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EHR 3335 Selection and Placement

Course Description

Focuses on people as strategic resources whose availability and capabilities influence organizational effectiveness. Studies strategies for attracting, assessing, acquiring, and withdrawing personnel. Discusses implications of planning and implementing staffing policies. (Requirement: Must be enrolled in University Alliance.)

Course Objectives

After completing this course, students will be able to

  • Identify, analyze, and evaluate the legal and regulatory factors that describe the impact of federal legislation and regulations on recruitment and selection decisions
  • Evaluate the selection and placement aspects of the Equal Employment Opportunity Act and identify the antidiscrimination requirements for implementing EEO and affirmative action plans
  • Illustrate the recruitment process and describe how to select internal and external sources to match the organization’s recruitment strategy
  • Identify, analyze, and evaluate the selection process and explain how to design appropriate selection strategies including the use of application forms, interviews, preemployment testing, drug screening, and medical examinations
  • Identify, analyze, and evaluate career planning and development and explain how to accommodate both organizational and individual needs when designing career paths for employees

Week 1

Lecture: Introduction
Lecture: Staffing Models and Strategy
Lecture: Legal Compliance


  • Define staffing and consider how, in the big picture, staffing decisions matter
  • Review the five staffing models presented, and consider the advantages and disadvantages of each
  • Examine the staffing system components and how they fit into the plan for the book
  • Identify the staffing organizations model and how its various components fit into the plan for the book
  • Discuss the importance of staffing strategy, and review the 13 decisions that staffing strategy requires
  • Contrast legal differences among employees, independent contractors, and temporary employees
  • Appreciate why staffing laws are necessary, and their sources
  • Review major federal equal employment opportunity and affirmative action laws
  • Distinguish between disparate treatment and adverse (disparate) impact approaches to enforcement
  • Examine specific staffing provisions of the major 

Week 2

Lecture: Planning/Job Analysis and Reward


  • Identify external influences that will shape the planning process
  • Examine how strategic plans integrate with staffing plans
  • Compare the advantages and disadvantages of core workforce, flexible workforce, and outsourcing strategies for different groups of employees
  • Examine how to incorporate diversity into the planning process
  • Recognize the fundamental components of an affirmative action plan
  • Compare the difference between a job description and a job specification
  • Identify the methods for collecting job requirements
  • Examine why competency-based job analysis has grown in prominence
  • Identify methods for collecting competencies
  • Recognize the types of rewards associated with jobs
  • Examine how job analysis is done for team-based work
  • Discuss the legal issues surrounding job analysis

Week 3

Lecture: External and Internal Recruitment


  • Engage in effective recruitment planning activities
  • Compare the difference between open and targeted recruitment
  • Utilize a variety of recruitment sources
  • Evaluate recruiting based on established metrics
  • Create a persuasive communication message
  • Identify a variety of recruitment media
  • Explore how applicant reactions influence the effectiveness of a recruiting plan
  • Apply concepts of closed and open recruitment to the internal recruiting process
  • Examine how affirmative action plans are implemented for internal recruiting

Week 4

Lecture: Selection Measurement


  • Define measurement and identify its use and importance in staffing decisions
  • Discuss the concept of reliability and review the different ways reliability of measures can be assessed
  • Define validity and consider the relationship between reliability and validity
  • Compare and contrast the two types of validation studies typically conducted
  • Examine how validity generalization affects and informs validation of measures in staffing
  • Review the primary ways assessment data can be collected

Week 5

Lecture: External/Internal Selection


  • Examine how the logic of prediction guides the selection process
  • Review the nature of predictors, how selection measures differ
  • Identify the process involved in developing a selection plan, and the selection sequence
  • Discuss initial assessment methods and explain how these methods are optimally used in organizations
  • Evaluate the relative effectiveness of initial assessment methods to determine which work best, and why
  • Review the legal issues involved in the use of initial assessment methods, and understand how legal problems can be avoided
  • Distinguish among initial, substantive, and contingent selection
  • Review the advantages and disadvantages of personality and cognitive ability tests
  • Compare and contrast work sample and situational judgment tests
  • Identify the advantages of structured interviews and how interviews can be structured
  • Review the logic behind contingent assessment methods and how they are administrated
  • Explore ways in which substantive and contingent assessment methods are subject to various legal rules and restrictions

Week 6

Lecture: Employment Decision Making/Final Match


  • Interpret validity coefficients
  • Estimate adverse impact and utility of selection systems
  • Learn about methods for combining multiple predictors
  • Establish hiring standards and cut scores
  • Evaluate various methods of making a final selection choice
  • Identify the roles of various decision makers in the staffing process
  • Recognize the importance of diversity concerns in the staffing process
  • Examine the requirements for an enforceable contract
  • Recognize issues that might arise in the employment contract process
  • Examine how to make strategic job offers
  • Plan for the steps of formulating and presenting a job offer
  • Examine how to establish a formal employment relationship
  • Develop effective plans for new employee orientation and socialization
  • Recognize potential legal issues involving final matches

Week 7

Lecture: Staffing System and Retention Management


  • Recognize the importance of effective policies and procedures for staffing
  • Discuss the importance of concrete, fair policies and procedures in selection
  • Evaluate the advantages and disadvantages of outsourcing staffing processes
  • Explore how to evaluate the various results of staffing processes
  • Develop metrics for the measurement of staffing systems
  • Recognize the legal issues involving record keeping and applicant/employee privacy
  • Plan for effective dispute resolution
  • Differentiate among the types and causes of employee turnover
  • Recognize the different reasons employees leave their jobs
  • Evaluate the costs and benefits of turnover
  • Examine the variety of techniques companies use to limit turnover
  • Identify how performance management and progressive discipline limit discharge turnover
  • Examine how companies manage downsizing
  • Recognize a variety of legal issues that affect separation policies and practices

The course description, objectives and learning outcomes are subject to change without notice based on enhancements made to the course. December 2013