The interview has long been acknowledged as the most frequently used selection
device and the interviewer can take this opportunity to describe the job and the
organisation to the applicant. In order to recruit the right candidate from the
Olivia Sorokin 45163057
A Critical Review of Alvesson, M. and Willmott, H., 2002. Identity regulation as organizational control:
Producing the appropriate individual. Journal of Management Studies, 39(5), pp.619-644.
In exploring emergent themes in
A Critical Review of Thomas, R. and Linstead (Pullen), A., 2002. Losing the plot? Middle managers and
identity. Organization, 9(1), pp.71-93.
The article Losing the plot? Middle managers and identity by Robyn Thomas and Alison Linstead
Many of todays main approaches to management are heavily based upon the former classical
models. Most notably, they realise the models are not mutually exclusive in their overall application
to a workplace. Modern approaches can be broken into two subsets
Week 4 HRM and the Law
The objectives of this lecture are to:
Examine the two main sources of legal obligations in the employment relationship - the common law and
Explore the range of HRM issues which are subject to legal regula
Olivia Sorokin 45163057
A Critical Review of Smircich, L., 1983. Concepts of Culture and Organizational Analysis.
Administrative Science Quarterly, pp.339-358.
Linda Smircichs article was the first piece to conceptualise culture in relation to busi
Historical foundations of management
Classical approaches to management
Scientific management emphasises careful selection and training of workers, and supervisory support.
The four guiding action principles are:
1. Develop for every
BBA111 Organizational Behavior
Semester 1, 2017
A guide to writing a critical summary
What is a critical summary?
Writing a critical summary can seem like a challenging task because it requires you to think
critically of the readings. This task requires y
A Report from On-Target Consulting company on HRM to Blue Steel organisation.
Advantages that can be displayed by a well-developed Human Resource System to
Assesses HR Policies
The start of vital HRM is that
Week 3 Employment Relationships, Industrial Relations and HRM
HRM and Industrial Relations
The term industrial relations is used to describe the formal relationships between employers and trade
unions or other collective groupings of employees, together
Week 2 The Context of HRM (Why HR needs to be aware of its environment)
A Framework for Understanding these Global Changes
Number of reasons to suggest that effective implementation likely to become more important
E.g. Richard DAveni hyper-competition
The purpose of this Unit is to introduce students to the basic elements of Human Resource Management
Our objectives are that students will gain a comprehensive understanding of:
what HRM is and how it has evolved;
the core activit
Week 6 Recruitment and Attraction of Talent
The strategic nature and role of the recruitment process;
Reinforce the importance of job analysis for strategic recruitment;
Examine principal recruitment sources and techniques and when these might
Week 5 Human Resource Planning in Dynamic Environments
Define human resource planning (HRP) and understand its crucial relationship with strategic organisational
Recognise the links between HRP and strategic human resource management (
How does faking in assessments affect the ability of HR professionals/ selection instruments
to accurately predict performance and behaviour of candidates on the job and company as a
The selection process is vital for HR Professio
A Critical Review of Acker, J., 1990. Hierarchies, jobs, bodies: A theory of gendered organizations.
Gender & Society, 4(2), pp.139-158.
The concept of gender equality regarding women in organisations has been an issue throughout
many decades and b
Blue Steel, is interested in knowing more about the competitive advantages that can derived from
human capital and Human Resource strategies.
Human capital: is the skill, talent, and productivity that employees bring to a company. Better skills
Week 7 Homework
a) Ratios are an important financial report analysis tool, with reference to at least three
different ratios discuss the advantage of using each one for sports business.
Financial ratios are imperative for investors, creditors and even man
Week 8: Homework
(a) Explain how flexible budgeting could be applied to a line of sports
merchandise. How would flexible budgeting assist in the monitoring and
evaluation of budgeted data?
In order to monitor and effectively re-evaluate a budget, companie
HRM250 week 13
SUSTAINABILITY IN RECRUITMENT AND
A. Introduction to sustainability
B. Assumptions and limitations
C. Sustainability in recruitment and selection practices:
1. Job descriptions
2. Workforce planning
3. Selection decision m
HRM250 week 12
DIVERSITY IN RECRUITMENT AND SELECTION
What does diversity mean? Differences in demographic characteristics,
values, abilities, interests, and experiences
E.g., Age, sex, race, nationality, parenting, education
A diverse workfo
HRM250 Week 1
Influence the number and types of individuals who apply for a position
Affects applicants decisions about whether to accept a job offer.
Collecting and evaluating info. about an individual in order offer employment.
HRM250 week 11
MEASURES OF JOB PERFORMANCE
1. To describe the various measures used to determine job performance
2. To discuss the appropriate use of each type of measure
3. To detail the important characteristics of each measure
HRM250 week 8
PERFORMANCE TESTS AND ASSESSMENT CENTERS
What Performance Tests Do
Ask the applicant to do a representative part of the job for which
he or she is being evaluated.
Provide direct evidence of the applicants
HRM250 week 2 - Reliability
Dependability, consistency, and stability of scores on a measure.
Consistency in results
Dependability of measurement
Stability over time
ERRORS OF MEASUREMENT
Factors that affect scores but are not related to th
HRM250 week 3 - Validity
Degree available evidence supports results from scores on selection measures.
What and how well a selection procedure measures
Importance of Validity in Selection
Shows how well a predictor (test) is related
HRM250 - week 9
THE SELECTION INTERVIEW
Advantages of Using the Interview
It provides an opportunity for the organization to recruit good
candidates and educate them about the job
It is an efficient and practical method for measuring a number of
HRM250 week 5
PURPOSES OF RECRUITMENT
Appropriate number of applicants while reasonable costs
Meet legal and social obligations regarding demographic
Increase success rate by reducing applicants who are poorly qualified
HRM250 week 6
Simple Selection Decisions
Involve one position with several applicants
Which person for a specific job?
Complex Selection Decisions
Involve several applicants and several positions
Which persons for which jobs?