Employee Recruitment and Selection Tlp | Recruitment | Employment

COURSE OUTLINE

EMPLOYEE RECRUITMENT AND SELECTION OBJECTIVES: 

 

 

This course provides students with an in-depth coverage of the recruiting and staffing function within organizations. Topics that will be particularly emphasized include: equal employment opportunity and other laws relating to staffing, the techniques used in recruitment and selection, validation, and utility analysis. The course is designed for future and practicing human resource professionals, as well as employees and managers. It covers the staffing activities practiced in all types of organizations, and is taught using a combination of lectures, discussion, and experiential exercises/applications. Particular emphasis will be placed upon the projects and applications.

UNIT-I Job Analysis.Meaning, definition and purpose. Methods of job analysis: jobanalysis interviews, job analysis questionnaire, task analysis inventory,position analysis questionnaire, subject expert workshops, critical incidenttechnique, functional job analysis, jobelement method, repertory grid, criticalincident technique. UNIT-II Hiring Process: Hiring decision. Nature of hiring: regular, temporary, full time, part time, apprentice, contractual, and outsourcing. Existing post or new post to becreated. Need analysis, cost analysis and job analysis. Hiring internally. Meaning and definition of internal recruitment. Sources of internal recruitment: - circulars, intranet advertisements, employeereferrals. External Hiring. Meaning and definition of external recruitment. Sources ofrecruitment- Job advertisement: drafting, size and contents. Contents of public sector recruitment: single ormultiple sources and choosing the best source. UNIT-III Screening the candidates: Application Forms: bio-data / resume /curriculum vitae and weighted application blanks: meaning definition, purpose, advantages and disadvantages taking a behavioral approach to recruitment: spotting personality patterns, making basic assumptions, predicting the future, strategy Vs. Technique. Pinning down what is needed: targeted interviewing, Identifying the ingredients ofsuccess: the winning candidate s profile, challenges in the interview, thestarting point, day to day execution, dealing with people, the inner person,additional characteristics. Studying the CV. Testing. Meaning, definition, purpose, advantages and disadvantages. Abilitytests clerical ability test, mechanical ability test, mental ability test, physicalability test, personality assessment test, typing test, shorthand test, computerproficiency testInterviewing: Planning the interview, Interview process.

Staffing Organization. definition andpurpose. definition. Timothy A. previous workbehavior and education qualifications.Medical Examination & acceptance of offer for joining. Heneman III. Contents of appointment letter. UNIT-VStaffing System Management-Retention Management-Retention Strategies. Herbert G. and purpose. For more details. Human Resource Planning. visit www. Lilly M Berry. Statutory requirements (under the Shopsand commercial establishments Act).UNIT-IVReference checking & Appointment orders: meaning. Excel Books. Employee Selection.vtu. 2nd edition.in . criminal antecedents. method of delivery and retrieving the acknowledgementcopy. Verification of community certificatesin public sector companies -Meaning. 5th Edition. Judge. Dipak Kumar Bhattacharyya. hard copy (or soft copy). RECOMMENDED BOOKS: 1. Verification of character. McGraw Hill International REFERENCE BOOKS: 1.ac. Thomson Publications 2.

TEACHING LEARNING PLAN COURSE CODE: COURSE TITLE:EMPLOYEE RECRUITMENT & SELECTION FACULTY NAME: DR.ANURADHA .C.

discussion. and experiential exercises/applications. External Hiring.    Session 1 Job Analysis. definition and purpose. Existing post or new post to be created. task analysis inventory Position analysis questionnaire. repertory grid. It covers the staffing activities practiced in all types of organizations. Meaning. and is taught using a combination of lectures. Contents of public sector recruitment: single ormultiple sources and choosing the best source. The course is designed for future and practicing human resource professionals. Nature of hiring: regular. Topics that will be particularly emphasized include: equal employment opportunity and other laws relating to staffing.Job advertisement: drafting. Meaning and definition of internal recruitment. temporary. Meaning and definition of external recruitment. criticalincident technique. Need analysis. jobelement method. Methods of job analysis: jobanalysis interviews Session 2 Session 3 Session 4 Job analysis questionnaire. the techniques used in recruitment and selection. Session 8 Session 9 . intranet advertisements. Particular emphasis will be placed upon the projects and applications. part time. validation. subject expert workshops.circulars.Page 2 Course Objectives: This course will help the students to   This course provides students with an in-depth coverage of the recruiting and staffing function within organizations. size and contents. critical incidenttechnique Functional job analysis. full time. employee referrals. and outsourcing. Sources of internal recruitment: . contractual. Hiring internally. as well as employees and managers. cost analysis and job analysis. and utility analysis. Sources of recruitment. Session 5 Session 6 Session 7 Hiring Process: Hiring decision. apprentice.

predicting the future. Reference checking & Appointment orders: meaning. purpose. mental ability test. Meaning. Interviewing:Planning the interview. previous work behavior and education qualifications. Technique. Pinning down what is needed: targeted interviewing. method of delivery and retrieving the acknowledgement copy. and purpose.Session 10 Screening the candidates: Application Forms: bio-data / resume /curriculum vitae and weighted application blanks: meaning definition. computerproficiency test. dealing with people. definition and purpose. challenges in the interview. Studying the CV. physicalability test personality assessment test. thestarting point. criminal antecedents. hardcopy (or soft copy). Testing. Identifying the ingredients ofsuccess: the winning candidate s profile. Verification of community certificates in public sector companies -Meaning. Medical Examination & acceptance of offer for joining. advantages and disadvantages. definition. shorthand test. Statutory requirements (under the Shops and commercial establishments Act). the inner person. day to day execution. Abilitytests clerical ability test. Job Analysis/KSA project group project Staffing System Management-Retention Management Retention Strategies Overview Session 11 Session 12 Session 13 Session 14 Session 15 Session 16 Session 17 Session 18 Session 19 Session 20 Selection interview project group project . mechanical ability test. typing test. purpose. Interview process. making basic assumptions.additional characteristics. advantages and disadvantages taking a behavioral approach to recruitment: spotting personality patterns. definition. Contents of appointment letter. strategy Vs. Verification of character.

(20%) 2.(20%) . This interview will be ultimately be used to select candidates for the target job.(10%) 2. In-class discussion sessions: These sessions will allow students an opportunity to share experiences with other students and learn from one another. (5%) 3.CONTINUOUS ASSESSMENT PLAN 1. Selection interview project . task and KSA statements will be written that correspond with guidelines presented in class and the text and a job description and job specifications will be created. Instructions for using the interview must also be developed.Job Analysis/KSA project .(5%) PROJECTS 1. The group is to interview a job incumbent identified by community partner. From this information. The group is to use job analysis data and the job description from the Job Analysis/KSA project to prepare a structured selection interview. Rating criteria will also be developed. Presentation of experience: Student teams will be required to present their experience to another management class.group project (2-3 members).Reflective essays: After each major portion of the project you will be required to submit a 1-2 page essay in which you reflect on your experience.group project (same members). Content validity must be ensured.

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