Course Outline
School:
Business
Department:
Graduate Studies
Course Title:
Staffing Organization
Course Code:
HRPD 704
Course Hours/Credits:
42
Prerequisites:
N/A
Co-requisites:
N/A
Eligible for Prior Learning,
Assessment and Recognition:
Yes
Originated by:
Sheldon Shiewitz
Revised by:
Sheldon Shiewitz, JimMcVittie
Revision Date:
Summer 2014
Current Semester:
Summer 2015
Approved by:
Chairperson/Dean
Students are expected to review and understand all areas of the course outline.
Retain this course outline for future transfer credit applications. A fee may be charged for
additional copies.
This course outline is available in alternative formats upon request.
HRPD 704
CENTENNIAL COLLEGE
Staffing Organization
Course Description
Effective staffing, recruitment and selection can make a tremendous contribution to the overall
performance of an organization and to the welfare of its individual members. Upon completion of this
course, participants will be able to design and implement efficient and effective recruitment and selection
strategies to ensure that organizations have adequate human resources to attain their operational and
strategic goals. This will be done in a manner that is consistent with legal, professional and ethical
standards.
(This course was previously catalogued as HRPD404))
Program Outcomes
Successful completion of this and other courses in the program culminates in the achievement of the
Vocational Learning Outcomes (program outcomes) set by the Ministry of Training, Colleges and
Universities in the Program Standard. The VLOs express the learning a student must reliably demonstrate
before graduation. To ensure a meaningful learning experience and to better understand how this course
and program prepare graduates for success, students are encouraged to review the Program Standard by
visiting http://www.tcu.gov.on.ca/pepg/audiences/colleges/progstan/. For apprenticeship-based programs,
visit http://www.collegeoftrades.ca/training-standards.
Course Learning Outcomes
The student will reliably demonstrate the ability to:
1. Describe the role and responsibilities of the Human Resources Practitioner in relation to the
process, issues and techniques utilized in effective recruitment and selection
2. Analyze the legal, professional and ethical standards that provide the framework for recruitment
and selection in Canada.
3. Assess the impact of key internal and external factors and trends impacting an organization’s
recruitment and selection strategies.
4. Develop an equitable recruitment and selection process clearly demarcating necessary
components to contribute to organizational effectiveness.
5. Evaluate the efficacy of staffing decisions using scientific method principles compared to those
based on [non-scientific] impressions or intuition.
6. Develop and conduct/use organizational analysis, process [task] analysis and job analysis
information to determine position/job requirements and an organization’s human resources
requirements.
7. Evaluate / critique competency-based approaches to human resources versus traditional job
analysis.
8. Assess the relevance of job-related performance measures [criteria] to the staffing process.
9. Evaluate the merits of internal versus external recruiting in the context of an organization’s human
resources requirements and overall business strategy.
10. Develop recruitment strategies which identify, contact and attract job applicants consistent with the
needs of a given organization.
11. Assess the various instruments available for, use in the selection process, and the competing
strategies for evaluating selection decision-making.
12. Develop and determine selection processes, incorporating a variety of selection instruments
demonstrating relevancy to given positions, organizations, and industries, and use these in the
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
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HRPD 704
CENTENNIAL COLLEGE
Staffing Organization
conduct of simulated employment searches incorporating all phases of recruitment through to
selection and hiring.
Essential Employability Skills (EES)
The student will reliably demonstrate the ability to*:
1. Communicate clearly, concisely and correctly in the written, spoken, and visual form that fulfills the
purpose and meets the needs of the audience.
2. Respond to written, spoken, or visual messages in a manner that ensures effective
communication.
3. Execute mathematical operations accurately.
4. Apply a systematic approach to solve problems.
5. Use a variety of thinking skills to anticipate and solve problems.
6. Locate, select, organize, and document information using appropriate technology and information
systems.
7. Analyze, evaluate, and apply relevant information from a variety of sources.
8. Show respect for diverse opinions, values belief systems, and contributions of others.
9. Interact with others in groups or teams in ways that contribute to effective working relationships
and the achievement of goals.
10. Manage the use of time and other resources to complete projects.
11. Take responsibility for one's own actions, decisions, and consequences.
*There are 11 Essential Employability Skills outcomes as per the Ministry Program Standard. Of these 11 outcomes, the following will be
assessed in this course.
