Question

Draw an activity diagram for the following employee hiring process.

Projects, Inc., is an engineering firm with approximately 500 engineers in different specialties. New employees are hired by the personnel manager, based on data in an application form and evaluations collected from other managers who interview the job candidates. Prospective employees may apply at any time. Engineering managers notify the personnel manager when a job opens and list the characteristics necessary to be eligible for the job. The personnel manager compares the qualifications of the available pool of applicants with the characteristics of an open job and then schedules interviews between the manager in charge of the open position and the three best candidates from the pool. After receiving evaluations on each interview from the manager, the personnel manager makes the hiring decision based upon the evaluations and applications of the candidates and the characteristics of the job, and then notifies the interviewees and the manager about the decision. Applications of rejected applicants are retained for one year, after which time the application is purged. When hired, a new engineer completes a nondisclosure agreement, which is filed with other information about the employee.

Answer 1

The employee hiring process at Projects, Inc. involves matching candidate qualifications with job requirements, conducting interviews, and making a hiring decision based on evaluations. Rejected applications are retained for future consideration, and new hires complete necessary documentation.

Step-by-step explanation:

The employee hiring process for an engineering firm such as Projects, Inc., which specializes in personnel selection, can be detailed in the following steps:

1. 
   
3. Engineering managers identify a job opening and notify the personnel manager, specifying the job characteristics.
4. 
   
6. Personnel manager reviews the qualifications of applicants in the candidate pool.
7. 
   
9. The three best-matched candidates are selected for interviews with the department manager.
10. 
    
12. Post-interview, evaluations are collected from the interviewing manager.
13. 
    
15. The personnel manager makes the hiring decision based on evaluations and candidate applications.
16. 
    
18. Candidates are informed of the decision; rejected applications are kept for one year.
19. 
    
21. Hired engineers sign a nondisclosure agreement and complete other documentation.

The process places significant emphasis on matching the job specifications with the candidate's knowledge, skills, and abilities, often through various evaluations such as interviews and sometimes tests.

In terms of organizational culture, the ability to mesh well with the team and the organization's values is seen as crucial, potentially even outweighing the lack of certain skills, since personality is harder to alter than skill sets.