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MGT 811 Fundamentals of Human Resource Staffing


Course Description

Scientific, legal, and administrative issues in talent acquisition, placement, and promotion.

Course Objectives

  • Explain the importance of aligning an organization’s staffing practices with its business strategy to achieve employee-related outcomes that are important to overall organizational success
  • Identify the primary legal issues associated with specific staffing practices
  • Critically evaluate an organization’s current recruiting efforts and make science-based recommendations for improving the effectiveness of those efforts
  • Develop a specific plan for selecting employees who will be able to effectively perform the job(s) in question and fit well within the organization’s culture
  • Conduct effective job interviews
  • Evaluate the nature and extent of employee turnover in an organization, and develop effective plans for addressing identified turnover problems

Week 1


Topic: The Nature of Staffing and Related Legal Issues
Lecture: Introduction to the Course

Outcomes

  • Describe the “big goal of staffing”
  • List the primary staffing activities
  • Describe the relationship between staffing and the broader concept of talent management
Lecture: Strategy and Strategic Staffing

Outcomes

  • Describe the relationship of an organization’s business strategy to its staffing practices, and discuss the need for alignment between the two
  • Outline the basic steps in the strategic talent management process and explain the role of staffing in that process
  • Summarize the staffing implications of the "low cost" and "differentiation" strategies
  • Distinguish between staffing strategies and business strategies
Lecture: Big Picture Talent Management

Outcomes

  • View video clip that outlines the importance of aligning talent management activities with business strategy
Video: Big Picture Talent

Your goal is to create a top performing workforce that drives higher returns and offers a sustainable competitive advantage. To achieve this, you need an engaged workforce that is fully aligned with your core business strategies. This video provides a graphical depiction of this concept.

Lecture: Models of Staffing

Outcomes

  • Describe the person/job match model of staffing
  • Describe the person/organization match model of staffing
  • Briefly describe how the two models are similar and how they are different
  • Identify the primary “HR Outcomes” that may be impacted by the staffing function
Lecture: Legal Issues in Staffing – Part 1

Outcomes

  • Discuss the primary sources of legal constraint that potentially impact staffing practices
  • Briefly explain the disparate treatment and disparate impact theories of employment discrimination
Lecture: Legal Issues in Staffing – Part 2

Outcomes

  • Explain what constitutes an “actual disability” and a “regarded as” (or “perceived”) disability under the ADA
  • Describe employers' primary obligations with regard to providing reasonable accommodations
  • Understand employees' primary obligations with regard to requesting a reasonable accommodation

Week 2


Topic: Support Activities and Recruiting Basics
Lecture: Human Resource Planning

Outcomes

  • Describe the role of HR planning in ensuring that an organization’s staffing practices support the organization’s business objectives and needs
  • Outline the sequential steps in an HR planning process
  • Identify the primary statistical and judgmental techniques for forecasting HR requirements and availabilities
  • Explain the strengths and limitations of each general approach to forecasting
  • Identify appropriate ways (staffing alternatives) of addressing forecasted labor surpluses and/or shortages
Video: HR Planning - Markov Analysis

This video describes the use of Markov Analysis in the human resource planning process.

Video: Independent Contractor v. Employee

Miscategorization of an employee can cost an employer thousands of dollars. In this video, a very typical case is broken down and analyzed.

Lecture: Job Analysis

Outcomes

  • Discuss the critical role that job analysis plays in identifying the type of individuals organizations need to recruit and select
  • Identify the primary sources for obtaining information in the job analysis process
  • Identify the primary methods for collecting information in the job analysis process and understand the strengths and limitations of each method
  • Outline a sound plan for conducting a job analysis
  • Describe the implications of the ADA and its focus on essential functions for job analysis
Video: O*NET Online Demonstration for Recruitment, Selection and Development - Job Analysis

View this video to learn more about O*NET and how it can be used in your organization.

Lecture: Competency Analysis

Outcomes

  • Define competency and provide specific examples of competencies
  • Compare and contrast competency analysis with job analysis
  • Discuss the general guidelines for establishing general competency requirements
Lecture: Recruiting Overview

Outcomes

  • Explain the primary goal of recruiting and how it differs from the goal of selection
  • Outline the basic steps in the model of the recruitment process
  • Describe the three primary factors affecting recruitment effectiveness
  • Discuss the potential advantages of internal and external recruiting
  • Identify the primary sources of recruiting applicants and explain the potential advantages and limitations of each
Lecture: Effective Recruiting

Outcomes

  • Discuss the “Basic Principles of Effective Recruiting”
  • Identify the characteristics of effective recruiters
  • Describe a Realistic Job Preview (RJP) and discuss the potential advantages and disadvantages of this approach to recruiting
  • Explain the consequences of delays in recruiting, and recommend steps that can be taken to avoid such delays

Week 3


Topic: Specific Recruiting Practices and Selection Basics
Lecture: Effective Use of Organizational Websites for Recruiting

Outcomes

  • Explain the primary criteria for assessing the effectiveness of an organization's website for recruiting purposes
  • Evaluate an actual organization's website in order to make informed recommendations for improving its effectiveness for recruiting purposes
Lecture: Effective Use of Social Media for Recruiting

Outcomes

  • Explain why use of social media in recruiting is rapidly increasing
  • Describe challenges and risks associated with the use of social media for recruiting
  • Provide general guidance on effective use of social media for recruiting
Video: Social Media Recruiting at Starbucks

Kirsti Stubbs, Recruiter for Starbucks Canada, sat down with WhyHire.me to talk about profound changes in the recruiting landscape. Kirsti is appreciative of learning as much as she can about a candidate and turns to the web and social media to find great candidates.

