Concourse | Staffing and Selection 1 of 4 https://webster.campusconcourse.com/view_syllabus?course_id=51710 WEBSTER UNIVERSITY WEBSTER GROVES, MO GEORGE HERBERT WALKER SCHOOL OF BUSINESS & TECHNOLOGY MANAGEMENT SU 2015 Section OB 3 Credits 06/01/2015 to 07/31/2015 Modified 05/29/2015 Email: ahrt@webster.edu (mailto:ahrt@webster.edu) This course introduces students to the basic principles and techniques of staffing the workplace. Students will be introduced to basic and intermediate level theories and strategies utilized in staffing, planning, recruiting, and selection. Topics covered include: job analysis, recruitment, selection, and performance assessment. HRMG 5000 Upon successful completion of this course, the student will be able to: 1. Define, discuss, and recognize important terminology, facts, concepts, principles, analytic techniques, and theories used in staffing. 2. Apply appropriate terminology, facts, concepts, principles, analytic techniques, and theories used in staffing when analyzing moderately complex factual situations involving staffing issues. 3. Develop appropriate solutions to multifaceted staffing problems involving moderately complex factual situations using appropriate facts, concepts, principles, analytic techniques, and 5/29/2015 8:16 AM Concourse | Staffing and Selection 2 of 4 https://webster.campusconcourse.com/view_syllabus?course_id=51710 theories from staffing. 4. Evaluate the quality of their proposed solutions to staffing problems against appropriate criteria, including fit with organizational strategies and human resources management strategies, as well as organizational constraints. 5. Develop basic labor forecasts using appropriate qualitative and quantitative techniques. 6. Create moderately complex recruiting plans using recruiting concepts and analytic techniques. 7. Develop and evaluate moderately complex test batteries that reflect and integrate appropriate employment law, reliability, and validity concepts. Author: Heneman, H.G. & Judge, T.A. Publisher: McGraw-Hill Edition: Please Use Most Recent Edition Your course grade will be based on your scores on papers, assignments, and your contributions to class discussions. These different components will be weighted as follows: Weekly Assignments: 25% Cases (week 3 & 7): 25% 70 item Multiple Choice Exam 15% Class Participation (weekly discussion): 35% University policies are provided in the current course catalog and course schedules. They are also available on the university website. This class is governed by the university's published policies. The following policies are of particular interest: 5/29/2015 8:16 AM Concourse | Staffing and Selection 3 of 4 https://webster.campusconcourse.com/view_syllabus?course_id=51710 The university is committed to high standards of academic honesty. Students will be held responsible for violations of these standards. Please refer to the university's academic honesty policies for a definition of academic dishonesty and potential disciplinary actions associated with it. Please be aware that, should you choose to drop or withdraw from this course, the date on which you notify the university of your decision will determine the amount of tuition refund you receive. Please refer to the Add/Drop/Withdraw section of the academic catalog for further information and to find the deadlines for dropping a course with a full refund and for withdrawing from a course with a partial refund. If you have registered as a student with a documented disability and are entitled to classroom or testing accommodations, please inform the instructor at the beginning of the course of the accommodations you will require in this class so that these can be provided. Since every student is entitled to full participation in class without interruption, disruption of class by inconsiderate behavior is not acceptable. Students are expected to treat the instructor and other students with dignity and respect, especially in cases where a diversity of opinion arises. Students who engage in disruptive behavior are subject to disciplinary action, including removal from the course. Please refer to the most recent academic catalog for information on the Webster University grading policy. From time to time, student assignments or projects will be retained by The Department for the purpose of academic assessment. In every case, should the assignment or project be shared outside the academic Department, the student's name and all identifying information about that student will be redacted from the assignment or project. 5/29/2015 8:16 AM Concourse | Staffing and Selection 4 of 4 https://webster.campusconcourse.com/view_syllabus?course_id=51710 It is essential that all classes meet for the full instructional time as scheduled. A class cannot be shortened in length. If a class session is cancelled for any reason, the content must be covered at another time. When Topic Week 1 Chapter 1 Staffing Models and Strategy Week 2 Chapters 2-3 Legal Compliance and Planning Week 3 Chapter 4 Job Analysis Week 4 Chapter 5-6 Recruitment Week 5 Chapter 7 Measurement Week 6 Chapter 8 External Selection I Week 7 Chapter 9 External Selection II Week 8 Chapter 10-11 Internal Selection & Decision Making Week 9 Chapter 12 Notes Final Match 5/29/2015 8:16 AM Assignment Grading Course: Name Tanglewood Stores Case Study - 3 Your name Professor's Name [optional] University 1. Evaluate data related to Tanglewood's historical recruiting methods to determine the effectiveness for each method. Use the case data in your responses. Cost per hiring: Western Wash. Eastern Wash Northern Oregon Southern Oregon Applicant In. $5,936.67 $3,369.13 $3,895.83 Referrals $3,305.73 $3,339.21 $4,190.39 Kiosk $4,393.33 $5,66.59 xx Job Service $4,531.01 xx xx Agency xx xx $4,738.10 $4,169 xx $5,961.27 xx $4,868.22 Total Cost: Western Wash. Eastern Wash Northern Oregon Southern Oregon Applicant In. Referrals Kiosk Job Service Agency $1,211,080.00 $3,391,680.00 $2,864,448.0 $1,712,720.00 xx 0 $2,277,535.00 $3,392,640.00 $2,421,468.00 xx xx $1,457,040.0 $2,748,896.00 xx xx 0 $1,651,120.00 xx $2,062,600.00 xx $1,990,000.00 $1,808,880.00 The data of Tanglewood's historical recruiting methods shed light on the fact that every region has its own best performing recruiting methods and they are discussed separately below: Applicant Initiated: It's the most successful recruiting method in Northern Oregon and Southern Oregon region in terms of cost per hire and the total cost of hiring is also very less as compared to other recruiting methods in these 2 regions, so we can say Tanglewood's best option of hiring in term of cost is Applicant Initiated for Oregon region. Referrals: Referral method is cheapest in term of cost per hiring in Washington region. It's the most successful method by providing most number of hired employees is eastern Washington and second best in Western Washington, which makes it most expensive in term of total cost. Kiosk: It's the most expensive recruiting method both in terms of cost per hire and total cost in Southern Oregon region, but attract most number of applicants and share the word of mouth of hiring process. Job Service: Though job service provides most number of candidates for hiring, the total number of hired employees is very less from this method, which makes the process very unsuccessful. The good thing is that Tanglewood tried this method only in 1 region, which helped it in cost cutting. Agency: Agency is costliest in terms of cost per hire in Northern Oregon and provides second best result in Southern Oregon. The qualification rate is highest in Northern Oregon which makes it reliable for this particular region. 2. Use the information obtained in the answer to #1 and provides recommendations for how Tanglewood should recruit employees in the future. The data speaks that the cheapest way of recruiting is not always the best of recruiting method. Cost and retention are also a driving factor in determining the best method, that's why Tanglewood should keep focusing on different methods even if they centralize recruitment process. If the company want to cost cutting in future, it can eliminate the hiring process via Job Service, because the results are unsatisfactory and it's expensive too. The referral methods are the best on an average and reliable in many ways for the organization