Objectives and competences
Student will:
1. recognize the benefits of proper selection system
2. be able to carry out the procedures of attracting and selecting
3. be able to evaluate the individual's competencies
4. be aware of the ethical and decision-making issues of personnel selection
5. acquaint ith the tools and methods of personnel selection
6. be able to determine the criteria for choosing selection device
7. understand the importance of use of an expert system in personnel selection,
8. recognize the advantages and disadvantages of different selection tools and methods
Content (Syllabus outline)
- job analysis, job description and person, specification,
- recruitment process and candidates attraction,
- selection process,
- selection methods and tools,
- selection in the internal labour market,
- evaluation of the selection process,
- measurement and decision-making issues in selection,
- ethics of selection,
- succession planning,
- selecting managers,
- competency-based recruitment and selection,
- the use of an expert system in personnel selection,
- modern practice in the personnel selection in Slovenia and the European Union.
Intended learning outcomes - knowledge and understanding
Knowledge and understanding:
At the end of the course students will be able to:
1. know basic concepts related to the personnel selection
2. know advantages of an effective personnel selection programs
3. understand the process of attracting and selecting personnel
4. develop the selection system
5. use the selection methods and tools
6. use the ethnical principles of personnel selection.
Intended learning outcomes - transferable/key skills and other attributes
- job description preparation,
- identification of the job characteristics, competencies and work roles,
- development of the criteria for selection and their practical application,
- development of a personnel selection system.
Readings
1. Brandaoa, C, Silvaa,R., Vieira dos Santosb, J. Online recruitment in Portugal: Theories and candidate profiles. Journal of Business Research. 94 (2019) 273–279.
2. Fisher, D. M., Cunningham, S., Kerr, A. J. and Allscheid, S. P. (2017) Contextualized personality measures in employee selection: Extending frame-of-reference research with job applicant samples. International Journal of Selection and Assessment. March 2017. Volume 25, Issue 1. Pages 18–35.
3. Kuo, J.,Hung, H. C., Sue, Y. Self-presentation and hiring recommendations in online communities: Lessons from LinkedIn. Computers in Human Behavior. Volume 48, July 2015, Pages 516-524.
4. Kumar, R. The Use of Personality Testing in Personnel Selection. (2019). CMC Senior Theses. 2038.
5. Miglič, G. (2007) Pronalaženje i izbor kadrova za državnu upravu, Dial: Grafolik, Beograd.
6.
7. Teodorescu, A., Furnham, A. and MacRae, I. (2017) Trait correlates of success at work. International Journal of Selection and Assessment. March 2017. Volume 25, Issue 1. Pages 36–42.
8. Vukovič, G., Miglič, G. (2006) Zagotavljanje kadrovskih virov. MO, Kranj.
9. Weldon, P. T., Fletcher, C. and MacIver, R. (2017) The predictive validity of individual psychological assessments in selecting UK public sector senior managers. International Journal of Selection and Assessment. March 2017. Volume 25, Issue 1. Pages 11-17.
