Issue 17/06/2014 Revision Date 19/02/2020 Form No. ECT-ACAF-ACAFO- FRM.

016
Course Syllabus

Program Human Resource

Management
Course name Recruitment and
Selection
Course code HRM 301

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 I. COURSE INFORMATION

1. COURSE TITLE: Recruitment and Selection

2. COURSE CODE: HRM 301
3. CREDIT HOURS: 03
4. PREREQUISITE: HRM 201
5. PREPARED BY: Program Committee
6. APPROVED BY: Program Committee

II. INSTRUCTOR INFORMATION

1. Instructor:
2. Office:
3. Phone:
4. Email:
5. Office Hours:

III. CLASS TIME AND PLACE

1. Days and Time:

2. Class Location:
3. Lab location: No Labs Required

IV. COURSE POLICIES

1. Class Attendance:
Students are expected to attend all classes of this course (without exception).
A prior approval is required for class absence except for emergencies.
However, any student with 30% short attendance will be enforced to
withdraw from the course, and the student will receive EW in his/her
transcript for this course.

2. Tardy:
Do not come late to class. Any student coming late will not be allowed to
attend the class and he/she will be marked absent.
3. Exams:

Failure in attending a course exam will result in zero mark unless the student
provides an excuse acceptable to the Dean who approves a re-sit exam. Failed
courses will normally be reassessed in the scheduled semester. It is your
responsibility to attend the exam at the correct time and place. Your results
will be printed in a transcript, which includes all your assessments. You
should check the accuracy of your transcript. If there is an error in your
transcript, you have to notify the instructor.
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 4. Assignments & Projects:

Assignments and projects should be handed over to the instructor on the due
date. Zero mark will follow late submission of an assignment unless the
student has an acceptable reason approved by the instructor.

5. Exam Attendance/Punctuality:
 In the event that a student is up to ten minutes late, he/she will be
permitted to attend/sit the exam. However, there will not be any extra time
allowances made in favor of this student.
 In the event that a student is more than 10 minutes late, he/she will not be
permitted to attend/sit the exam.
6. Re-sit Exams:

The student will not be allowed to re-sit an exam unless he/she furnishes the
institute with written evidence as follows:
 Sickness by providing a medical report stamped by the Ministry of
Health.
 Death of a member of his/her family.
 Accidents (e.g. car accident).
 Natural causes such as heavy storms.
7. Cheating:

Definition of cheating: Cheating is an attempt to gain marks dishonestly and

includes:
 Copying from another student’s work.
 Using materials not authorized by the institute.
 Collaborating with another student during a test, without permission.
 Knowingly using, buying, selling, or stealing the contents of a test.
 Plagiarism which means presenting another person’s work or ideas as one’s
own, without attribution.
8. Penalty of Cheating:

The minimum penalty for cheating is an automatic Zero for the test or assignment
leading to a possible “F” for the subject. The student will be expelled from the
examination room so that he/she doesn’t disturb other students. The exam
invigilator will produce a report on the case. The report will be kept in the student
file. A second offense will result in the immediate suspension of the student for
the remainder of the current semester. A copy of the decision will be kept in the
student file, while another one will be passed to the Dean.

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 9. Turnitin:

In addition to the hard copy, students may be required to submit written

assignments/reports in soft copy through the Turnitin system which is available online at
the ECT Learning Management System (Moodle) in order to check the “Similarity
Index”. The penalties for minor and major violation are indicated below.

Offence Penalty

Minor offence (First time) The student will receive a written

academic warning, and the case will
When the Similarity Index is below 20% and
be recorded in the academic violations
plagiarism is confirmed by the instructor.
tracking system.

Minor offence (Repeated) The student will receive zero in the

assignment, and the case will be
When the Similarity Index is below 20% and
recorded in the academic violations
plagiarism is confirmed by the instructor.
tracking system.

Major offence (First time) The student will receive an F grade in

the course and a written academic
When the Similarity Index is 20% or above and
warning, and the case will be recorded
plagiarism is confirmed by the instructor.
in the academic violations tracking
system.

