9/7/2024 10:16:17 PM |
| Changed Course |
CATALOG INFORMATION
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Discipline and Nbr:
HR 63 | Title:
HR HIRING PROCESS |
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Full Title:
Human Resource Hiring Process |
Last Reviewed:1/25/2021 |
Units | Course Hours per Week | | Nbr of Weeks | Course Hours Total |
Maximum | 1.00 | Lecture Scheduled | 1.00 | 17.5 max. | Lecture Scheduled | 17.50 |
Minimum | 1.00 | Lab Scheduled | 0 | 2 min. | Lab Scheduled | 0 |
| Contact DHR | 0 | | Contact DHR | 0 |
| Contact Total | 1.00 | | Contact Total | 17.50 |
|
| Non-contact DHR | 0 | | Non-contact DHR Total | 0 |
| Total Out of Class Hours: 35.00 | Total Student Learning Hours: 52.50 | |
Title 5 Category:
AA Degree Applicable
Grading:
Grade or P/NP
Repeatability:
00 - Two Repeats if Grade was D, F, NC, or NP
Also Listed As:
Formerly:
HR 65.1
Catalog Description:
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This course covers the fundamental role of Human Resources (HR) in the hiring process in California. Content covers techniques for attracting and identifying qualified applicants and interviewing and selecting the best candidate to meet organizational needs. Emphasis is on legal compliance and best practices in the hiring process.
Prerequisites/Corequisites:
Recommended Preparation:
Eligibility for ENGL 100 or ESL 100 or appropriate placement based on AB705 mandates
Limits on Enrollment:
Schedule of Classes Information
Description:
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This course covers the fundamental role of Human Resources (HR) in the hiring process in California. Content covers techniques for attracting and identifying qualified applicants and interviewing and selecting the best candidate to meet organizational needs. Emphasis is on legal compliance and best practices in the hiring process.
(Grade or P/NP)
Prerequisites:
Recommended:Eligibility for ENGL 100 or ESL 100 or appropriate placement based on AB705 mandates
Limits on Enrollment:
Transfer Credit:CSU;
Repeatability:00 - Two Repeats if Grade was D, F, NC, or NP
ARTICULATION, MAJOR, and CERTIFICATION INFORMATION
Associate Degree: | Effective: | | Inactive: | |
Area: | | |
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CSU GE: | Transfer Area | | Effective: | Inactive: |
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IGETC: | Transfer Area | | Effective: | Inactive: |
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CSU Transfer: | Transferable | Effective: | Spring 1991 | Inactive: | |
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UC Transfer: | | Effective: | | Inactive: | |
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C-ID: |
Certificate/Major Applicable:
Both Certificate and Major Applicable
COURSE CONTENT
Student Learning Outcomes:
At the conclusion of this course, the student should be able to:
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1. Demonstrate an understanding of the Human Resources professional's responsibilities in the hiring and placement process.
2. Source, recruit, evaluate, and select qualified candidates who will contribute to the employer's business objectives.
Objectives:
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At the conclusion of this course, the student should be able to:
1. Identify and develop recruitment techniques that match the needs of the organization.
2. Identify and analyze how to avoid the most common legal violations in recruiting, interviewing, and hiring.
3. Develop behavior-based interview questions that will elicit the information from the candidate necessary to determine qualifications and suitability for the job.
4. Develop and conduct an effective employment interview.
5. Describe the HR professional's continuing responsibilities after the new employee is hired.
Topics and Scope
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I. Key Legislation Impacting Hiring
A. Employee Rights Privacy and Consumer Protection
B. EEO(Equal Employment Opportunity)/Affirmative Action
C. Discrimination and harassment
II. Determining Organizational Staffing Needs
A. Staffing strategy
B. Staffing time timetable
III. Determining Required and Desired Applicant Competencies
A. Job analysis
1. Job description
2. Job specifications
B. Sourcing Qualified Candidates
IV. Recruitment
A. Objectives and selection criteria
B. Methods and sources
C. Employment branding
D. Recruitment effectiveness
E. International
V. Selection
A. Analyzing applications and resumes
B. Types of Interviews
C. Behavioral Interviewing
D. Testing and background checks
E. Offers
VI. Orientation and Training
A. HR's Role
B. Documentation
C. Company Socialization (Onboarding)
Assignments:
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1. Develop and present 5 to10 behavior-based interview questions.
2. Create a 500 word (target) job description that features the following elements: Job summary, Job Responsibilities, Qualifications and Physical Requirements.
3. Create a 500 word (target) job advertisement that features all the elements of an effective ad including: Job function, job requirements, legal compliance statements, and employee branding.
4. Conduct an interview in a group setting.
5. Participate in small group discussions on assigned topics and present conclusions to class.
6. Prepare for and successfully pass 2-4 class quizzes.
7. Complete a sample Notice to Employee Form (from a template)
8. Assigned course reading
Methods of Evaluation/Basis of Grade.
Writing: Assessment tools that demonstrate writing skill and/or require students to select, organize and explain ideas in writing. | Writing 15 - 20% |
Job Description Report; Job Advertisement Report | |
Problem solving: Assessment tools, other than exams, that demonstrate competence in computational or non-computational problem solving skills. | Problem Solving 20 - 25% |
Behavioral Interviewing Questions | |
Skill Demonstrations: All skill-based and physical demonstrations used for assessment purposes including skill performance exams. | Skill Demonstrations 30 - 35% |
Class discussion & Interview Exercise; Sample notice to Employee Form | |
Exams: All forms of formal testing, other than skill performance exams. | Exams 15 - 20% |
Quizzes | |
Other: Includes any assessment tools that do not logically fit into the above categories. | Other Category 10 - 10% |
Class attendance and participation in discussions of legal issues in hiring, recruitment, selection and branding | |
Representative Textbooks and Materials:
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Instructor prepared materials.
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