GRA 2235 Recruitment, Selection and Development
Recruiting, selecting, and training the right individual for the right job is not an easy task. Applied psychological research shows that we often make predictable mistakes that lead to poor organizational effectiveness. This course aims to give you an overview of the most important factors involved in a more systematic approach to organizational decision-making. It includes both theoretical and practical aims and will provide you with tools you can apply in your own practice and up-to-date research results.
- Students should acquire knowledge on the costs and benefits of research based psychological methods used in selection, recruitment, and training.
- The students will have an overview of the human resource factors including organizational goals and strategy, job analysis, methods used in assessment, and decision making.
- The course will also provide the students with a practical understanding of how to overcome the most common hinderances, biases and noise in human resource work and provide a framework of understanding for organizational decision-making in human resource matters.
- The course will help students discern skills, abilities, knowledge, motivation, integrity, and values from each other and critically evaluate if they can be measured.
- The students will acquire knowledge on relevant judicial and ethical elements in the recruitment and selection process.
- The students will be introduced to practical and academic issues regarding onboarding, training, and development.
- Develop a job analysis from organizational goals and structured/un-structured job information.
- Design a recruitment strategy and job advertisement from a job analysis.
- Design a selection process from a job analysis.
- Develop and apply a noise audit to determine reliability in subjective measures and decision-making processes.
- Design and apply a standardized weighting scheme to systematically evaluate candidates.
- The students should understand the decision-making research that explains why non-systematic approaches are less successful.
- The students should have an understanding of the job analysis as the basis for any recruitment, training, and development process in the organization.
- The students should be able to reflect on the value of research-based methods in training and career development in organizations.
- The students should be able to apply their knowledge on the different methods in selection work and critically evaluate their strengths and weaknesses.
- After completing the course, students should have the competence needed to independently and critically evaluate recruitment and selection practices.
- Challenges and solutions in recruitment selection and training.
- The job analysis and workshop
- Recruitment strategy
- Methods in selection work and workshop
- Measuring and classifying individual differences
- Personnel decision making and scoring
- Legal and ethical issues in recruitment and selection
- Training and development in organizations
The course is structured as a combination of lectures, discussions, in-class activities and two workshops in smaller groups. There will also be video demonstrations of quantitative analyses available online. Lectures require some preparation by the students and active involvement during class.
Please note that while attendance is not compulsory in all courses, it is the student’s own responsibility to obtain any information provided in class.
All courses in the Masters programme will assume that students have fulfilled the admission requirements for the programme. In addition, courses in second, third and/or fourth semester can have specific prerequisites and will assume that students have followed normal study progression. For double degree and exchange students, please note that equivalent courses are accepted.
Deviations in teaching and exams may occur if external conditions or unforeseen events call for this.
Form of assessment:
Examination when next scheduled course
|Form of assessment:
|Examination when next scheduled course
A course of 1 ECTS credit corresponds to a workload of 26-30 hours. Therefore a course of 6 ECTS credits corresponds to a workload of at least 160 hours.