Global Citizenship and Equity (GC&E) Outcomes
N/A
Text and other Instructional/Learning Materials
Text Book(s):
Catano, V.M., Wiesner, W.H., Hackett, R.D. (2013). Recruitment and selection in Canada (5th ed.).
Toronto, ON: Nelson Publishing. ISBN 0176504370
Online Resource(s):
Provincial [Ontario] legislation via:
http://www.e-laws.gov.on.ca/navigation?file=home
Federal legislation via:
http://laws.justice.gc.ca/eng/
Evaluation Scheme
➮ Assignment 1: Explore legal, including Human Rights issues related to Staffing
➮ Assignment 2: Assignment requiring the creation and assessment of resumes, cover letters, and
related application instruments
➮ VARIOUS In Class and HomeWork Exercises's [ICHE's]: Assigned and administered at Instructors
discretion, cumulatively potentially incorporating all CLO's and EES's
Total cumulative grade achieved will be prorated to a mark out of 20% towards final grade
➮ Mid Term Test: Mid term test covering material to date
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
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HRPD 704
CENTENNIAL COLLEGE
Staffing Organization
➮ Interview / Staffing praticum: Students partake in an Interview / Staffing Simulation
➮ Final Exam: Cumulative final exam incorporating all elements of the course
Evaluation Name
Assignment 1
Assignment 2
VARIOUS In Class and HomeWork Exercises's
[ICHE's]
Mid Term Test
Interview / Staffing praticum
Final Exam
Total
CLO(s)
EES
GCE
Weight/100
Outcome(s) Outcome(s)
1, 2, 3, 5, 10, 1, 2, 3, 4,
10
12
5, 6, 7, 8,
9, 10, 11
4, 5, 11, 12
1, 2, 4, 5,
10
6, 7, 8, 9,
10, 11
1, 2, 3, 4, 5, 1, 2, 3, 4,
20
6, 7, 8, 9, 10, 5, 6, 7, 8,
11, 12
9, 10, 11
1, 2, 3, 5, 6, 1, 2, 4, 5,
15
7, 9, 10
7, 8, 10, 11
4, 5, 6, 10,
1, 2, 3, 4,
20
11, 12
5, 6, 7, 8,
9, 10, 11
1, 2, 3, 4, 5, 1, 2, 3, 4,
25
6, 7, 8, 9, 10, 5, 6, 7, 8,
11, 12
10, 11
100%
If students are unable to write a test they should immediately contact their professor or program Chair for
advice. In exceptional and well documented circumstances (e.g. unforeseen family problems, serious
illness, or death of a close family member), students may be able to write a make-up test.
All submitted work may be reviewed for authenticity and originality utilizing Turnitin®. Students who do not
wish to have their work submitted to Turnitin® must, by the end of the second week of class,
communicate this in writing to the instructor and make mutually agreeable alternate arrangements.
When writing tests, students must be able to produce official College photo identification or they may be
refused the right to take the test or test results will be void.
Student Accommodation
It is College Policy to provide accommodation based on grounds defined in the Ontario Human Rights
Code. Accommodation may include modifications to standard practices. Students with disabilities who
require academic accommodations must register with the Centre for Students with Disabilities. Students
requiring accommodation based on other human rights grounds should talk with their professors as early
as possible. Please see the Student Accommodation Policy.
Use of Dictionaries
•
•
Any dictionary (hard copy or electronic) may be used in regular class work.
Dictionary use is not permitted in test or examination settings.
Program or School Policies
N/A
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
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HRPD 704
CENTENNIAL COLLEGE
Staffing Organization
Course Policies
Staffing Organizations (Recruitment and Selection) is a mandatory course for several professional
designations which mandate certain elements, such as content, and required grade achievement by
students.
HRPA and other professional bodies require students to attain a minimum grade of 65% or 70%.
HRPA Standards requires at least 50 percent of the final grade to be based on an assessment of
individual learner attainment of the learning outcomes (rather than group work).
Students are urged to check with any professional body from whom they wish to receive a professional
designation about further requirements.
College Policies
Students should familiarize themselves with all College Policies that cover academic matters and student
conduct.