Major offence (Repeated) The student will receive an F grade in

the course and will be suspended for
When the Similarity Index is 20% or above and
one semester, and the case will be
plagiarism is confirmed by the instructor.
recorded in the academic violations
tracking system.

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 10. Mobile phones are not allowed in classes.

I. Grading system
Percentages are converted to letter grades as follows:
Grade
Mark Grade Points
90 - 100% A 4.0
87 - 89% A- 3.7
84 - 86% B+ 3.3
80 - 83% B 3.0
77 - 79% B- 2.7
74 - 76% C+ 2.3
70 - 73% C 2.0
67 - 69% C- 1.7
64 - 66% D+ 1.3
60 - 63% D 1.0
0 - 59% F 0

Passing Grade: A grade of D (60) is the minimum passing grade for this course.
Grades of less than D are not acceptable for credit towards graduation in this course.
Learners will write tests on dates specified.

V. Resources

Required Text Books :

1. Robert D. Gatewood, Hubert S.Feild, Murray Barrick. Human
Resource Selection. Cengage Learning, 2016. Eighth Edition.
ISBN:978-1-305-10268-2.

Supplements
1. Ahsan, M. (2018). Effective Recruitment and Selection along with
Succession Planning towards Leadership Development, Employee
Retention and Talent Management in Pakistan. Journal of
Entrepreneurship & Organization Management, 7(233), 1-8.
2. Sintok, K. (2016). The effect of Career Planning and Recruitment
and selection on Customer Satisfaction: Mediating role of Extra-

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 role Performance; evidence from Palestine. Australian Journal of
Basic and Applied Sciences, 10(16), 292-304.

3. Human Resource Management, 8/E. by Derek Torrington, Stephen

Taylor, Laura Hall & Carol Atkinson, 2011
4. Garry Dessler, Human Resource Management, Pearson Prentice
Hall, 2011
5. K. Rashmi T. Recruitment Management. Mumbai, IND: Global
Media, 2010. ISBN: 9788184886122

VI. Course description and purpose

Course Description: This is a core course discussing various areas of HR

Planning and Recruitment including job analysis and recruitment, recruitment in
labor markets, legal and ethical considerations in recruitment, managing
diversity & equal employment, selecting and placing human resources,
interviewing, employee testing, retention of employees, compensation and
employee performance. Attention is given to some specific topics from these
areas so more crucial concepts/methods may be dealt with in-depth.

Purpose
The purpose of the course is to provide students with knowledge and skills in
relation to effective recruitment and selection techniques and strategies to meet
the corporate objectives.

VII. Course Learning Outcomes (CLOs)

CLO1 Value the importance of selection process for organizational staffing
requirements
CLO2 Apply the legal and ethical considerations when recruiting and selecting
staff
CLO3 Explain effective job design and job analysis techniques
CLO4 Evaluate the most popular strategies for attracting and recruiting candidates
CLO5 Analyze the value of selection measures and procedures in the workplace
CLO6 Integrate the recruitment process with other HR functions

VIII. CLOs alignment with the PLOs

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 PLO1 PLO2 PLO3 PLO4

CLO1 √ √
ClO2 √ √
CLO3 √
CLO4 √
CLO5 √ √
CLO6 √ √

IX. Learning Assessment Methods

The following methods of learning assessment will be used in this course:

Weights
dates
Assessment Tools CLOs
First Exam 15%
1,2,3 Week 6

Second Exam 15% 4,5 Week 11

Final Exam 30% 1,2,3,4,5,6 Week 16

Group work 1 5% 1,2 Week 4

Group work 2 5% 4,5 Week 10

Project 20% 1,2,3,4,5,6 Week 15

Class participation 10% - Week 15

100%
Total

X. CLOs, QFEmirates, Instructional methods and assessment

tools

When completing this table, kindly explain how the instructional strategies and
assessment tools will help you achieve the required CLOs and subsequently the
relevant QFE strands (K: knowledge, S: skills, C1 Autonomy and Responsibility, C2:
Role in Context, C3: Self Development).

