recruitment and selection
Subject : EMPLOYEE RECRUITMENT AND SELECTION
Cluster : Core Spln-HRM
Credit Hours : 2
Subject Code : 23HERS
Faculty : Ms. Sreelatha
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: job analysis interviews, job analysis questionnaire, task analysis inventory, position analysis questionnaire, subject expert workshops, critical incident technique, functional job analysis, job element method, repertory grid, critical incident 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 be created. Need analysis, cost analysis and job analysis. Hiring internally. Meaning and definition of internal recruitment. Sources of internal recruitment: - circulars, intranet advertisements, employee referrals. External Hiring. Meaning and definition of external recruitment. Sources of recruitment- Job advertisement: drafting, size and contents. Contents of public sector recruitment: single or multiple 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
Cluster : Core Spln-HRM
Credit Hours : 2
Subject Code : 23HERS
Faculty : Ms. Sreelatha
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: job analysis interviews, job analysis questionnaire, task analysis inventory, position analysis questionnaire, subject expert workshops, critical incident technique, functional job analysis, job element method, repertory grid, critical incident 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 be created. Need analysis, cost analysis and job analysis. Hiring internally. Meaning and definition of internal recruitment. Sources of internal recruitment: - circulars, intranet advertisements, employee referrals. External Hiring. Meaning and definition of external recruitment. Sources of recruitment- Job advertisement: drafting, size and contents. Contents of public sector recruitment: single or multiple 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