All students and employees have the right to study and work in an environment that is free from
discrimination and harassment and promotes respect and equity. Centennial policies ensure all incidents
of harassment, discrimination, bullying and violence will be addressed and responded to accordingly.
Academic honesty is integral to the learning process and a necessary ingredient of academic integrity.
Academic dishonesty includes cheating, plagiarism, and impersonation. All of these occur when the work
of others is presented by a student as their own and/or without citing sources of information. Breaches of
academic honesty may result in a failing grade on the assignment/course, suspension or expulsion from
the college.
For more information on these and other policies, please visit www.centennialcollege.ca/aboutcentennial/college-overview/college-policies.
Students enrolled in a joint or collaborative program are subject to the partner institution's academic
policies.
PLAR Process
This course is eligible for Prior Learning Assessment and Recognition (PLAR). PLAR is a process by
which course credit may be granted for past learning acquired through work or other life experiences. The
PLAR process involves completing an assessment (portfolio, test, assignment, etc.) that reliably
demonstrates achievement of the course learning outcomes. Contact the academic school to obtain
information on the PLAR process and the required assessment.
This course outline and its associated weekly topical(s) may not be reproduced, in whole or in
part, without the prior permission of Centennial College.
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
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CENTENNIAL COLLEGE
Staffing Organization
Topical Outline (subject to change):
Week
Topics
Readings/Materials
1
Introduction
Chapter 1
2
Foundations of R & S Chapter 2
:
Scientific Principles,
Measurement, Validity
and Reliability
Weekly Learning Outcome(s)
Instructional Strategies
• Identify and describe the main HRM
functions and where R&S is situated within
this set of activities
• Identify and assess the major socioeconomic [greater societal / mega] changes
and trends affecting the Canadian workplace
and assess their impact on human resources
management [HRM] strategies, in general,
and recruitment and selection [R&S] and
staffing, in particular
• Identify various diversity issues
organizations are facing and their responses
to these from HRM and R&S perspectives
• Identify, describe, and evaluate the HRM
and R&S strategies used by Canadian
organizations in response to these challenges
and trends.
• Explain how staffing and R & S contributes
to / enables organizational effectiveness and
achieving organizational strategies.
• Describe the professional and ethical roles
and responsibilities of the Human Resources
practitioner in relation to the process, issues
and techniques utilized in effective staffing
and R & S.
• Describe the components of a traditional
R&S model
• Explain and identify basic measurement
scales [nominal, ordinal, interval, ratio] their
uses and limitations
• Understand the application of various
statistical concepts [e.g. dependent and
independent variables, regression,
correlation, inference] to staffing and selection
[i.e. tests and measurements]
• Explain and differentiate between, and
demonstrate need through application of, the
concepts of reliability and validity of tests and
measures used in R&S, incorporating various
types of validity [criterion, predictive,
construct, concurrent, content, differential,
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercise.
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
Evaluation
Name
Evaluation
Date
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercise.
6
HRPD 704
Week
CENTENNIAL COLLEGE
Topics
Readings/Materials
3
Foundations of R & S Chapter 3
:
Legal Issues
4
Job Analysis and
Competency Models
Chapter 4
Weekly Learning Outcome(s)
face]
• Evaluate common strategies used to
enhance and prove the reliability and validity
of tests and measures
• Critically assess the concepts of bias and
fairness
• Identify, and describe the requirements of,
the various laws that form the legal framework
that govern/impact R&S;
• Define and analyze the relevance of the
following key human rights concepts
• 3 part test to determine the existence of
discrimination [e.g. prohibited grounds, social
area, impact];
• Different types of discrimination [e.g.
intentional, unintentional, direct; indirect;
systemic, constructive]
• Adverse effect / impact
• Bona fide occupational requirement [“B4”]
• Types of accommodation
• Undue hardship
• Explain how selection criteria are audited for
discrimination
• Identify required elements of an
Employment Equity program and the impact
on HRM and R&S
• Explain the importance of job analysis to
HRM [generally] and R & S [specifically]
• Distinguish between work-oriented and
worker-oriented approaches to job analysis
• Describe the main steps in the job analysis
process
• Identify and evaluate common job analysis
techniques
• Conduct a job analysis of a specific position,
including a job description [with duties and
tasks], job specifications [including KSAO’s],
and competencies, predictors [of KSAO’s],
and criteria;
• Evaluate the limitations of conventional job
analysis;
• Explain the concept of competencies;
• Explain the emergence of competency
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
Staffing Organization
Instructional Strategies
Evaluation
Name
Evaluation
Date
Lecture, class / group
ASSIGNMEN WEEK 3
discussion, videos,
T1
analysis of selected
readings, case analysis,
simulation/experiential
exercises.
