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Employee Resourcing: Recruitment and Selection Seminar (London)

By: HRODC Postgraduate Training Institute

United Kingdom

17 - 21 Jul, 2017  5 days

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GBP 4,000

By the conclusion of the specified learning and development activities, delegates will be able to:

  • Exhibit an understanding of the desirability of a limited turnover of staff
  • Demonstrate their ability to determine the type of commitment that motivate particular individuals to join an organisation
  • Have designed ways of stabilizing staff turnover/high turnover
  • Be aware of how personnel demand forecast (PDF) is conducted
  • Demonstrate their ability to conduct a human resource audit
  • Be aware of the non-conventional selection methods
  • Be able to conduct periodic and exit interviews
  • Demonstrate their ability to conduct job analysis
  • Design job description and personnel specification for particular roles
  • Weight a candidate assessment form, on the basis of job description and personnel specification
  • Use candidate assessment form in short listing and interviews
  • Conduct individual and panel interviews
  • Be capable of arriving at objective decisions in personnel selection
  • Analyse education, training and development programmes
  • Design an effective induction package
  • Demonstrate an understanding of the legal bases of Employee Resourcing
  • Relate specific recruitment, selection, retention and exit issues to UK and European legislation
  • Cite Specific legislation and related cases relevant particular job design issues
  • Suggest the constraints that specific UK Protective Legislation place on the recruitment, selection and management of employees
  • Demonstrate their ability to lead a recruitment and Selection team
  • Be able to manage recruitment and selection within a ‘resourcing context’.

Course Contents, Concepts and Issues

  • Staff Turnover and Negative and Positive Impact On the Organisation
  • Levels of Individual Commitment of Potential and New Recruits
  • Moral Commitment
  • Remunerative Commitment
  • Calculative Commitment
  • Recruitment and Selection as a Resourcing Activity
  • Training, Education, Development as Facilities for New Recruits
  • The Importance of Human Resource Forecasts
  • Methods of Forecasting Human Resource Needs of the Organisation
  • Strategic Operational Review’ (SOR) As Prerequisite For Human Resource Forecasting
  • The Legal Bases of Recruitment and Selection
  • Job Design
  • Types of Job Design:  Mechanistic Job Design; Biological Job Design; Motivational Job Design;  Perceptual Job Design.
  • Importance of Human Resource Audit
  • Conducting Human Resource Audit
  • Periodic and Exit Interviews
  • Systematic Recruitment and Selection Process
  • Conducting Job Analysis
  • Designing Job Description
  • Designing Personnel Specification
  • Market Targeting
  • Designing and Placing Advertisement
  • Weighting and Using Candidate Assessment Form (CAF)
  • Non-Conventional Personnel Selection
  • The Value of Staff Induction
  • Organising an Induction Programme
  • Running an Induction Programme
  • Short Listing Candidates
  • Conducting Selection Interviews
  • The Value of and Problems of E-Recruitment
  • The Different Types and Levels of E-Recruitment
  • Conducting Periodic Interviews
  • Conducting Exit Interviews.
London Jul 17 - 21 Jul, 2017
GBP 4,000.00
(Convert Currency)

+44 7736147507; +44 1902 763607; +44 2071935906

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