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    Recruitment and Selection Syllabus

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    Pradeep Biradar
    Unit 1 discusses job analysis which is used to understand job requirements and involves methods like interviews, questionnaires, and workshops. Unit 2 covers the hiring process and decisions around regular, temporary, or contract hiring based on needs analysis and cost analysis. Unit 3 addresses internal recruitment which looks to fill jobs with current employees and discusses benefits like lower costs versus external hiring. Sources include postings, referrals, and promotions.

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    Recruitment and Selection Syllabus

    Uploaded by

    Pradeep Biradar
    862 views1 page
    Unit 1 discusses job analysis which is used to understand job requirements and involves methods like interviews, questionnaires, and workshops. Unit 2 covers the hiring process and decisions around regular, temporary, or contract hiring based on needs analysis and cost analysis. Unit 3 addresses internal recruitment which looks to fill jobs with current employees and discusses benefits like lower costs versus external hiring. Sources include postings, referrals, and promotions.

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    RECRUITMENT AND SELECTION SYLLABUS

    Original Title

    RECRUITMENT AND SELECTION SYLLABUS

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    Unit 1 discusses job analysis which is used to understand job requirements and involves methods like interviews, questionnaires, and workshops. Unit 2 covers the hiring process and decisions around regular, temporary, or contract hiring based on needs analysis and cost analysis. Unit 3 addresses internal recruitment which looks to fill jobs with current employees and discusses benefits like lower costs versus external hiring. Sources include postings, referrals, and promotions.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    862 views1 page

    Recruitment and Selection Syllabus

    Uploaded by

    Pradeep Biradar
    Unit 1 discusses job analysis which is used to understand job requirements and involves methods like interviews, questionnaires, and workshops. Unit 2 covers the hiring process and decisions around regular, temporary, or contract hiring based on needs analysis and cost analysis. Unit 3 addresses internal recruitment which looks to fill jobs with current employees and discusses benefits like lower costs versus external hiring. Sources include postings, referrals, and promotions.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 1

    RECRUITMENT AND SELECTION-18MBAHR301

    Unit 1: (5 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.

    Unit 2: (7 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.

    Unit 3: (5 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.

    Unit 4: (7Hours) 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.

    Unit 5: (6 Hours) Screening the candidates: Application Forms: bio-data / resume / curriculum
    vitae and Weighted application blanks: meaning definition, purpose, advantages and
    disadvantages – taking a Behavioral approach to recruitment: spotting personality patterns,
    making basic assumptions, Predicting the future, strategy Vs. Technique, Pinning down what is
    needed: targeted interviewing, focusing on behavior, 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.

    Unit 6: (9 Hours)
    Testing, Reference checking & Appointment orders: 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 Reference checking: meaning, definition and purpose. Verification of character, criminal
    antecedents, previous work behavior and education qualifications.
    Appointment orders Meaning, definition, and purpose. Contents of appointment letter, hard copy
    (or soft copy)

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