BIK 2908 Recruitment and Onboarding
BIK 2908 Recruitment and Onboarding
Hiring the right employees is crucial for any business. Mis-hires are very costly, therefore it is important to use effective and accurate methods in recruitment and selection. There is a well-documented correlation between good recruitment methods and financial gain for a business. This course provides, among other things, an introduction on how to improve the quality of job interviews, as well as combine different selection methods, including psychological tests, to thereby make better hires. The course focuses on the entire recruitment process, from job analysis to job performance. This includes designing an onboarding program based on the information you have gathered about the job and the newly hired candidates. The course also reviews theories of personality and intelligence, as this is important knowledge for assessing candidates' suitability for a position.
Just as important as the hiring is the new employees' organizational socialization in the onboarding process. Knowledge about the new employee's learning processes, facilitating learning, knowledge sharing in established practice, access to and development of explicit and tacit knowledge, formal and informal learning, tools and training plans, making leaders, colleagues, and the new employee themselves accountable, thus becomes a crucial part of this course. The goal is to follow the entire recruitment process from job analysis to onboarding.
The objective with this course is to offer our participators an introduction to different selection methods, its utility value and efficiency. We will emphasize interview as a tool and which requirements the organization must place when it comes to the use of psychological tests. Theories about personality, intelligence and creativity will be a necessary background for the use of tests together with the ethical reflections associated with the selection process. During this course our participants will:
Complete structured and situational job interviews
Do a utility-cost analysis of own employments
Quality assure a job interview
Distinguish between good and bad tests
Organize for good training- and education plans for newcomers` learning processes
In addition, our objective with this course is to offer our participants an increased understanding of those requirements and expectation the organization is facing when it comes to organizing for formal and informal learning processes and learning arenas in the organization. The participants will gain necessary knowledge about established colleagues significance for the newcomers, how informal groupings may strengthen the newcomers knowledge development, and how theories and research within self leadership and knowledge development may offer optimal solutions for newcomers` organizational socialization processes.
The course may also be approved by the Norwegian Veritas and provide, in accordance with guidelines, the basis for applying for certification in accordance with DNV standards for recruiting personnel.
Learning objective
Contribute to those participants complete efficient and reliable recruitment processes, together with organizing for newcomers learning processes.
Finishing the course, the participants should be able to prepare a job- and requirement specification, and also prepare, plan and implement an effective and reliable recruitment process. They should also be able to prepare an training plan for newcomers and organize their learning processes.
The course contribute to that participants gets a reflective and realistic view of the accuracy in a recruitment process. They should finish a good recruitment process and learning process in a righteous way. As well, they will gain a conscious relation to individual differences, ethical problems and other conditions one must allow for.
Various selection methods, its efficiency and value
Job analysis - the foundation for the selection process
Job-interview
Psychological basic assumptions for recruitment and learning
Requirements to and overview of psychological tests
Learning in organizations - tacit and explicit knowledge
Organizational socialization: newcomers learning processes
Community of practice - formal and informal communities for learning and knowledge development
Established colleagues as coaches, mentors and role models
The course is carried out over one semester.
In all BI Executive courses and programs, there is a mutual requirement for the student and the course responsible regarding the involvement of the student's experience in the planning and implementation of courses, modules and programmes. This means that the student has the right and duty to get involved with their own knowledge and practice relevance, through the active sharing of their relevant experience and knowledge.
Dette kurset inngår i fordypningen «HRM og arbeidsrett» som består av tre selvstendige kurs. Etter fullført og bestått eksamen i alle tre kurs godkjennes programmet som 30 studiepoeng fordypning inn i Bachelor of Management-graden.
Følgende kurs inngår i fordypningen «HRM og arbeidsrett»:
BIK 2964 Human Resource Management, 15sp
BIK 2908 Rekruttering og onboarding 7,5sp
BIK 2930 Arbeidsrett: Lover og reguleringer, 7,5sp
Higher Education Entrance Qualification
Disclaimer
Deviations in teaching and exams may occur if external conditions or unforeseen events call for this.
None
| Assessments |
|---|
Exam category: School Exam Form of assessment: Written School Exam - digital Exam/hand-in semester: First Semester Weight: 100 Grouping: Individual Support materials:
Duration: 3 Hour(s) Comment: The course is completed with a 3 hours written exam. Exam code: BIK 29081 Grading scale: ECTS Resit: Examination when next scheduled course |
| Activity | Duration | Comment |
|---|---|---|
Teaching | 28 Hour(s) | |
Group work / Assignments | 169 Hour(s) | |
Examination | 3 Hour(s) |
A course of 1 ECTS credit corresponds to a workload of 26-30 hours. Therefore a course of 7,5 ECTS credit corresponds to a workload of at least 200 hours.