HRPR-310 Business Communications HR

HRPR-310 Business Communications HR

HRPR-310 Business Communications HR



This writing assignment will be worth 25% of your grade, in lieu of a final exam.
As you will have learned in your Recruitment and Selection class, Structured Interviews are known for having much more predictivie validity than traditional interviews, and Behavioural Event Interviewing (BEI) is a form of structured interview often used by larger organizations. Most commonly, BEI is used in an oral interview; in some cases, a written BEI question will be used for screening candidates or for granting temporary promotional opportunities for internal candidates. Success in a Behavioural Event Interview is correlated to the amount of time a job candidate takes to prepare for it. In this assignment, you will prepare a written BEI question based on one of four possible competencies. 
Include a cover page which follows APA format.
Your paper should be 1 page in length, single-spaced, using the font Calibri in size 11.
Block to the left (no indentations) and double-space between paragraphs.
Use bold font or hi-light the literary devices you include in your paper, to ensure I don’t miss them.
Save your document as a PDF before uploading to Moodle.
For this assignment, you will tell me a story about a time you demonstrated one of the following competencies. You choose which one of the four you would like to write about. Use the star technique (describe the situation, your task, the activities you completed, and the result you achieved); if your result was a negative result, be sure to include lessons learned. Be sure to demonstrate your ability to use the literary devices we’ve covered in HRPR 310. You may refer to your class notes or the text while writing this assignment. You are responsible for both writing and editing your paper, but you may solicit a “third ear” for feedback on your writing, in keeping with the principles we’ve discussed in this course.
Choose one of the four following competencies: 
1. Integrity — People with integrity are able to recognize when they feel apprehensive, fearful, confused, ashamed, or embarassed about a mistake they have made, and are able to discuss it openly rather than hiding or covering it up. People with integrity live according to values and principles that include being truthful, being trustworthy, and behing honest. They publicly acknowledge their mistakes, take responsibility for them, and make an effort to mitigate the harm their actions (or lack of action) may have caused.
2. Initiative — People with initiative will identify a future problem or opportunity, and take appropriate action. They take action proactively rather than simply thinking about things; they do not wait to be told or asked to do something. They will overcome obstacles, act decisively rather than waiting, and may even create opportunities by making a unique extra effort.
3. Managing Others — People who manage others set high standards for themselves and their team members, and ensure they deliver results. They do this by ensuring their expectations are clear and understood by their team or group members, and by providing clear instructions or delegating specific tasks and goals. When team or graoup members seem to be slipping, they have open, direct communication with that individual about their performance, reiterating the goal and developing a plan with them to achieve that goal. Once the goal is achieved, they will celebrate with the group, and provide recognition and rewards for work well done.
4. Teamwork and Co-operation — People who demonstrate teamwork work co-operatively within a team or group to achieve a specific goal. At the lowest end of the spectrum, they willingly and actively participate in team tasks, doing their share of the work and communicating effectively and proactively with their team members. They are able to respond to both verbal and non-verbal cues to communicate with and respond to others. They express their expectations, show respect for others, and respond appropriately to the concerns of others. At the highest end of the spectrum, they will solicit ideas, provide encouragement, and give public credit to other group members. They will resolve team conflicts, and will promote or defend the team to outsiders.

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