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercises.
7
HRPD 704
Week
5
CENTENNIAL COLLEGE
Topics
Recruitment:
Identifying,
Contacting, and
Attracting the Talent
Pool
Readings/Materials
Chapter 6
Staffing Organization
Weekly Learning Outcome(s)
Instructional Strategies
based HR models as an alternative to
traditional job analysis
• Explain the importance of competencies to
R&S
• Evaluate different strategies for identifying
competencies
• Differentiate between various types of
competencies [e.g. role, job, generic,
organizational, standards and industry
based];
• Compare and contrast different competency
categories and discuss factors influencing the
required level of proficiency
• Apply the competency based approach to
determine a set of competencies for a given
job [with Competency Dictionary assistance]
and explain its use in selection.
• Create a “mini-competency dictionary”
• Define and differentiate between the
activities/processes that occur within the
stages of Recruitment vs Selection
• Describe the importance of human
resources planning and its relationship to
R&S and specifically recruiting
• Describe strategies used by job seekers to
investigate jobs and organizations
• Explain what increases or decreases a job
seekers efforts in pursuing alternate
employment, in general, and with a specific
organization
• Analyze criteria job seekers use to choose
among jobs.
• Analyze internal and external factors that
may influence an organization’s R & S
strategies
• Differentiate between Job-Person and
Organization-Person match
• Assess the benefits of matching the needs
of the job seeker to the needs of the
organization;
• Evaluate the merits of internal versus
external recruiting in the context of an
organization’s human resources requirements
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercises.
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
Evaluation
Name
Evaluation
Date
8
HRPD 704
Week
CENTENNIAL COLLEGE
Topics
Readings/Materials
6
MID-TERM TEST
N/A
7
Selection:
Applicant Screening
Chapter 7
Selection:
Interviewing
Chapter 9
8-9
Weekly Learning Outcome(s)
Staffing Organization
Instructional Strategies
and overall business strategy.
• Describe, and evaluate the efficiency and
effectiveness of various recruitment channels
and techniques [including AIDA]
• Describe the relevance of the Recruitment
Yield Pyramid and how it assists in
determining the efficiency and effectiveness
of the staffing function
• Develop recruitment strategies to identify,
contact and attract job applicants consistent
with the needs of given organizations
N/A
N/A
• Explain why all selection processes involve
"Tests and Measurements", are considered
“predictors” and the relevance of various
scientific and measurement principles
• Differentiate between the stages of R&S
[and screening as an element of selection] in
terms of activities/processes
• Review the connection between human
resources planning and R & S
• Describe the relationship between job
analysis information and the predictor and
criterion measures used in selection
• Identify, describe, and evaluate the use of
commonly used screening methods [e.g.
basic and weighted application blanks/forms,
BIB’s, resumes, interviews, reference checks]
• Differentiate between different résumé styles
• Construct and critique 3 main types of
résumés [functional, chronological, mixed]
• Describe the different aspects of work
experience and assess their importance in
screening and selection
• Describe purposes, stages, and process of
employment interviews
• Describe selection errors associated
inherent in employment interviewing
• Discuss ways in which errors can be
eliminated and reliability and validity can be
enhanced
• Explain the legal and predictive advantages
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercises.
Evaluation
Name
Evaluation
Date
MID-TERM
week 7
TEST
ASSIGNMEN WEEK 7
T2
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercises.
