RECRUITMENT & SELECTION Subject Code: 14MBA HR302 No. of Lecture Hrs. /Week: 04 Total No. of Lecture Hrs: 56 Practical Component: 01 Hour/Week IA Marks: Exam Hrs: Exam Marks: Module 1: 50 03 100 (6 Hours) 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, F1eisclunann job analysis survey, functional job analysis, job element method, repertory grid, critical incident technique Module 2: (9 Hours) 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. Module 3: (7 Hours) Hiring internally: Meaning and definition of internal recruitment, Advantages and disadvantages in terms of cost, time, quality and suitability. Sources of internal recruitment: - circulars, intranet advertisements, employee referrals, Appointment or promotion, Policy guidelines and union settlements. Module 4: (10 Hours) External Hiring: Meaning and definition of external recruitment. Sources of recruitment:- advertisement, in newspaper, TV/Radio, Internet, search on the internet, wanted signboards, consultants, employment exchange, campus recruitment, employee referrals and unsolicited applications. Advantages and disadvantages of the above sources in terms of cost, time, convenience, reach of the targeted population, and quality of applicant pool.
Job advertisement: drafting, size and contents. Contents of public sector recruitment: single or multiple sources and choosing the best source Module 5: (8 Hours) Screening the candidates: Application Forms: bio-data / resume / curriculum vitae and weighted application blanks: meaning definition, purpose, advantages and disadvantages – taking a Behavioural approach to recruitment: spotting personality patterns, making basic assumptions, predicting the future, strategy Vs. Technique, Pinning down what is needed: targeted interviewing, focusing on behaviour, assessing how person performs, assuming they have been hired. – Identifying the ingredients of success: the winning candidate’s profile, challenges in the interview, the starting point, day to day execution, dealing with people, the inner person, additional characteristics. Studying the CV. Module 6: (8 Hours) Testing: Meaning, definition, purpose, advantages and disadvantages, Ability tests clerical ability test, mechanical ability test, mental ability test, physical ability test, personality assessment test, typing test, shorthand test, computer proficiency test Interviewing: Planning the interview, Interview process - getting started, examining the 5 interview areas, examining the strengths & weaknesses, listening to what are being said, digging for Behavioural gold, probing for specifics, spotting patterns, using an interview checklist, Allowing candidates to ask questions at the end, explaining the procedure of selection and concluding with a happy note, making the decision. Interview in public sector undertaking, statutory requirements. Module 7: (8 Hours) Reference checking & Appointment orders: meaning, definition and purpose. Verification of character, criminal antecedents, previous work behavior and education qualifications. Verification of community certificates in public sector companies Meaning, definition, and purpose. Statutory requirements (under the Shops and commercial establishments Act). Contents of appointment letter, hard copy (or soft copy), method of delivery and retrieving the acknowledgement copy. Medical Examination & acceptance of offer for joining.
Practical Component: 1. Students need to identify two jobs in the college and need to do job analysis for those positions using any of the job analysis methods. 2. In teams students can be asked to give presentations about various types of jobs (regular, temporary, full time, part time, apprentice, contractual, and outsourcing) in different industries along with its advantages and disadvantages 3. In Teams, select and analyze any two of the Job postings advertisements in Newspapers to know more about job description and job specification mentioned in each advertisement for every post. 4. Obtain online access to the resume data base of Naukri.com or Monsterindia.com for a week give at least four Job Descriptions and specification to each student, to search and download from the data base at least five resumes for each positions. 5. Students can identify 4 or 5 jobs of their interest and can create Advertisements for the same imaging that they are Proprietors of the companies and hiring for these positions. 6. Debate on Advantages and disadvantages of hiring external and Internal for the selected jobs like Police Constable, Doctor, CEO, Mechanical Engineer, Professor etc., 7. Role play: Students can do the role play for the entire process of hiring and selecting 3 or 4 selected roles in a specific industry. RECOMMENDED BOOKS: 1. Human Resource Selection by Robert D. Gatewood and Hubert S. Feild, South western Cengage Learning, Mason, Ohio 2001 2. Staffing Organization, Herbert G. Heneman III, Timothy A. Judge, 5th Edition, McGraw Hill International REFERENCE BOOKS: 1. Employee Selection, Lilly M Berry, Thomson Publications 2. Hiring & keeping the best people, HBS Press 3. Human Resource Planning, Dipak Kumar Bhattacharyya, 2nd edition, Excel BOOKS. 4. High performance hiring by Robert w. Wendover, Crisp Publication, California, 1991.
Table of Contents: MODULE NO. TOPIC PAGE NO. I Job Analysis 05 II Hiring Process & Hiring decision 13 III Hiring Internally 18 IV External Hiring & Job Advertisement 22 V Screening the Candidates 32 VI Testing 53 VII Reference Checking & Appointment Orders 71