have good listening skills. You should be good at planning
and organizing. Honesty, integrity, and team work.

Reference
Armstrong, M. (2016). A handbook of human resource
management practice. Kogan Page Publishers.
Arthur, J. B. (2017). Effects of human resource systems on
manufacturing performance and turnover. Academy of
Management journal, 37(3), 670-687.
Boxall, P., & Purcell, J. (2016). Strategy and human resource
management. Macmillan International Higher Education.
Legge, K. (2015). What is human resource management?
In Human resource management (pp. 62-95). Palgrave, London.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.
(2017). Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.
Running head: JOB ANALYSIS 1
JOB ANALYSIS 2
JOB ANALYSIS 2

Week 2: Homework
Sean Hall
Prepared for Dr. Nicole Runyon
Park University
Date: 6/18/19
JOB ANALYSIS
2a. Select a method of job analysis and design a form for how
the method yields WRCs.
To determine the job content, job context as well as job
requirements, a keen observation of the operation is necessary
so as to come up with the WRCs yielding from analyzing and
designing the job.
The job content details the various activities executed by an
individual in that specific assignment. This activity is executed
by an individual in the capacity of this task hired. Through thus
job content specification, the acceptable as well as desirable
output level can be established. This description hence
determines the training required for an employee to execute
these tasks. The job context essentially details the working
conditions (Marinova et al, 2015).
Through the observation a competent analyst will observe the
employee in this section and have a detailed report of the tasks
done optimally as well as those not done appropriately thus
determine the optimality of the work done in this section as well
as the method used to undertake these tasks, as well the
competency of the task executer to execute these tasks
efficiently. To avoid errors of differences in personal analysis
and observation of the observe and eliminate detrimental biases,
and come up with the most genuine results, the observation
should be guided by a guideline clearly defining the observation
points of the observer. The observation of a front office
customer service representative should be intense on the
definition of work behaviors that result in performance (Landau

et al, 2017). Through this analysis then stipulates the following
merits which define effectiveness of the employee:
· Information related to the job.
· Creation of job employee fit.
· Effective practices for the purpose of hiring are created.
· Set the guideline for appraising of employee as well as
evaluating performance.
· Analyzes the development and training requirements.
· Sets the guideline for the compensation plan for this job
within the job description specifications.
2b. Identify 3 sample WRCs for either front office customer
service representative, front office supervisor, or housekeeper.
The front office customer service representative has the duties
of;
· greeting and welcoming guests as well as answering their
questions and complaints
· keeping the neatness and tidiness of the front desk at the best
HRM practice levels as well as equipping it with the necessary
materials for efficient operation.
· Receiving all incoming communications from the clients in
call form or in form of documents, parcels, letters and
dispatching the messages to the relevant recipients.
· Keeps the office records and updates them as well as office
supplies and place orders.
· Takes other official duties allocated to them whenever
necessary to suit work purposes.
Three sample WRCs which can be utilized to test the operation
of the front office customer service representative are activity
sample, test sample as well as the performance test sample.
The activity samples do the statistical determination of the
quantity of time spent by the worker in doing a specified
activity or activities under a particular category. Through the
activity sample, responsibilities are quickly analyzed and the
recognition of the enhancement opportunities defined through
the study of the actual work flow (Morgeson et al, 2019).
The test sample utilizes sampling choose and sample techniques

whereby a sample of the study units is analyzed and the
extensive study on this chosen unit is used to come up with
recommendations for the rest of the related units to enable
optimal operation of the units to achieve the most efficient
results of the operation of the front office customer service
representative for this case.
The performance sample on the other side, determines the
optimal operational through the study of how responsive the
employees are at certain operational parameters. Thus, the
quality attributes of the employee can be measured and hence
adjusted to achieve higher operational efficiency.
References
Landau, K., & Rohmert, W. (Eds.). (2017). Recent
developments in job analysis (Vol. 24). Taylor & Francis.
Marinova, S. V., Peng, C., Lorinkova, N., Van Dyne, L., &
Chiaburu, D. (2015). Change-oriented behavior: A meta-
analysis of individual and job design predictors. Journal of
Vocational Behavior, 88, 104-120.
Morgeson, F. P., Brannick, M. T., & Levine, E. L. (2019). Job
and work analysis: Methods, research, and applications for
human resource management. Sage Publications (2016).
SLEEP TIGHT INN 2