CLOS Relevant QFE Instructional strategies Assessment tools

strands
1 K1, K4 Lectures –Discussion of scientific Exam, Project, Group
papers, Videos Work
2 K2, K3, S1, S2 Lectures – Project demonstration, Exam, Project, Group

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 Web Resources Work
3 S2, C11 Case studies – Project simulation, Exam, Project
Video,
4 C21, C22, C33 Simulations – Role Plays- Case Exam, Project, Group
studies Work
5 C13, C22, C33 Simulations – Role Plays- Case Exam, Project, Group
studies Work
6 C12, C21 Lectures- Case studies, Videos Exam, Project
7 K3, S3 Lectures – Scientific papers Exam, Project
analysis

XI. Course Schedule

Additional
Topic
Week Chapters Learning CLO
Resources
Unit 1.
Introduction to recruitment and selection
Define recruitment, selection and placement
Selection process:
-Job Analysis
Identification of relevant job performance
Ch 1
dimensions
1,2 Handout # 1 1
Identification of work related characteristics
(WRCs) necessary for the job
Development of assessment devices to measure
WRCs
Validation of assessment devices
Use of assessment devices in the processing of
applicants
Unit 2
Legal Issues in Selection
Definition and importance of Diversity
Benefits of managing Diversity.
Ch 4 Video
3 Diversity Management Programs and Activities 2
Handout #2 Discussion
Equal Employment Opportunity (EEO)
Discrimination and Adverse Impact
Definition and areas of HRM Ethics
How to promote an Ethical Climate
4 Group Work 1 Case Study 1, 2

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 Unit 3:
Job Analysis and Job Design in Human
Resource Selection
Definition and Importance of Job Analysis
Group Work 1
Uses of Job Analysis Information
Website
Job Analysis Methods:
Ch 3 Discussion:
5 -Job analysis interviews 3
Handout # 3 https://www.o
-Job analysis questionnaires
netonline.org/
-Observation
-Critical incident technique
Determining Employee WRCs
Job design definition and techniques

6 1, 2, 3 1, 2, 3
Revision and First Exam
Unit 4
Human Resource planning
Objectives of HR planning Ch 1
7 4
HR planning responsibilities. Handout # 5
The process of Human Resource Planning

Unit 5
Strategies for Selection Decision Making
Strategies for combining predictor scores.
Approaches for making employment decisions. Ch 15 Group Work 4
8
A practical approach to making selection Handout # 4 2
decisions.
Recommendations for enhancing selection
decision making.
Unit 6
Human Resource Measurement in Selection
Definition and importance of measurement in HR
Selection
Ch 6
9 Criterion and Predictor in HR Selection 5
Handout # 6
Standardization in Selection Measures:
Content
Administration
Scoring
Group Work 2
10 Case Study 4, 5

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 Unit 7
The selection interview
Meaning and definition Video:
Preparing interview questions
Types of questions Ch 10 Job Interview
11 Styles of interviewers Handout # 9 at Heinken 5
Structuring the interview – ( GASP ) (Stress
Preparing for the interview interview
Questions to be avoided example)
Computerized interviews
Effective interviewing
11 4, 5
Revision and Second Exam
Unit 8
Reliability of selection measures
Definition of Reliability Ch 7
12 Errors of measurements Handout # 7 5
Sources of Errors of Measurement
Methods of estimating reliability
Factors influencing the reliability of a measures
Unit 9
Validity of selection procedures Examples
Definition of validity Ch 8 from
13 Characteristics of validity Handout # 8 Textbook plus 5
Validation strategies discussion (p.
Relationship between Reliability and Validity 281)

Unit 10:
Recruitment of applicants:
Definition
Labor Market Components Ch 5
14 Conflict between recruitment and selection Handout#10 6
objectives
Recruitment Sources
Planning and executing recruitment by the
organization
All
15
PROJECT PRESENTATION CLOs
ALL ALL
16
REVISION AND FINAL EXAM Handouts CLOs

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