W G U H R M C a p s t o n e D 3 6 0 T as k 1 A n a l y z i n g C u l t u r a l V al u e s &
R ec r u i t m e n t I s s u e s | A c c u r a t e & V er i f i e d A n s w e r s t o P as s A c t u a 1
l
Exam
Human Resource Management Capstone – Task1
A1. The first cultural value stated by Anika’s Animal Shelter is compassion –
which is upheld by the animal shelters consistency in showing love and care
towards their animals and clients that are looking to adopt their animals.
There is certainly a large amount of love being given to their mission.
Unfortunately, while giving their all to this aspect, they are lacking in areas
essential to their business. Their employees are extremely overworked to
overcompensate for the employees that are not working hard enough, so
there is certainly an imbalance in tasks being done. This is leading to a very
high level of employee turnover. Employee burnout is present and will
unfortunately trickle down to the care of the animals.
A second value AAS has highlighted is teamwork. Unfortunately, this is a
value not being represented by the shelter – the teamwork is very minimal.
There appears to be a lot of conflict between the employees, a lot of
resentment towards the upper MGMT, and a lack of trust in the company.
Due to AAS hiring individuals with a known record of theft, existing
employees feel uneasy. One employee even suggested secure lockers for
each employee during the focus group, which is certainly a concern. If we
can increase trust amongst employees, things like secure lockers won’t need
to be purchased. Which means that money and effort could be directed
towards other initiatives like recruiting.
A2. I noticed quite a few recruiting weaknesses while analyzing the overview
of the shelter’s practices. Firstly, they are choosing not to check applicant
references and do not conduct background checks. Although they are an
added cost, these things could result in a more careful selection of
employees and result in a lower employee turnover. Being as candidates will
be working with animals and need to be able to show compassion, a
background check will prevent us from hiring someone with a violent past,
who could potentially harm the animals in their care. The second issue I see
is the general process Anika follows in the recruiting process. She uses her
own personal planner to record information during the interviews – employee
information should be considered sensitive and kept safe and secure. Anika
should investigate using a password protected system to store this
information.
A3. Anika will have to enforce the ADA (Americans with Disabilities Act) once
they reach 15 or more employees. Recruitment practices will need not
exclude individuals with disabilities.
Alexandra Yeiter D360 Task 1 4/24/2025
R ec r u i t m e n t I s s u e s | A c c u r a t e & V er i f i e d A n s w e r s t o P as s A c t u a 1
l
Exam
Human Resource Management Capstone – Task1
A1. The first cultural value stated by Anika’s Animal Shelter is compassion –
which is upheld by the animal shelters consistency in showing love and care
towards their animals and clients that are looking to adopt their animals.
There is certainly a large amount of love being given to their mission.
Unfortunately, while giving their all to this aspect, they are lacking in areas
essential to their business. Their employees are extremely overworked to
overcompensate for the employees that are not working hard enough, so
there is certainly an imbalance in tasks being done. This is leading to a very
high level of employee turnover. Employee burnout is present and will
unfortunately trickle down to the care of the animals.
A second value AAS has highlighted is teamwork. Unfortunately, this is a
value not being represented by the shelter – the teamwork is very minimal.
There appears to be a lot of conflict between the employees, a lot of
resentment towards the upper MGMT, and a lack of trust in the company.
Due to AAS hiring individuals with a known record of theft, existing
employees feel uneasy. One employee even suggested secure lockers for
each employee during the focus group, which is certainly a concern. If we
can increase trust amongst employees, things like secure lockers won’t need
to be purchased. Which means that money and effort could be directed
towards other initiatives like recruiting.
A2. I noticed quite a few recruiting weaknesses while analyzing the overview
of the shelter’s practices. Firstly, they are choosing not to check applicant
references and do not conduct background checks. Although they are an
added cost, these things could result in a more careful selection of
employees and result in a lower employee turnover. Being as candidates will
be working with animals and need to be able to show compassion, a
background check will prevent us from hiring someone with a violent past,
who could potentially harm the animals in their care. The second issue I see
is the general process Anika follows in the recruiting process. She uses her
own personal planner to record information during the interviews – employee
information should be considered sensitive and kept safe and secure. Anika
should investigate using a password protected system to store this
information.
A3. Anika will have to enforce the ADA (Americans with Disabilities Act) once
they reach 15 or more employees. Recruitment practices will need not
exclude individuals with disabilities.
Alexandra Yeiter D360 Task 1 4/24/2025
