Staff Recruitment

Contents

Unit 1

  1. Introduction
  2. Strategic resourcing
  3. LEARNING OUTCOMES
  4. Introduction
  5. The objective of strategic  resourcing
  6. The strategic HRM  approach to  resourcing
  7. Strategic fit  in resourcing
  8. Bundling  resourcing  strategies and activities
  9. The  components of strategic  employee resourcing
  10. CASE STUDY
  11. Recruitment and retention strategy at Buckingham County Council
  12. Resourcing and people strategy
  13. Improving recruitment and selection
  14. Retaining talent
  15. Total  reward strategy
  16. Talent management
  17. Questions

Unit 2

  1. Workforce planning
  2. LEARNING OUTCOMES
  3. Introduction
  4. Workforce  planning defined
  5. Incidence  of workforce planning
  6. The link between workforce and business   planning
  7. Reasons for workforce  planning
  8. Workforce  planning issues
  9. The  systematic  approach to workforce planning
  10. Business planning
  11. Forecast activity levels
  12. Scenario planning
  13. Data collection
  14. Analysis
  15. Demand forecasting
  16. Managerial judgment
  17. Ratio-trend analysis
  18. Work study techniques
  19. Forecasting skill and competency requirements
  20. Supply forecasting
  21. Forecast of future requirements
  22. Action planning
  23. Implementation
  24. Monitoring and evaluation
  25. CASE STUDIES
  26. Buckinghamshire County Council
  27. Plymouth Primary Care Trust
  28. Siemens (UK)
  29. The rationale for workforce planning
  30. Workforce planning issues
  31. Questions

Unit 3

  1. Recruitment and selection
  2. LEARNING OUTCOMES
  3. Introduction
  4. The  recruitment and selection process
  5. Defining  requirements
  6. Role profiles
  7. Person specification
  8. Attracting candidates
  9. Analyse recruitment strengths and weaknesses
  10. Analyse the requirement
  11. Identify sources of candidates
  12. Online recruitment
  13. Social media
  14. Advertising
  15. Recruitment agencies
  16. Jobcentre Plus
  17. Recruitment consultants
  18. Executive search consultants
  19. Educational and training establishments
  20. Recruitment process outsourcing
  21. Comparison of sources
  22. Examining information from candidates
  23. Processing applications
  24. Sorting applications
  25. Draw up an interviewing programme
  26. Administering the selection programme
  27. Selection methods
  28. Interviews
  29. Advantages of interviews
  30. Disadvantages of interviews
  31. Interview arrangements
  32. Structured interviews
  33. Unstructured interviews
  34. Selection testing
  35. Intelligence tests
  36. Personality tests
  37. Aptitude tests
  38. Characteristics of a good test
  39. Interpreting test results
  40. Norms
  41. Criterion scores
  42. The use of tests in a selection procedure
  43. Assessment centres
  44. Choice of selection methods
  45. Checking applications
  46. Offering employment
  47. Following up
  48. Dealing  with  recruitment problems
  49. CASE STUDIES
  50. Recruitment assessment processes at Embarq
  51. Recruitment and retention at Paul UK
  52. Key learning points
  53. Questions

Unit 4

  1. Resourcing practice
  2. LEARNING OUTCOMES
  3. Introduction
  4. Employee  value proposition
  5. Employer brand
  6. Creating an employer brand
  7. CASE STUDY
  8. Developing an employer brand at the Ordnance Survey
  9. The research programme
  10. The  brand development workshop
  11. Outcome
  12. Employee  turnover
  13. Employee turnover index
  14. Stability index
  15. Survival rate
  16. Half-life index
  17. Choice of measurement
  18. The cost of employee turnover
  19. Retention planning
  20. Factors affecting retention
  21. Basis of the retention strategy
  22. Risk of leaving analysis
  23. Absence  management
  24. Causes of absence
  25. Job situation factors
  26. Personal factors
  27. Attendance factors
  28. Absence policies
  29. Recording and measuring absence
  30. The Bradford Factor
  31. Controlling short-term absence
  32. Managing long-term absence
  33. CASE STUDIES
  34. Controlling sickness absence at Wincanton
  35. Absence management at Westminster City Council
  36. Monitoring
  37. Return-to-work interviews
  38. Absence  trigger points
  39. The  enhanced sickness management procedure
  40. Long-term sickness absence  management
  41. Employee assistance programme

Unit 5

  1. Induction
  2. Introduction to the organization
  3. Departmental induction
  4. Induction to the workplace
  5. On-the-job induction training
  6. Release  from the organization
  7. Redundancy
  8. Planning ahead
  9. Voluntary redundancy
  10. Outplacement
  11. Dismissal
  12. Approach to dismissal
  13. Disciplinary procedure
  14. Retirement
  15. Measuring employee turnover
  16. Estimating the cost of employee turnover
  17. Absence policies
  18. methods of measuring absence
  19. Questions

Unit 6

  1. Talent management
  2. LEARNING OUTCOMES
  3. Introduction
  4. Talent  management defined
  5. Talent defined
  6. The war for talent
  7. The people involved
  8. The process of talent  management
  9. Talent  management strategy
  10. What is  happening in  talent management
  11. Career management
  12. Aims
  13. Career stages
  14. Career dynamics
  15. Career development strategy
  16. Career management activities
  17. Career management policies
  18. Career planning
  19. Self-managed careers
  20. CASE STUDIES
  21. Cargill
  22. GlaxoSmithKline
  23. HSBC
  24. IBM
  25. Standard Chartered Bank
  26. Management  succession planning
  27. Key learning points
  28. Questions

 

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