9
HRPD 704
Week
CENTENNIAL COLLEGE
Topics
9-10 Selection:
Interview Practicum
Readings/Materials
N/A
Weekly Learning Outcome(s)
of structured employment interviewing
methods versus other types
• Describe main elements / stages,
differentiate, and discuss uses, merits,
limitations of various, common
• Interview Types / Formats
[such as]
- Structured
- Unstructured
- Stress
- Screening
- Telephone
- Group
- Panel
- Sequential
• Interview Questions
[such as]
- Behavioural
- Psychological
- Situational / Scenario /
Hypothetical
- Open vs closed ended
• Practice developing effective interview
questions and scoring guides for effective
conduct of interviews and questioning
• Students will participate in simulated
interviews which may include assuming both
the roles of selection committee member and
candidates
• As members of a selection committee,
students will
o Receive, assess / grade, using scoring form
of their creation, résumé and cover letter,
submitted in application response to job ad
[provided either by “student employee
candidate” or instructor]
o Develop and use a structured interview
process including developing interview
structure and specific / relevant interview
questions [situational, behavioural, other
types]
o Develop a scoring form to assess “student
employee candidates” on their performance in
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
Staffing Organization
Instructional Strategies
The instructor will act
as a guide in assisting
to fulfil the requirements
of this practicum.
Evaluation
Name
Evaluation
Date
Interview
Weeks 10Practicum will 12
occur over
several weeks
This practicum may
include a collaborative
project with other
classes / courses
10
HRPD 704
Week
CENTENNIAL COLLEGE
Topics
10-11 Selection:
Testing
11
Readings/Materials
Chapter 8
Selection:
N/A
Strategy Development
Weekly Learning Outcome(s)
the interview simulation - provide both relative
and absolute rankings and ratings
o Determine and describe other predictors
[tests and measurements] that could be used
for each job
o [the above should be based on JA
information]
• As an employee candidate, students may be
required to
o Find and apply to a suitable job with a
properly prepared resume and cover letter
o Partake, as employee candidate, in
interview simulation
• Review general concepts of tests and
measurements to R&S
• Describe how various types of psychological
testing are used in selection
• Evaluate the legal, professional and ethical
standards that govern the use of testing
• Critically evaluate common testing
procedures
• Identify, and discuss problems and issues
related to, controversial forms of employment
testing [polygraph, integrity/honesty, drug,
medical, genetic]
• Discuss approaches to assessing the
effectiveness of selection testing [esp with
regards to reliability and validity].
• Determine selection processes,
incorporating a variety of selection
instruments that are appropriate to given
positions and organizations.
• Working from a job ad, or from knowledge of
a job, or from other sources [interview
incumbent, supervisor, etc..] students will
develop a job description [identifying duties
and tasks], identify job specifications
[KSAO’s], relevant predictors [tests,
measures and other selection devices / test /
measurements], and job performance criteria,
as well as appropriate recruitment strategies
consistent with the needs of given
organizations, including: a job posting and
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
Staffing Organization
Instructional Strategies
Evaluation
Name
Evaluation
Date
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercises.
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercises.
11
HRPD 704
Week
CENTENNIAL COLLEGE
Topics
Readings/Materials
12
Criteria
Chapter 5
13
Decision Making in
Chapter 10
the Selection Process
14
FINAL EXAMINATION N/A
- COMPREHENSIVE
Weekly Learning Outcome(s)
advertisement,
• Explain the use and relevance of job
performance criteria to R&S and its place in
the Job Analysis
• Evaluate common performance methods
and rating systems
• Discuss legal issues associated with using
measures of job performance as selection
criteria
• Discuss issues associated with measuring
job performance and linking it to the selection
process
• Identify common types and sources of
measurement errors, their impact on reliability
and validity and how they can be minimized
• Describe common decision-making errors in
employee selection and ways of reducing
these.
• Analyze strategies for reducing subjectivity
and errors in selection decisions.
• Differentiate between judgmental and
statistical approaches to the collection and
aggregation of candidate information
• Evaluate competing strategies for selection
decision-making.
• Explain the concepts of Utility Analysis,
Base Rate and Selection Rate, Recruitment
Yield Pyramid
• Discuss/ describe the criteria used to assess
the effectiveness of an organization’s R&S
practices, and ways that improvement can be
made.
N/A
THIS COURSE ADHERES TO ALL COLLEGE POLICIES (See College Calendar)
Staffing Organization
Instructional Strategies
Evaluation
Name
Evaluation
Date
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercises.
Lecture, class / group
discussion, videos,
analysis of selected
readings, case analysis,
simulation/experiential
exercises.
N/A
FINAL
week 14
EXAMINATIO
NCOMPREHEN
SIVE
12