Week 3: Homework
Sean Hall
Park University
6/28/19
Sleep Tight Inn Case Scenario
Question 3a: Ma Clause has been receiving pressure from
several local organizations to develop an affirmative action
program. While the resort does not have any government
projects, she feels that an AAP would be in the best interest of
the resort. Mr. Jones wants you to provide a summary of AAPs
along with an audit procedure for evaluating the current
situation and establishing goals.
Affirmative action program in an organization is aimed at
giving favors to a set of people or a defined group that by
historical evidence has been discriminated or disadvantaged.
For example, jobs opportunities are reserved for people who are
disadvantaged in society such as people with disabilities. An
affirmative action program seeks to promote transparency in an
organization with facts about recruitment laid bare for the
public. People who miss opportunities are notified of the

reasons why they were rejected through this program (Leslie,
Mayer, & Kravitz, 2014). In some cases, affirmative action
plans are enshrined in the law. Sleep tight resort may choose to
put in place an affirmative action program in a bid to diversify
its workforce as well as fulfilling the various factors of hiring.
In order to put in place an effective affirmative action program,
the human resource manager of Sleep Tight resort needs to
perform various tasks. First, the human resource manager
requires to do an internal audit to determine the different sets of
people in the organization workforce. Sets of people could be
determined by age, sex, race or even disabilities. After doing
this internal audit, the human resource manager will then
identify the quota of people groups that is largely disadvantaged
(Wilkins, & Wenger, 2014). After this identification, the human
resource manager will then go ahead to look at the legal
thresholds set by the law by performing an external audit. After
performing the external audit, the human source manager can
come up with an affirmative action that will fulfil the needs in
the organization. Evaluation of the current situation will be
done from the statistics obtained from the audit.
Establishment of affirmative action goals will be
determined by establishing the number of opportunities in the
organization and matching them with the number of vacancies
in the organization. Considering the availability of potential
employees from the identified disadvantaged groups is also
important.
Question 3b: Recently several disabled individuals applied for
jobs at the resort. Out of panic all were hired by the managers.
Mr. Jones now wants to know the Resorts responsibility under
the law and a recommended course of action.
The resort is under the law obligated to promote affirmative
action. Social affirmative action is one primary area where
companies under the law are required to fulfil. Social
demographics defined by for example permanent employees
(Hepple, 2014). Some demographics of an organization may
dictate that the employees go for annual leave for a stipulated

amount at least. These are primarily a requirement by law that
the organization has to follow. Any affirmative action program
designed by the company should follow the legal obligation to
the letter.
Organizational demography may be a requirement required by
law. This type of affirmative action dictates that the
organization must have certain positions that are set aside for
disadvantaged members of the society. In this case, the
organization is obligated for example to set aside several
positions in management. The law may dictate that for every
three leaders in a management hierarchy, at least one of them
should be from a different gender. This helps in ensuring that
there is gender balance in the organization.
Social demographics-based affirmative action is based on
several aspects. Gender, race as well as race are included in this
kind of affirmative action. Legal frames work implements this
kind of demographics to ensure a holistic affirmative action
program is realized. For this reason, the organization is obliged
to fulfil these demands (Park, & Liu, 2014).
In this case, Mr. Jones should do an audit of all the legal
frameworks that are required to be fulfilled by the organization.
after determining the legal frameworks, Mr. Jones will go ahead
to analyze the various obligations the organization is supposed
to fulfil and then try to seamlessly fit the recently recruited
employees into the organization and put measures that will help
come up with an effective affirmative action program.
References
Hepple, B. (2014). Equality: The legal framework. Bloomsbury
Publishing.
Leslie, L. M., Mayer, D. M., & Kravitz, D. A. (2014). The
stigma of affirmative action: a stereotyping-based theory and
meta-analytic test of the consequences for performance.
Academy of Management Journal, 57(4), 964-989.
Park, J. J., & Liu, A. (2014). Interest convergence or

