04/08/2021 1 HUMAN RESOURCE ACQUIRING ThS Nguyễn Đức Nhân Bộ môn Quản trị nhân lực Khoa Kinh tế và Quản lý nguồn nhân lực LECTURER’S INFORMATION • Fullname MBA Nguyễn Đức Nhân • Addess Building A1, Ro[.]
04/08/2021 HUMAN RESOURCE ACQUIRING ThS Nguyễn Đức Nhân - Bộ môn Quản trị nhân lực Khoa Kinh tế Quản lý nguồn nhân lực LECTURER’S INFORMATION • Fullname: MBA Nguyễn Đức Nhân • Addess: Building A1, Room 606, National Economics University 227 Giai Phong, HBT, HN • Faculty/ Institute: Faculty of Human Resource Economics and Management • Website: http://www.khoaquanlynguonnhanluc.neu.edu.vn/ • Mobile: 0934 552 220 • Email: nhannd@neu.edu.vn / nhannguyenktqd@gmail.com 4-Aug-21 04/08/2021 GENERAL INFORMATION • Title: HUMAN RESOURCE ACQUIRING • Course number: NLQT1117 • General Education courses • Units: credits • Theoretical hours: 25 • Practical hours: 20 • Prerequisite: Management, Human Resource Management 4-Aug-21 LEARNING RESOURCES • Course book: • Henneman III H., Judge T and Kammeyer – Muller J (2019), Staffing Organizations, McGraw-Hill, 9th edition, ISBN 978-1-259-75655-9 4-Aug-21 04/08/2021 REFERENCE BOOKS • Philips J & Gully S (2015), Strategic Staffing, 3rd Edition, ISBN 978-0-13-357176-9 • Pilbeam S & Corbridge M (2010), People Resourcing and Talent Planning HRM in practice, 4th edition Pearson Education Limited, ISBN 978-0-273-71954-0 • Dessler G (2013), Human Resource Management, 13th edition, Prentice Hall, ISBN: 978-0-13-266821-7 • Amstrong M (2009), Amstrong’s Handbook of Human Resource Management Practice, 11th edition, Kogan Page Limited, ISBN 978 7494 5242 • Nguyen Ngoc Quan, Nguyen Van Diem, (2013), Quản trị nhân lực, Publishing House of National Economics University, Hanoi 4-Aug-21 ACTIVITY What functions does HRM normally include? 4-Aug-21 04/08/2021 11 COURSE DESCRIPTIONS • This course is to provide students with knowledge and skills of selecting and placing right people into right positions at right time through implementing recruitment and selection, orientation and staffing for organizations • Main topics will be covered as follows: • Chapter 1: Introduction to human resource acquiring • Chapter 2: Recruitment • Chapter 3: Selection • Chapter 4: Staffing 4-Aug-21 11 • Understand the concepts, the importance, the requirements, the process, and the methods of recruitment, selection as well as the roles, responsibilities and authorities of the human resource COURSE GOALS department in human resource acquisition within the organization • Understand the concepts, the significance, the objectives, the process, and the methods of orientation and socialization of new employees as well as internal staffing functions of human resource management practice 4-Aug-21 20 20 04/08/2021 21 CHAPTER 1: INTRODUCTION TO HUMAN RESOURCE ACQUIRING • 1.1 The concept and implications of Human Resource Acquiring • 1.1.1 Concept • 1.1.2 The implications of Human Resource Acquiring • 1.1.3 Components of Human Resource Acquiring system • 1.1.4 Integrating the functional areas of human resource management • 1.1.5 Roles and responsibilities of Human resource Department • 1.2 Bases of Human Resource Acquiring • 1.2.1 Job analysis • 1.2.2 Human resource planning • 1.2.3 Business and Staffing strategy 4-Aug-21 21 22 CHAPTER 2: RECRUITMENT • 2.1 The role of recruitment • 2.1.1 Concept • 2.1.2 The importance of recruitment • 2.1.3 Factors influence recruitment process • 2.2 The sources and methods of recruitment • 2.2.1 Sources and methods of internal recruitment • 2.2.2 Sources and methods of external recruitment • 2.3 The recruitment process • 2.3.1 The role of human resources department • 2.3.2 Steps of implementation • 2.4 Recruitment process evaluation • 2.4.1 The costs of recruitment • 2.4.2 The quality of recruitment 4-Aug-21 22 04/08/2021 23 CHAPTER 3: SELECTION • 3.1.The role of selection • 3.1.1 Concept • 3.1.2 The importance of selection • 3.1.3 The requirements of selection • 3.2 The selection process • 3.2.1 Responsibilities of the parties involved in selection • 3.2.2 Steps of implementation • 3.3 Design and implementation of selection tests and interview • 3.3.1 Designing and implementing test • 3.3.2 Designing and conducting interview • 3.4 Evaluating selection process • 3.4.1 Selection costs • 3.4.2 Selection quality 4-Aug-21 23 24 CHAPTER 4: INTERNAL STAFFING • 4.1 Orientation • 4.1.1.Concept • 4.1.2 Contents of an orientation program • 4.1.3 The orientation process • 4.2 The internal staffing process • 4.2.1 Transfer • 4.2.2 Promotion • 4.2.3 Demotion • 4.3 Termination • 4.3.1 Layoff • 4.3.2 Dismissing • 4.3.3 Resignation 4-Aug-21 24 04/08/2021 25 COURSE ASSESSMENT • Class Participation: 10% (Attendance points & Times of answers and questions in class) • Midterm exam (Individual work): 20% • Group Project: 20% • Final Exam: 50% • Requirement: attend more than 80% of the total classes and hand in both mid-term exam and group assignment on time 4-Aug-21 25 • You should work individually • You will need to research an actual company and learn how HRM is done in industry • Each student will be scheduled one day for an individual Midterm exam (Individual work) – 20%A presentation There are no opportunities to makeup a missed presentation so you should avoid missing it for any reason • In this presentation, you will present your research findings about how one company performs their hiring process OR • Failure to present on time could be substituted by writing a brief report about how one company performs their hiring process, but with lower grades at least points 4-Aug-21 26 26 04/08/2021 27 Midterm exam (Individual work) – 