Each student will submit by the end of the week a 6-8 page paper on an OD/Change Leadertopic of your choice that integrates (or sits next to) your course project that you identified in week 1 and...

Running Head: WEEK FOUR ASSIGNMENT                        1
WEEK FOUR ASSIGNMENT                                2
Week Four Assignment
De
a Drew
ORDV 5000
June 27, 2021
Dr. Michela Henke-Cilenti
Table of Contents
Introduction    3
Week Four Assignment    3
Phase One: Entry and Contacting    5
Phase Two: Discovery and Dialogue    6
Phase Three: Analysis and Decision to Act    7
Phase Four: Engagement and Implementation    8
Phase Five: Extension, Recycle or Termination    9
Conclusion    10
References    11
Introduction
The pandemic out
eak of covid19 has changed the scenario for working in almost every part of the world. In fact, business communities across globe have started thinking over new ways to ensure that the post covid19 working is not affected by the changed professional behavior of the employees or employers (Schmuck 2020).
Still, it has been one of the major challenges for the human resource management practices to apply the best practices of recruitment and training—some internal factors leads to the problems related to covid19 or strict assessment values implemented to the selection of candidates (Hodges, 2017).
The following is the analysis of five phases of Peter Block’s model applied to Salvation Army as the organization is creating job fair in order to fill in the vacant positions. These positions pertain to specific requirements and assessment procedure for them is complicated enough not to attract the attention of the candidates.
Week Four Assignment
The organization issue that we are cu
ently experiencing here at my organization is finding the right candidate for two vacant positions such as the Accountant Clerk, and the Director of Public Relations.
These two positions were vacant for over a year, and it seems very difficult for the human resource generalist and department supervisor finding the right candidate that fit the organization needs.
I have previous explained that one of the reasons why we was not able to fill the position was the assessment. The Salvation Army require applicants to pass the assessment with least an 85% in order to be considered for the position. Over a three-week period, I decided to evaluate the problem that we are cu
ently experiencing; I was able to identify another problem as well.
I have notice that external applicants are not cu
ently interested in the available vacant positions. These two positions were vacant for a while and only a few applicants applied and was not able to pass the assessment. After recently reviewing the application portal, we have not received any new application for about thirty days.
The human resource generalist and the department supervisor has concluded that since the pandemic many individuals are receiving government benefits, such as unemployment, and they refuse work. In addition, after speaking with The Salvation Army human resources generalist in many states, they are cu
ently experiencing the same issue.
The Salvation Army have decided to collaborate with other organizations and combine a job fair to help recruit individuals. According to watching the local news, it was mentioned that there is a deadline for unemployment benefits in the state of South Carolina. I strongly feel like the job fair will help boost the recruitment process for our non-profit organization. I am sure there are many individuals, who meets the requirements, but at this time, many individuals are not showing interest.
In this type of recu
ing situation that we are experiencing I will provide Peter Block’s model in the steps below.
Phase One: Entry and Contacting
In the previous scenario, a meeting was set up with officers and Director of Finance to discuss the problem. The problem has already been discussed and identified. The two problems consist of applicants are not able to pass the assessment and many applicants are showing interest in the position. The human resource department will set up a job fair in the community to recruit the interested applicants that have the knowledge to pass the assessment and have the capability that we are looking for.
The first phase of Peter Block’s model is applied to the course of selection of candidates into two important posts vacant in the Salvation Army. The accountant department of the organization needs a clerk and there is a vacant post of a public relationship manager. The director of finance and the generalist...