divergence? A critical race analysis of Asian Americans,
meritocracy, and critical mass in the affirmative action debate.
The Journal of Higher Education, 85(1), 36-64.
Wilkins, V. M., & Wenger, J. B. (2014). Belief in a just world
and attitudes toward affirmative action. Policy studies journal,
42(3), 325-343.
SLEEP TIGHT INN 2
Week 1: Sleep Tight Inn
Sean Hall
Park University
6/14/2019
Question 1a. Mr. Jones wants to know why you are
recommending a formal selection program when the informal
system they currently use is less expensive and seems to be
working?

Informal recruitment method is effective in this aspect as it is
considered more cost-effective than the corresponding formal
recruitment methods. Informal recruitment methods keep away
many willing potential employers and select from a small group
of people who learn about the recruitment process. Informal
recruitment is cost-effective in such a way that it keeps desists
from advertising processes that are expensive. Informal
recruiting processes at their best use free source social media
that does not incur any advertising costs on the company. This
method is commonly known as soft marketing with social media
as other social networking platforms applied for this course
(Elin & Kenny). The bidding time of recruitment process is
equally shortened by an informal process. Informal recruiting
processes are short and precise. Application tracking software
is used in capturing potential employee key data from a talent
pool. The data is captured and stored for future use. In case of
recruitment opportunities, the recruitment is done from the pool
of talent captured by the applicant tracking software. This
recruitment method, however, has several misdemeanors. It
lacks clear guidelines of how the recruitment process is done
and lacks a paper trail of employee skillset and recruitment
details.
In formal setups of recruitment, the maximum benefits of
recruitment can be realized. This can be done using a formal
select program. A formal recruitment process has strengths in
the sense that it emphasizes on having the right job
specification and the right advertising strategy that enables an
organization to acquire the right employees. Formal recruitment
stress on acquiring the right workforce along with using
technology to manage the acquired workforce. After the choice
of required talent, the human resource manager is able to keep
an inventory of other talents that can be considered when a need
or opportunity for them arises. For this reason, the formal
program of recruitment recommended by Mr. Jones would help
solve issues of recruitment effectively.
Question 1b. Mr. Jones wants to know if the Sleep Tight Inn

should use performance appraisal data to promote its
employees? Why or why not?
Promotion is a key aspect of employee life. Issues with the
promotion are sensitive and should be handled with a lot of
care. Promotion makes the employee feel recognized of their
performance and makes them feel motivated in their way of hard
work as well as providing services to the organization.
Promotion raises the employee's status as well as giving the
employee more responsibility in the institution they are working
in. The promotion also guarantees an employee better rates of
salary as well as greater skill acquirement. In a review, we can
make observations that promotion can either be vertical or
horizontal in nature (Sarboini 105). However, some promotions
may be done without increasing the salary rates of employees.
The dynamics used in promoting employees solely lie on the
human resource manager style of management as well as
decisions.
Considering the factors of promotion, it would be brilliant to us
performance for the promotion of employees in Sleep Tight Inn.
Performance appraisal that is based on one's standard
performance to the actual performance can be done. Appraisals
provide an opportunity for managers to review employee work-
related behavior which forms one basis of promotion.
Performance appraisal also forms a key component in an
organization’s career planning process. It gives employees the
chance to review their career plans while considering their
strengths and abilities. A combination of performance appraisal
and promotion will help the organization to improve its
performance. The fact that promotion based on performance
appraisal does not take into consideration of age or gender
issues makes it an appropriate method. It ensures that
employees are promoted based on competency. Performance
appraisal is a continual process and therefore gives the
employee as well as management a chance to review their
promotion candidates more often. This ensures that all
employees get a fair opportunity for consideration for

promotion.
References
Bjarnegård, Elin, and Meryl Kenny. "Revealing the “secret
garden”: The informal dimensions of political recruitment."
Politics & Gender 11.4 (2015): 748-753.
Sarboini, Sarboini. "Performance of Employees and Impact on
Promotion of Position." Journal Ilmiah Peuradeun 4.1 (2016):
103-114.

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