20%A Introduction tasks: • Introduce yourself (name, ID on slides) • Name the company you will research • How was this company chosen (one sentence)? Presentation tasks: • What are the different ways a company can recruitment and selection? • What are the strengths and weaknesses of each way? • Critically evaluate the strengths and weakness of the company’s hiring practices • Compose and answer a question which you think is most relevant to this firm’s HRM practice 4-Aug-21 27 28 Presentation – 20% • General grading guidelines: Descriptive = Pass; Evaluation and Analysis = Merit; Critical Evaluation, Synthesis = Distinction • Slides must contain very clear evidence of your analysis, evaluation, etc along with full references to the journal articles you used to support your points (do not use general public websites as they are unreliable) • You must submit a copy of your slides (in the original format) to LMS The first slide should contain your name, student ID, and the name of the company you are researching • Your presentation should be very detailed Simple answers show little understanding, which will lower your grade • You will have a limit of minutes There may also be questions after • Because time will be tight, going over the time limit will lower your grade 4-Aug-21 28 04/08/2021 29 Report – 20% • General grading guidelines: Descriptive = Pass; Evaluation and Analysis = Merit; Critical Evaluation, Synthesis = Distinction • Your report must contain very clear evidence of your analysis, evaluation, etc along with full references to the journal articles you used to support your points (do not use general public websites as they are unreliable) • You must submit a soft copy (no hard copy) of your report (in the Word format) to LMS • Your report should be very detailed Simple answers show little understanding, which will lower your grade • Your report should be 600 words in length (+/- 150 words) Failing to comply with this limit will lower your grade 4-Aug-21 29 30 COMPANY REGISTRY • Each student must choose a unique company and the company must have operations (with at least 50 employees) in Vietnam The first student to register their company gets that company If a student chooses more than one company, only their most recent company counts • Note: Please consider which company you would like to research It should be a company that you have access to (for example, if a relative works there) or one that you are very interested in (for example, a company you would like to work for one day) Generally, any company is fine as long as it has at least 50 employees However, please avoid using government agencies You can use State Owned Enterprises (like Agribank), just not government offices (like the State Bank of Vietnam) If a company is large, like VinGroup, you should choose a smaller unit within that company, for example, VinFast or VinSchool 04-Aug-21 30 04/08/2021 32 Group Project (Interview role-play) – 20% B • The Group project is an analysis of a topic assigned by teacher • Class is divided into groups Each group has from to members Groups will be decided by the 1st class • You can use your research into your company but you will not be reporting anything Your team will act out a hiring process, focusing on the interview (but you can also include other aspects which you feel are relevant) • You can divide your team anyway you think best to illustrate which techniques you understand well in an interview • You will need at least one interviewer and at least one interviewee (candidate) 4-Aug-21 32 33 INTERVIEW ROLE-PLAY ASSESSMENTS • Your grade will be driven by how much you show you understand about the selection process Grading: Simple illustration = Pass; Complex understanding = Merit; Creative and realistically complex = Distinction • Interviewing is just one part of the selection process You should also consider shortlisting, practical job tasks, intelligence and other tests • You will have a maximum of 10 minutes (it can be shorter) for your role play There may be questions from the audience after • You should submit one paper which includes the names, IDs, and role for each member This paper should also include a brief explanation of the story of the role play You should email a page in Word (.docx) format listing the subject of your role-play and which student performed which role are relevant) 4-Aug-21 33 10 04/08/2021 52 CONCEPTS: PERSON/JOB MATCH MODEL • Jobs are characterized by their requirements and rewards • Individuals are characterized via qualifications (KSAOS) and motivation • These concepts are not new or faddish, this is an enduring model of staffing • Matching process involves dual match • KSAOs to requirements • Motivation to rewards • Job requirements expressed in terms of both • Tasks involved • KSAOs necessary for performance of tasks • Job requirements often extend beyond task and KSAO requirements 04-Aug-21 52 53 STAFFING QUALITY: PERSON/ ORGANIZATION MATCH 04-Aug-21 53 20 ... of human resource management practice 4-Aug- 21 20 20 04/08/20 21 21 CHAPTER 1: INTRODUCTION TO HUMAN RESOURCE ACQUIRING • 1. 1 The concept and implications of Human Resource Acquiring • 1. 1 .1 Concept... 4-Aug- 21 12 37 04/08/20 21 38 CONTETNS • 1. 1 The concept and implications of Human Resource Acquiring • • • • • 1. 1 .1 Concepts 1. 1.2 The implications of Human Resource Acquiring 1. 1.3 Components of Human. .. Concept • 1. 1.2 The implications of Human Resource Acquiring • 1. 1.3 Components of Human Resource Acquiring system • 1. 1.4 Integrating the functional areas of human resource management • 1. 1.5 Roles