What makes some businesses more successful than others? The answer: people.

Organizations with motivated, talented employees that offer outstanding customer service are more likely to pull ahead of the competition. The first and foremost thing is to recruit them. This course will explain the planning, recruitment and selection of human resources. It is one of the specific human resources management tasks carried out by the company under the guidance of the overall strategy and human resources strategy. It is led by human resources planning to drive other human resources and thus is seen as the specific work of human resource management function. Generally speaking, strategic planning must include human resource plans for the implementation of other plans. So, where is the importance of human resource planning? Li Hanxiong (2002:16) pointed out, "Human resource planning should be incorporated into a part of corporate strategic planning, and even the analysis of the strengths and weaknesses of human resources should influence the planning of strategic directions." This shows the importance of human resource planning. These are all important issues for human resource recruitment and selection decisions. In addition, this course will integrate relevant theories with case analysis.

Upon completion of this unit, students will be able to: 

CLO1. Comprehensive analysis of human resource planning, and the ability to integrate human resource planning and specific preparation with the

development strategy of the enterprise;

CLO2. Master the balance of human resources, control redundancy and avoid  shortage of special human resources;

CLO3. Understand the various policies related to enterprise recruitment of human resources, and analyze the abilities of applicants;

CLO4. Master effective work design and analysis methods;

CLO5. Master the method of establishing scientific selection of human resources;

CLO6. Understand and evaluate the integration of professional ethics and social responsibilities of human resource managers in the process of recruiting and selecting employees.

I. Required Textbook

Arthur, D (2019) Recruiting, Interviewing, Selecting, and Orienting New Employees, 6th edition. AMACOM (ISBN-13 : 978-0814439920)

II. Recommended Readings

Barney, J. and Wright, P. (1998) “On Becoming a Strategic Partner: The Role of Human Resources in Gaining Competitive Advantage,” Human Resource Management, Vol. 37 (1), 1998, pp. 31-46.

Beer, M. (1997) The Transformation of the Human Resource Function: Resolving the Tension Between a Traditional Administrative and a New Strategic Role, Human Resource Management, Vol. 36 (1), 1997, pp. 49-56.

Carrell, M. R., Elbert, N. F. and Hatfield, R. D. (1995) Human Resource Management. NJ: Prentice Hall International Editions.

De Cenzo, D. A. and Robbins, S. P. (1996) Human Resource Management, 5th Edition, New York: John Wiley & Sons, Inc.

Delery, J. and Doty, H. (1996) “Modes of Theorizing in Strategic Human Resource Management: Tests of Universalistic, Contingency, and Configurational Performance Predictions,” Academy of Management Journal, Vol. 39 (4), 1996, pp. 802-835.

Kadi, A. (2016) Hire Talent for Higher Value: Using Measures, Models & Recruitment Techniques for Maximum Impact. North Cheleston: Create Space Independent Publishing Platform.

Schuler, R. S. (1992) 'Strategic human resources management: linking the people with the strategic needs of the business', Organizational Dynamics, Summer, 18-32.