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Recruitment & Selection HR- 660 University of Management & Technology (School of Business & Economics)

Program: Course Code: Semester: Credit Hours: PREREQUISITES Resource Person: Contact: Group Address MBA HR-660 Fall 2010 3 .. Muhammad Manzar Bashir manzar.umt@gmail.com
http://groups.google.com/group/hr660

Brief Course Description Recruitment and Selection is often the gateway of the future employees to any organization and perhaps the most critical part of any organizations structure. Hiring the right person at the right time for the right job is what everyone wants but unfortunately only a few achieve. It involves a lot of planning, thinking and a good amount of follow up. Hiring a person is easy, but hiring the right person takes more effort and makes a huge difference. The best employees get the job done, are a pleasure to manage and help the company grow. Recruitment that focuses on simply hiring warm bodies can cause headaches and unanticipated problems. The quick hire can require hours of supervision and time spent in discipline, retraining and, worst case, termination. Significance of Recruitment & Selection It is very important for an employer to be absolutely clear on what they expect an employee to be. The skills required for the job should be enumerated as precisely as possible. Transferable skills which the company could use also deserve a mention. If recruitment agency service is opted for by the employer, the agency or the consultant should get very precise instructions from the employer. We often see that a successful business will have at its core efficient and caring employees who have complete job satisfaction and a perfect fit for the jobs they are entrusted with. This is not an easy task to accomplish and full credit goes to the selection and recruitment processes that the company has in place. On the contrary, if these processes are not handled efficiently, the wrong sort of lethargic

employee appointments can prove fatal even to a well established business. We will discuss and explore various recruitment methods and their advantages and shortfalls. We will also learn together to appreciate which methods should be used according to a situation and when to outsource. Interestingly there are no tailor made solutions that work all the times. It is imperative for the HR manager to appreciate each situation, analyze and act accordingly Expected Course Outcomes Upon successful completion of this course the students will have reliably demonstrated the ability to:
1. Appreciate the procedures for recruiting and selecting employees, taking into account Organizational limitations

Discuss how recruitment and selection fits into the human resources planning process and aligns with the overall business strategy of the firm. Identify internal and external factors that influence an organization's recruitment and selection strategy. Explain the integration of recruitment and selection to job, process and organization analyses. Design recruitment and selection action plans based on workplace scenarios. Differentiate between discriminatory and non-discriminatory job ads, employment applications and interview questions. Formulate methods for non-discriminatory hiring practices. Discuss how organizations are managing their diverse workforce to meet their talent requirements, for example, the hiring of skilled immigrants.
2. Devise plans to identify, attract and contact the talent pool. Explain methods to identify job specifications and competencies to be used in recruitment advertisements. Design an ideal job advertisement for a particular job. Compare and contrast the advantages and disadvantages of internal and external recruitment. Distinguish among the different recruitment methods and tools available. Formulate recruitment strategies that create accurate candidate expectations and assist in achieving a person-organization fit. 3. Develop strategies for the process of screening and selecting candidates.

Compare and contrast the advantages and disadvantages of using the common screening devices: biographical data, application

forms, resumes, interviews, reference checks and applicant tracking systems. Distinguish between screening/unstructured interviews and structured interviews. Identify the strengths and weaknesses of different types of performance rating systems.

Textbooks
Recruiting, Interviewing, selecting and orienting new employees (Diane Arthur, 4th Ed) Reference Text 1. A Hand book for HRM (Michal Armstrong, Latest Edition)

Assessment
Mid Term 25% End Term 35% Class Participation 5% Term Project 15% Case Studies/Mock Interviews (Discussion and Presentation) 10% Quizzes 10% Allocation of Time Lectures (including class discussions) 65% Cases Studies/ Mock Interviews Term Projects Quizzes POLICIES AND PROCEDURES Classroom Behavior/Ethics: During class all cell phones and pagers must be turned off or set to vibrate. If you are on-call for emergencies, please let me know at the beginning of the class. Participant Responsibilities: The Participant is responsible for all information presented in class (unless told otherwise) and all information in the reading assignments, whether or not covered by the instructor. In case of absence it is the participants responsibility to get class notes, handouts, and/or directions from a classmate. Honesty Policy:

15% 15% 5%

A Participant found in cheating/Plagiarism on any exam/ assignment/ project will receive no credit (i.e. no grade) for that exam/ assignment/ project. Regularity and Punctuality: Regularity and punctuality will be very strictly observed. You have an allowance of only six absences (Out of 30 sessions). This includes the leaves that are approved from your Batch Advisor. In case you are absent in more than six classes, you will get an F in the course. Regarding punctuality, you will be marked present only if you arrive in the class within five minutes of the scheduled time. Any absents during the presentation sessions will result in deduction of 1 point each from the class participation marks. If your group is making a presentation and you are not there, you get a zero. If you miss a Quiz you get zero in that Quiz. You will lose 50% marks if you deliver your assignment / report after the given date. No marks will be given if the assignment is delayed by more than 2 days. Class Participation: Positive, healthy and constructive class participation will be monitored for each class. Particular emphasis will be given during the presentation sessions. The manner in which the question is asked or answered will also be noted. Your behaviour, as business executives in the class will contribute to the class participation marks. Term Project: In teams of 5 students, the groups will take on a term project details of which will handed out to the students by the 3rd class. It may typically involve analysis of the Recruitment & Selection system/department of any national or multinational organization followed by critical analysis and recommendations. The recommendations may include a new recruitment procedure. The process will culminate in final group presentation. Counseling Hours: Monday Tuesday Wednesday Thursday Friday 3:30 pm 4:30 pm By appointment only 11am 1 pm 12 pm 3 pm 3:30 pm - 5:30 pm

Course Counseling Hours:

During the Class Break

Recruitment & Selection


Summary of Calendar Activities Semester fall 2010 Week No. 1 2 3 4 5 6 7 8 9 10 11 Topic
Recruitment Challenges & Sources Electronic Recruiting Interview Preparation Competency Based Questions and other Questions Interviewing Components Types of Employment Interviews Documenting the interview

Referen ce Ch: 1 & 2 Ch: 3 Ch 4 Ch: 6 & 7 Ch: 8 Ch: 9 Ch: 10

Mid-Term Exam
Pre employment testing Background and Reference Checks The Selection Process

Ch: 11 Ch: 12 Ch: 13

12 13 14 15

Fundamentals of Employee orientation Beyond Recruitment & Selection

Ch: 14 Ch: 15

Term Project Presentation Term Project Presentation

Please check the group regularly on web for any the updates regarding the course and to download handouts and any other related material. If you have any queries you can email me.

http://groups.google.com/group/hr660

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