Video: Employing Social Networking in the Recruiting Industry

An interview with experts on how social networking is changing the recruiting industry.

Video: The Pro & Cons of Screening Job Applicants Using Social Media

Experts discuss the advantages and disadvantages, and share tips for screening job applicants using social media.

Video: Social Distribution Demo

View a company-provided video describing a “social distribution tool” that helps employers use the social networks to recruit. This is a company promo, but it provides a good illustration of ways that social networks can be used in recruiting.

Lecture: Recruiting Metrics and Evaluation

Outcomes

  • Explain the importance of recruiting metrics and evaluation
  • Describe and discuss the most commonly used metrics for evaluating recruiting effectiveness
  • Appreciate the importance of applicant quality and suggest multiple ways of assessing applicant quality
Lecture: Selection Basics

Outcomes

  • Explain the fundamental goal of "selection" – making predictions
  • Provide an overview of the process for using selection methods in staffing
  • Describe the primary components of the first step in the process – developing a selection plan
Lecture: Selection Methods - Part 1

Outcomes

  • Provide a general description of the five criteria used to evaluate selection methods: 1) reliability, 2) validity, 3) cost, 4) applicant reactions, and 5) legal risk
  • Appreciate the importance of requiring evidence for the validity of a selection method before using it, and describe the type of evidence that is acceptable
  • Describe how a selection method may have an adverse impact, and explain how validation evidence provides a legal defense
  • Identify the “General Principles of Effective Selection” and understand their importance to effective selection practices
Lecture: Selection Methods - Part 2

Outcomes

  • Provide a general description of the five criteria used to evaluate selection methods: 1) reliability, 2) validity, 3) cost, 4) applicant reactions, and 5) legal risk
  • Appreciate the importance of requiring evidence for the validity of a selection method before using it, and describe the type of evidence that is acceptable
  • Describe how a selection method may have an adverse impact, and explain how validation evidence provides a legal defense
  • Identify the “General Principles of Effective Selection” and understand their importance to effective selection practices

Week 4


Topic: Specific Selection Practices
Lecture: Pre-Employment Inquiries Regarding Criminal Records

Outcomes

  • Answer the following questions
    • What factors affect whether it is appropriate to ask about an applicant’s arrest record?
    • When is it appropriate (under what circumstances) to ask about an applicant's conviction record?
    • What is the “bottom line” guidance for using criminal arrest or conviction information in employee selection?
Lecture: Drug Testing in the Workplace

Outcomes

  • Discuss current trends in workplace drug testing
  • Describe the legal requirements and litigation risk associated with workplace drug testing
  • Outline the steps in developing a well-designed drug testing program
Lecture: Developing and Conducting Structured Job Interviews

Outcomes

  • Identify the “Common Interviewing Pitfalls”
  • Discuss the steps employers can take to avoid those pitfalls and enhance the validity of their interview process
  • Construct high quality interview questions
Lecture: Personality Tests

Outcomes

  • Describe the “Big Five” personality traits and explain how they are measured
  • Discuss the potential usefulness of personality tests in employee selection
  • Respond to concerns raised about the use of personality tests
Lecture: Cognitive Ability Tests

Outcomes

  • Explain what cognitive tests assess
  • Discuss the potential usefulness of cognitive tests as a selection tool
  • Describe the risk of adverse impact associated with cognitive ability tests
Video: What is a Cognitive Ability Test?

Have you ever wondered what a cognitive ability test is? This short video explains cognitive ability and why it can have such a positive impact for organizations.

Lecture: Integrity Tests

Outcomes

  • Discuss the potential benefits of using integrity tests in employee selection
  • Respond to the concerns sometimes raised about the use of integrity tests

Week 5


Topic: The Hiring Decision and Retention Management
Lecture: Making the Hiring Decision – Part 1

Outcomes

  • Summarize the primary approaches to converting applicant scores on various selection tests to "assessment scores"
Lecture: Making the Hiring Decision – Part 2

Outcomes

  • Summarize the methods for setting passing scores, or “cut scores,” and explain the consequences of setting high or low passing scores
  • Outline a plan to use the information collected from multiple applicants using multiple selection methods, identify your top three candidates, and make a final hiring decision
Lecture: Retention Management

Outcomes

  • Outline the general approach to retention management
  • Calculate an organization’s turnover rate given basic information about the number of employees leaving the organization in a given period
  • Explain the difference between voluntary and involuntary turnover
Lecture: Causes and Consequences of Turnover

Outcomes

  • Identify the primary causes of voluntary turnover
  • Identify the primary causes of involuntary turnover
  • Appreciate that turnover can be very costly to organizations
  • Identify the common costs associated with both voluntary and involuntary turnover
  • Compare and contrast functional turnover and dysfunctional turnover
Lecture: Retention Management Initiatives

Outcomes

  • Identify the primary sources for collecting information about the nature and causes of turnover
  • Describe the way an organization’s selection practices may impact its turnover
  • Recommend retention initiatives based on a brief factual description of an organization experiencing dysfunctional turnover

The course description, objectives and learning outcomes are subject to change without notice based on enhancements made to the course. May 2015