Recruitment & Selection - Employee Resourcing: Recruitment & Selection Postgraduate Course

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HRODC Postgraduate Training Institute, A Postgraduate-Only Institution

Comments about Recruitment & Selection - Employee Resourcing: Recruitment & Selection Postgraduate Course - At the institution - London - Greater London

• Course description
  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.

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