ORGCB535v1_Comp_1_Rubric1.pdf

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ORGCB/535 Competency 1 – Assessment and Rubric

Course Title: People and Organizations

Competency Assessment Title: HR Design Decisions

Total Number of Points: 100

Assignment Directions

Examine Southwest’s current HR practices, as reported in public sources. Download the HR Design Decisions worksheet. Complete the worksheet with your
review and rationale of the elements listed below to decide where Southwest Airlines’ HR practices fall.

• Employees as expenses vs. employees as assets

• Compensation below market, above market, or competitive

• Spontaneous training and development or planned training and development

• Specific job descriptions or general job descriptions

• External or internal recruitment, or both

• Limited socialization of new employees or extensive socialization

• Collective bargaining or individual bargaining

Support the analysis with evidence from sources on the web. Possible sources for information include but are not limited to:

• Organization website and associated websites

• Vault Campus includes detailed reviews and survey information about what it’s like to work at Southwest. To access Vault Campus, visit eCampus and
click PhoenixLink.

• Websites that specialize in company reviews and job postings

• Magazine and journal articles from the Internet or University Library

Submit your assignment.

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ORGCB/535 Competency 1 Rubric Page 2 of 4

Copyright 2021 by University of Phoenix. All rights reserved.

Competency Assessment Rubric

Assignment/Performance
Criteria

Mastery
100%

Meets Expectations
85%

Not Met
0%

1. View of employees as expenses
or assets

(weight 12%)

Thoroughly analyzed SW Airlines’
practice of viewing employees and
thoroughly evaluated how well the
practice is working (impact,
effectiveness, and alignment) from
a creative and innovative
perspective.

Partially analyzed SW Airlines’
practice of viewing employees
and partially evaluated how
well the practice is working
(impact, effectiveness, and
alignment).

Narrowly analyzed SW Airlines’
practice of viewing employees and
narrowly evaluated how well the
practice is working (impact,
effectiveness, and alignment) or no
attempt was made to on examples
of colleagues’ behaviors in relation
to HR competencies.

2. Compensation

(weight 12%)

Thoroughly analyzed SW Airlines’
compensation practice and
thoroughly evaluated how well the
compensation practice is working
for SW Airlines (impact,
effectiveness, and alignment) from
a creative and innovative
perspective.

Partially analyzed SW Airlines’
compensation practice and
partially evaluated how well the
compensation practices is
working for SW Airlines (impact,
effectiveness, and alignment).

Narrowly analyzed SW Airlines’
compensation practice and narrowly
evaluated how well compensation
practice is working for SW Airlines
(impact, effectiveness, and
alignment) or no attempt to analyze
SW Airlines’ practice of
compensation was made.

3. Training and Development

(weight 12%)

Thoroughly analyzed SW Airlines’
training and development practice
and thoroughly evaluated how well
training and development practice
is working for SW Airlines (impact,
effectiveness, and alignment) from
a creative and innovative
perspective.

Partially analyzed SW Airlines’
training and development practice
and thoroughly evaluated how
well training and development
practice is working for SW Airlines
(impact, effectiveness, and
alignment).

Narrowly analyzed SW Airlines’
training and development practice
and narrowly evaluated how well
training and development practice is
working for SW Airlines (impact,
effectiveness, and alignment) or no
attempt to analyze SW Airlines’
practice of training and development
was made.

4. Job Descriptions

(weight 12%)

Thoroughly analyzed SW Airlines’
job description practice and
thoroughly evaluated how well job
description practice is working for
SW Airlines (impact, effectiveness,
and alignment) from a creative and
innovative perspective.

Partially analyzed SW Airlines’ job
description practice and
thoroughly evaluated how well job
description practice is working for
SW Airlines (impact,
effectiveness, and alignment).

Narrowly analyzed SW Airlines’ job
description practice and narrowly
evaluated how well job description
practice is working for SW Airlines
(impact, effectiveness, and
alignment) or no attempt to analyze
SW Airlines’ practice of job
descriptions was made.

Copyright 2021 by University of Phoenix. All rights reserved.

Assignment/Performance
Criteria

Mastery
100%

Meets Expectations
85%

Not Met
0%

5. Recruitment

(weight 12%)

Thoroughly analyzed SW Airlines’
recruitment practice and thoroughly
evaluated how well recruitment
practice is working for SW Airlines
(impact, effectiveness, and
alignment) from a creative and
innovative perspective.

Partially analyzed SW Airlines’
recruitment practice and
thoroughly evaluated how well
recruitment practice is working for
SW Airlines (impact,
effectiveness, and alignment).

Narrowly analyzed SW Airlines’
recruitment practice and narrowly
evaluated how well recruitment
practice is working for SW Airlines
(impact, effectiveness, and
alignment) or no attempt to analyze
SW Airlines’ practice of recruitment
was made.

6. Onboarding – Socialization of
new employees

(weight 12%)

Thoroughly analyzed SW Airlines’
new employee onboarding practice
and thoroughly evaluated who well
new employee onboarding practice
is working for SW Airlines (impact,
effectiveness, and alignment) from
a creative and innovative
perspective.

Partially analyzed SW Airlines’
new employee onboarding
practice and thoroughly evaluated
how well new employee
onboarding practice is working for
SW Airlines (impact,
effectiveness, and alignment).

Narrowly analyzed SW Airlines’ new
employee onboarding practice and
narrowly evaluated how well new
employee onboarding practice is
working for SW Airlines (impact,
effectiveness, and alignment) or no
attempt to analyze SW Airlines’
practice of onboarding was made.

7. Bargaining

(weight 12%)

Thoroughly analyzed SW Airlines
bargaining practice and
thoroughly evaluated how well
bargaining practice is working for
SW Airlines (impact,
effectiveness, and alignment)
from a creative and innovative
perspective.

Partially analyzed SW Airlines
bargaining practice and
thoroughly evaluated how well
bargaining practice is working for
SW Airlines (impact,
effectiveness, and alignment).

Narrowly analyzed SW Airlines
bargaining practice and narrowly
evaluated how well bargaining
practice is working for SW Airlines
(impact, effectiveness, and
alignment) or no attempt to analyze
SW Airlines’ practice of bargaining
was made.

8. Syntax and Semantics: Word
choice, sentence structure,
grammar (e.g., subject-verb
agreement, pronoun-antecedent
agreement), sentence boundaries
(run-on or fused sentences,
sentence fragments)

(weight 8%)

Accuracy in grammar, sentence
structures, sentence boundaries,
and word choice enhanced
content.

Rare inaccuracies/errors in
grammar, sentence structures,
sentence boundaries, and word
choice did not detract from the
content.

Occasional or frequent
inaccuracies/errors in grammar,
sentence structures, sentence
boundaries, and word choice
detracted from the content.

Copyright 2021 by University of Phoenix. All rights reserved.

Assignment/Performance
Criteria

Mastery
100%

Meets Expectations
85%

Not Met
0%

9. Information Literacy

(weight 8%)

Fully integrated relevant
supporting evidence from quality
sources.

Mostly integrated relevant
supporting evidence from
quality sources.

Minimally integrated relevant
supporting evidence from quality
sources or no attempt was made to
integrate relevant supporting
evidence from quality sources.