Workforce Planning and Recruitment Analytics
Concept of Work, Organisation’s Work and Jobs; Millennials at the work place; Key Characteristics of Millennials; Types of Millennial; The Evolution of Work Structure; Organising the Work; Strategic Job Redesign and Its Benefits; Strategic Issues in Recruitment; What make Bad Recruitment; Overview of the Hiring Process; Recruitment Metrics; Factors Affecting Recruitment; Recruitment Strategy: An Internal Approach; Recruitment Strategy: An External Approach; Legal and Ethical Considerations; Organisational Best Practices
Job Analysis, Job Description and Job Design
Identify the Job to Examine; Determine Appropriate Information Sources and Collect Job-Related Data; Job Description; Competency and Competency Ice Berg Model; Why Competency Based Recruitment; Sources of Recruitment; Different steps of job search; Motivational Job Specification; Creation of Functional Specification; Creation of Behavioural Specification; Employer branding; Social Media; Job Design.
Job Evaluation
The Job Evaluation Process; Obtain Job KSAOs, Qualifications, Working Conditions, and Essential Duties; Examine Compensable Factors Using the Rating/Weighting Evaluation Method; Determine Overall Job Value; Hay Group—Pioneer in Job Evaluation; Determining Compens
Selection and Interview Strategy
Interview Strategy and Process; Millennials shaping the Recruitment landscape in the organizations; Strategies for recruiting and selecting Generation Y into the workforce Developing Effective. Interviewers; Interviewing Techniques; Legal and Ethical Considerations in the Interview Process; The overall BEI Process; Assessment Centre’s; Simulations.
Testing and Assessment
Testing in Occupational Selection; Test related to Assessment of Knowledge, Skills, and Abilities; Personality Assessment; The Birkman method and MBTI® comparison; FIRO-B; Honesty and Integrity Assessment; Various Non-Interviewing Methods; Graphology; Skills Assessment; Games and Group Activity for Leadership Assessment; Administration of Tests and Assessments; Key Interviewer Skills.
Making the Hire; Assessment of Candidate and Job Fit
Unique Recruitment strategies; Biodata and Application Forms; Implications of Using Social Media Content in Hiring Decisions; Background Checks; Reference Checks; Pre-employment Testing; Making a Job Offer; Transitioning from Job Candidate to Employee; Induction; Placement.
Course outcomes:
At the end of the course the student will be able to:
1. Gain the practical insight of various principles and practices of recruitment and selection.
2. Acquire knowledge of latest conceptual framework used in recruitment and selection process and procedure applied in various industries.
3. Illustrate the application of recruitment and selection tools and techniques in various sectors.
4. Develop a greater understanding about strategies for workforce planning and assessment, analyse the hiring management system followed in various industries.
Practical Component:
Question paper pattern:
The SEE question paper will be set for 100 marks and the marks scored will be proportionately reduced to 60.
Textbooks
1 How to Recruit, Incentives and Retain Millennials. Rohtak Sage Publications 2019
2 Recruitment and Selection- Strategies for Workforce Planning & Assessment Carrie A. Picardi Sage Publication 2019
3 Human Resource Management R. C. Sharma Sage Publication 2019
Reference Books
1 Human Resource Management: Amitabha Sengupta Sage Publication 2018
2Leadership: Theory and Practices Peter G. Northouse Sage Publication India Pvt. Ltd 7/e, 2016
3 Performance Management and Appraisal System T. V Rao Response Books 2004