HRODC Postgraduate Training Institute, Providing Postgraduate Diploma; PG Certificate; & PG Short Courses, in Dubai, London, Kuala Lumpur, Colombo, New Delhi, Islamabad, Abuja, Accra, Lagos, Lusaka, Paris, Wolverhampton, Birmingham, Banjul, Amman, Doha, Kuwait, Cairo, Manama, Nairobi, Jeddah, etc. & Online.

Seminar or Course Number 005 - Recruitment & Selection - Employee Resourcing: Recruitment & Selection Course, Leading to Diploma - Postgraduate - in Employee Resourcing, 30 Credit-Hours, accumulating to a Postgraduate Certificate, with 150 additional Credit-Hours, and a Postgraduate Diploma, with 330 additional Credit-Hours. Course contents include:  Staff Turnover, Recruitment and Selection, Resourcing activity, Resourcing Strategy, Employee Training, Employee, Education, Employee Development, employee induction, Human Resource Forecasts, Methods of Forecasting human Resource, Strategic Operational Review’ (SOR), Human Resource Forecasting, Job Design,

 

Types of Job Design, Mechanistic Job Design, Biological Job Design, Motivational Job Design, Perceptual Job Design, Human Resource Audit, Conducting Human Resource Audit, Periodic and Exit Interviews, Systematic Recruitment and Selection, Job Analysis, Job Description, Personnel Specification, Market Targeting, Designing and Placing Advertisement, Candidate Assessment Form (CAF), Non-conventional Personnel Selection, Staff Induction, Organising an induction programme, Running an induction Programme, Short listing candidates, Conducting Selection Interviews, value of and problems of e-recruitment, different types and levels of e-recruitment, Conducting periodic interviews, Conducting exit interviews, Individual Commitment, Moral Commitment, Remunerative Commitment, Calculative Commitment.

 

 Seminar or Course Number 005 - Employee Resourcing: Recruitment and Selection Seminar or Course, Leading to Diploma – Postgraduate - in Employee Resourcing, Accumulating to a Postgraduate Diploma. Click to download the PDF Brochure for this Course.

 

Course Co-ordinator:        

Prof. Dr. R. B. Crawford is Course Coordinator. He is the Director of HRODC Postgraduate Training Institute, A Postgraduate-Only Institution. He has the following Qualifications and Affiliations:

Doctor of Philosophy {(PhD) {University College London (UCL) - University of London)};

MEd Management (University of Bath);

Postgraduate (Advanced) Diploma Science Teacher Ed. (University of Bristol);

Postgraduate Certificate in Information Systems (University of West London, formerly Thames Valley University);

Diploma in Doctoral Research Supervision, (University of Wolverhampton);

Teaching Certificate;

Fellow of the Institute of Management Specialists;

Human Resources Specialist, of the Institute of Management Specialists;

Member of the Asian Academy of Management (MAAM);

Member of the International Society of Gesture Studies (MISGS);

Member of the Standing Council for Organisational Symbolism (MSCOS);

Member of ResearchGate;

Executive Member of Academy of Management (AOM). There, his contribution incorporates the judging of competitions, review of journal articles, and guiding the development of conference papers. He also contributes to the Disciplines of:

Human Resources;

Organization and Management Theory;

Organization Development and Change;

Research Methods;

Conflict Management;

Organizational Behavior;

Management Consulting;

Gender & Diversity in Organizations; and

Critical Management Studies.

Professor Dr. Crawford has been an Academic in the following UK Universities:

University of London (Royal Holloway), as Research Tutor;

University of Greenwich (Business School), as Senior Lecturer (Associate Professor), in Organisational Behaviour and Human Resource Management;

University of Wolverhampton, (Wolverhampton Business School), as Senior Lecturer (Associate Professor), in Organisational Behaviour and Human Resource Management;

London Southbank University (Business School), as Lecturer and Unit Leader.

His responsibilities in these roles included:

Doctoral Research Supervisor;

Admissions Tutor;

Postgraduate and Undergraduate Dissertation Supervisor;

Programme Leader;

Personal Tutor.

