HRS 104 - Job Requirements, Recruitment, and Personnel Selection

1. Apply different key components of recruitment activities to formulate effective decision making solutions in relation to a recruitment cycle.  .
2. Identify selection measurements to use in making effective selection decisions. 
3. Explain the importance of strategic planning, and the role it plays in cultivating diversity and EEO initiatives. 
4. Identify the different job characteristics and techniques used to motivate employees and maximize their contributions. 
5. Differentiate between reliability and validity within an HR selection context.

1. Discuss the relationship between job requirements and the performance of Human Resource Management (HRM) functions.
2. Describe the methods by which job analysis typically is completed.
3. Explain the various sections of job descriptions.
4. List the various factors that must be taken into account in designing a job.
5. Describe the different techniques used to maximize employee contributions.
6. Discuss the various job characteristics that motivate employees.
7. Explain the different adjustments in work schedules.
8. Identify the advantages of integrating human resources planning and strategic planning.
9. Describe the basic approaches to human resources planning.
10. Explain the advantages and disadvantages of recruiting from within the organization.
11. Explain the advantages and disadvantages of external recruitment.
12. Describe how recruitment activities are integrated with diversity and equal employment opportunity initiatives.
13. Explain the objectives of the personnel selection process.
14. Identify the various sources of information used for personnel selection.
15. Explain the value of different types of employment tests.
16. Discuss the different approaches to conducting an employment interview.
17. Describe the various decision strategies for selection.

1. Relationship of Job Requirements and HRM Functions
   1. Recruitment
   2. Selection
   3. Training and development
   4. Performance appraisals
   5. Compensation management
2. Job Analysis
   1. The job analyst’s responsibilities
   2. Gathering job information
   3. Controlling the accuracy of job information
   4. The Department of Transportation (DOT) and job analysis
   5. Approaches to job analysis
   6. Job analysis in a changing environment
   7. Job descriptions
   8. Job descriptions for an employment assistant
   9. Problems with job descriptions
   10. Writing clear and specific job descriptions
3. Job Design
   1. Industrial engineering considerations
   2. Ergonomic considerations
   3. Designing work for employee contributions
   4. Examples of employee empowerment
   5. What self-managed teams manage
   6. Adjustments in work schedules
4. Human Resources Planning (HRP)
   1. Importance of HRP
   2. HRP and strategic planning
   3. HRP and environmental scanning
5. Elements of Effective HRP
   1. Forecasting demand for employees
   2. Forecasting supply for employees
   3. Balancing supply and demand considerations
6. Recruiting Within the Organization
   1. Advantages of recruiting from within
   2. Methods of locating qualified job candidates
   3. Limitations of recruiting from within
   4. Guidelines for setting up an on-line job posting system
7. Recruiting Outside the Organization
   1. The labor market
   2. Outside sources of recruitment
   3. Eight points for developing effective newspaper advertisements
   4. Improving the effectiveness of external recruitment
8. Recruiting Protected Classes
   1. Recruitment of women
   2. Recruitment of minorities
   3. Recruitment of the disabled
   4. Steps in diversity planning
   5. Recruitment of older persons
9. Matching People and Jobs
   1. Beginning with job analysis
   2. The selection process
   3. Obtaining reliable and valid information
10. Sources of Information about Job Candidates
    1. Application forms
    2. Biographical information blanks
    3. Background investigations
    4. Polygraph tests
    5. Honesty and integrity tests
    6. Employee polygraph protection act
    7. Graphology
    8. Medical examinations
    9. Drug testing
11. Employment Tests
    1. Nature of employment tests
    2. Classification of employment tests
12. The Employment Interview
    1. Interviewing methods
    2. Sample situational interview question
    3. Guidelines for employment interviews
    4. Major findings from research studies on the interview
    5. Types of pre-employment questions to ask
13. Reaching a Selection Decision
    1. Appropriate and inappropriate interview questions
    2. Summarizing information about applicants
    3. Decision strategy
    4. Final decision