Преподавател(и):

доц. Елмира Банчева  д-р

Описание на курса:

Компетенции:

Students who successfully complete the course:

1) know:

• how to design the selection process and in particular the interview selection;

• the nature of the interview as a "life changing experience";

• How to link the job description with the personal specification;

• to evaluate CV and other application forms;

• the meaning and the importance of interview;

• good techniques for asking questions;

• benefits and skills of effective listening;

• how to choose the best candidate;

• how to control the interview;

• how to avoid discriminatory practices and issues of equity, race, sexual orientation, ethnic origin or religion.

2) can

Upon successful completion of the course students should be able:

• demonstrate effective skills to manage the interview for selection;

• what is permissible and what is forbidden during the interview;

• develop different approaches to "investigate" the potential of talent;

• know, apply and critically evaluate different techniques and methods for the selection interview

Предварителни изисквания:
Students should have knowledge and/ or skills in:

• English reading/ writing skills

• Computer skills (text-processing, worksheets, Internet and e-mail).

Форми на провеждане:
Дистанционен

Учебни форми:
Проект

Език, на който се води курса:
Английски

Теми, които се разглеждат в курса:

Литература по темите:

Main resource:

Bancheva, E. The process of selection and assessment of personnel SM-NBU, 2008,

ISBN 978-954-535-520-2

Additional resources:

Armstrong, M. (2006). A Handbook of HRM Practice. 10th ed. London: Kogan Page.

Caldwell, C., Thornton, G. C., & Gruys, M. (2003). Ten classic assessment center errors:

Challenges to selection validity. Public Personnel Management, 32(1), 73-88.

Cullen, M. J., & Sackett, P. R. (2004). Integrity testing in the workplace. In J. C. Thomas & M. Hersen (Eds.), Comprehensive handbook of psychological assessment, Volume 4: Industrial and organizational psychology (pp. 149-165). Hoboken, NJ: John Wiley & Sons.

Hough, L. M., & Oswald, F. L. (2000). Personnel selection: Looking toward the future — remembering the past. Annual Review of Psychology, 51, 631-664.

Murphy, K. R., Cronin, B. E., & Tam, A. P. (2003). Controversy and consensus regarding the use of cognitive ability testing in organizations. Journal of Applied Psychology, 88(4), 660-671.

Pearn, M and Kandola, R (1993) Job analyses: A manager’s guide, 2nd edition, IPD: London

Randall, S. (1997) Managing Human Resources, New York University, South – Western College Publishing

Redman, T. and Wilkinson, A. (2001) Contemporary Human Resource Management, Prentice Hall

Schmidt, F. L., & Hunter, J. (2004). General mental ability in the world of work: Occupational attainment and job performance. Journal of Personality & Social Psychology, 86(1), 162-173

Testing and Assessment: An Employer's Guide to Good Practices. (2000). Washington, DC: U.S. Department of Labour, Employment and Training Administration. Note: Article can be accessed at http://www.onetcenter.org/guides.html.

Tolley Harry, Wood R. (2005) How to Succeed at an Assessment Centre, Kogan Page

Woehr, D., & Winfred, A. (2003). The construct-related validity of assessment center ratings: A review and meta-analysis of the role of methodological factors. Journal of Management, 29(2), 231-258.

Средства за оценяване:

Assessment forms On-going Combined Final exam

Practical assignment 100% 100% 100%

Additional pre-conditions for forming the final score:

The student can automatically get rid of continuous assessment tests, if he/she has a positive result from a practical task (project) during the semester, delivered in Moodle platform of the -NBU. The relative weight is 100%.