 

For Whom This Course is Designed

This Course is Designed For:

  • Human Resource (HR) Managers;

  • Human Resource (HR) Directors;

  • Human Resource (HR) Professionals;

  • Human Resource (HR) Consultants;

  • Human Resource (HR) Generalists;

  • Human Resource (HR) Development Specialists;

  • Human Resource (HR) Executives;

  • Human Resource (HR) Recruitment Specialists;

  • Board of Directors;

  • Human Resource (HR) Planners;

  • Human Resource (HR) Strategists;

  • Divisional Managers;

  • Senior Mangers;

  • Middle Managers;

  • Junior Managers;

  • Supervisors;

  • Team Leaders;

  • Business Owners;

  • Venture Capitalists;

  • Entrepreneurs;

  • All others who are desirous of mastering the Employee Resourcing Process. Specifically, those who are concerned with Workforce Planning; Humana Resource Recruitment; Human Resource Selection; Human Resource Strategising.

 

 Duration: 5 Days

 

Cost:  £5,000.00 Per Delegate             

 

The course cost does not include living accommodation. However, delegates are treated with the following:

  •  Free Continuous snacks throughout the Event Days;  

  •  Free Hot Lunch on Event Days;                           

  •  Free City Tour;             

  •  Free Stationery;                               

  •  Free On-site Internet Access;

  • HRODC Postgraduate Training Institute’s   Diploma – Postgraduate; or

  • Certificate of Attendance and Participation – if unsuccessful on resit.

 

HRODC Postgraduate Training Institute’s Complimentary Products include:

  • HRODC Postgraduate Training Institute’s Leather Conference Folder;

  • HRODC Postgraduate Training Institute’s Leather Conference Ring Binder/ Writing Pad;

  • HRODC Postgraduate Training Institute’s Key Ring/ Chain;

  • HRODC Postgraduate Training Institute’s Leather Conference (Computer – Phone) Bag – Black or Brown;

  • HRODC Postgraduate Training Institute’s 8GB USB Flash Memory Drive, with Course/ Programme Material;

  • HRODC Postgraduate Training Institute’s Metal Pen;

  • HRODC Postgraduate Training Institute’s Polo Shirt.

Location:  Central London and International Locations

 

 Seminar or Course Number 005 - Employee Resourcing: Recruitment and Selection Seminar or Course, Leading to Diploma – Postgraduate - in Employee Resourcing, Accumulating to a Postgraduate Diploma. Click to download the PDF Brochure for this Course.

 

Course Objectives

 

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

  • Analyse education, training and development programmes, determining their potential effectiveness (fit-for-purposeness);

  • Cite Specific legislation and related cases relevant to particular job design issues;

  • Conduct individual and panel interviews;

  • Defend the use of periodic and exit interviews;

  • Demonstrate an awareness of how personnel demand forecast (PDF) is conducted;

  • Demonstrate an understanding of the value of Internal Selection

  • Demonstrate their ability manage recruitment and selection within a ‘resourcing context’.

  • Demonstrate their ability to conduct a human resource audit;

  • Demonstrate their ability to conduct a job analysis;

  • Demonstrate their ability to determine the type of commitment that motivate particular individuals to join an organisation;

  • Demonstrate their ability to lead a recruitment and Selection Team;

  • Demonstrate their understanding of the legal bases of Employee Resourcing;

  • Describe at least two non-conventional selection methods;

  • Design a personnel selection;

  • Design an effective induction package;

  • Design job description and personnel specification for particular roles;

  • Design ways of stabilizing staff turnover;

  • Distinguish between the underlying concepts of delegation,

  • Elucidate the concerns of managers in delegating;

  • Exhibit an understanding of the desirability of a limited turnover of staff;

  • Identify at least three tasks that can, and should, be delegated in Internal Selection;

  • Identify the difference between delegating authority, on the one hand, and task, on the other;

  • Relate specific recruitment, selection, retention and exit issues to UK and European legislation;

  • Suggest the constraints that specific UK Protective Legislation place on the recruitment, selection and management of employees;

  • Use candidate assessment form in short listing and interviews;

  • Weight a candidate assessment form, on the basis of job description and personnel specification.

 

 Seminar or Course Number 005 - Employee Resourcing: Recruitment and Selection Seminar or Course, Leading to Diploma – Postgraduate - in Employee Resourcing, Accumulating to a Postgraduate Diploma. Click to download the PDF Brochure for this Course.

 

Contents, Concepts and Issues

 

Part 1 – Strategising Employee Resourcing

  • Logicalising Internal and External Selection Processes;

  • Internal and External Selection Processes as an Organisational Development Phenomena;

  • Rationalising Internal Selection as a Process;

  • Staff Turnover and its Negative and Positive Impact On the Organisation;

  • Recruitment and Selection as a Resourcing Activity;

  • 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;

  • Importance of Human Resource Audit;

  • Conducting Human Resource Audit;

  • Periodic and Exit Interviews.

 

Part 2 - The Legal Bases of Employee Resourcing

 

  • The Psychological Contract and Its Legal Bases

  • Genuine Occupational Qualification (GOQ);

  • Employees, Workers, and Contractors: Their Distinction and Legal Implications;

  • Avoiding Accusations of Discrimination in Employment;

  • Holiday Entitlement;

  • Job Design and the Equality and Other Regulations:

  • Mechanistic Job Design;

  • Biological Job Design;

  • Perceptual Job Design;

  • Motivational Job Design.

  • Legal Issues in Recruitment and Selection: Avoiding Discrimination;

  • Statutory Information Requirement and Timescale for New Employees;

  • Employees as Intellectual Capital;

  • Exploiting the Organisation’s Intellectual Property;

  • Protecting the Organisation’s Intellectual Property;

  • Employee vs. Employer in Ownership of Intellectual Property Rights;

  • Patent and Intellectual Property Rights;

  • Research and Development and Intellectual Property Rights;

  • Research and Development and the Patent Act;

  • ‘Reverse Engineering’ and Intellectual Property Rights;

  • Instant Dismissal or Summary Dismissal?;

  • Employment of ‘Workers’, Subject to Immigration Control;

  • Statutory Instruments   2014 No. 1262 - Immigration - The Immigration (Employment of Adults Subject To Immigration Control) (Maximum Penalty) (Amendment) Order 2014.

 

Part 3 -  Systematising the Recruitment and Selection Process

 

  • Systematic Recruitment and Selection Process;

  • Job Analysis;

  • Job Description;

  • Personnel Specification;

  • Market Targeting;

  • Designing and Placing Advertisement;

  • Weighting and Using a Candidate Assessment Form (CAF);

  • Non-Conventional Personnel Selection;

  • Short Listing Candidates;

  • Conducting Selection Interviews;

  • The problems and benefits of Web-based Recruitment;

  • International E-Selection: Its Organisation, and Management;

  • International Video-Based Selection: Understanding and addressing its associated problems;  

  • Employees:

  • Benefits of Internal Selection;

  • Problems with Internal Selection.

  • Human Resource Planning (HRP).

 

Part 4 -  Practicalising the Recruitment and Selection Process

 

  • Determining or Predicting Vacancies;

  • Conducting Job Analysis;

  • Designing Job Description;

  • Designing Personnel Specification;

  • Market Targeting;

  • Designing and Placing Advertisement;

  • Weighting and Using a Candidate Assessment Form (CAF);

  • Short Listing Candidates;

  • Conducting Selection Interviews;

  • Deciding on Preference Order of Candidates;

  • Notifying Successful Candidates.

 

Part 5 -  Organisational Retention Strategy

 

  • Levels of Individual Commitment of Potential and New Recruits:

  • Moral Commitment;

  • Remunerative Commitment;

  • Calculative Commitment.

  • Efforts to Transform Remunerative and Calculative Commitment to Moral Commitment;

  • Training, Education, Development as Talent Management Enhancement;

  • The Value of Staff Induction;

  • Organising an Induction Programme;

  • Running an Induction Programme;

  • Conducting Periodic Interviews;

  • Addressing Issues Emerging for the Exit Interviews;

  • Conducting Exit Interviews.

 Seminar or Course Number 005 - Employee Resourcing: Recruitment and Selection Seminar or Course, Leading to Diploma – Postgraduate - in Employee Resourcing, Accumulating to a Postgraduate Diploma. Click to download the PDF Brochure for this Course.