JAIPURIA INSTITUTE OF MANAGEMENT, NOIDA

PGDM (G-SM-M); TRIMESTER IV; ACADEMIC YEAR 2019-20

Course Information:
Course Code and title HR 401, Talent Acquisition
Credits 03
Term and Year Term IV, 2019-20
Course Pre-requisite(s) Learning from OB & MHR courses
Course Requirement(s) Knowledge of MS-Office
Course Schedule (day and time of class) As per Time Table
Classroom # (Location) As per Time Table or notified by PMC
Course Instructor Prof. Rahul Singh
Course Instructor Email rahul.s@jaipuria.ac.in
Course Instructor Phone (Office) 0120-4638300, Ext. 221
Student Consultation Hours As Notified by PMC / Faculty
Office location Faculty Office, Opp. IT Lab 1

1. Course Overview:
This course is designed to teach HR students the skills to recruit and select the best talent to help drive
organizational strategy. The learning module will also prepare HR students to evaluate two methods for
job analysis and several selection methods with an emphasis on designing and conducting professional
and valid interviews. Students will learn how to design and ask interview questions that are behaviorally
anchored and focused on person-fit and job-fit skills, both of which are important for successful
adaptation and effective performance on the job. Students will also learn how to design a process and
framework for final individual or group selection. Besides this the course shall also focus on topics like
candidate relationship management, employer branding, role of technology in talent acquisition etc.

2. Course Learning Outcomes (CLOs)

At the end of the course, the students will be able to:
CLO1: Illustrate the fundamentals of talent acquisition.
CLO2: Identify the short-term and long-term hiring needs in an organization. CLO3:
Design end-to-end hiring process for effective talent acquisition

3. Mapping of CLOs with Programme Learning Outcomes (PLOs)

PLO-1 PLO-2 PLO-3 PLO-4 PLO-5 PLO 6 PLO-7 PLO-8
CLO1 X
CLO2 X

CLO3 X

4 . Mapping of CLOs with Graduate Attributes (GAs)

GA 1 GA 2 GA 3 GA 4 GA 5 GA 6 GA 7 GA 8

CLO 1 x
CLO 2 X

CLO 3 X

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5. Text Book & References:
Text:
 Diane Arthur (2011). Recruiting, Interviewing, Selecting and Orienting New Employees, 4ed,
Prentice Hall: India.

References
• Phillips J.M., Gully S.M. , “Strategic Staffing”, Pearson Education, 2017  Rao T.V.
“Hurconomics for Talent Management”. Pearson Education, 2011.
• Foster M., “Recruiting on the Web: Smart Strategies for Finding the Perfect Candidate”, McGraw
Hill, New York, 2003.
• HerrenKohl, E. “How to Hire A-Players: Finding the Top People for Your Team—Even If You
Don't
Have a Recruiting Department” E-book available at
http://abl.gtu.edu.tr/hebe/AblDrive/69174137/w/Storage/546_2010_2_565_69174137/Downloads/e
richerrenkohlhowtohirea-playersfindingtbookfiorg.pdf

6. Assessment Tasks:

Assessment Task Description

Assessment Item Description Weightage CLO
Quiz There will be minimum 3 quizzes as per 15% 1
schedule. Quizzes will be conducted on Moodle.
Best 2 will be considered.
Group Project Preparation of a talent acquisition plan 20% 3
Individual Classroom exercises on HRP, resume screening 15% 2 &3
assignment for P-J fit & behavioural interview questions
End-Term It will be based on the entire course. This will 40% 2
Examination consist of application-based questions, situations
and /or on case study

Assessment 1: Within Classroom

1. Assessment Detail: Quizzes
2. Description: Minimum three quizzes would be conducted by the course instructor. Beat three will
be considered for evaluation. Participants are required to prepare for these along-with the course
progression.
3. Criteria used to grade this task: Comprehension (75%) and application (25%)
4. Task Assessor: Internal Faculty
5. Submission Detail: Soft Copy (on Moodle)/ hard copy (Pen & paper)
6. Feedback: Script saved on LMS and Accessible to students in a term; feedback will be given within
the next two sessions after assessment.

Assessment Task 2: Beyond Classroom

1. Assessment Details: Group Project
2. Description: Project will involve application of course content to the primary/secondary data.
Students will be required to prepare a talent acquisition plan based on JDs given. This would
include preparing a recruitment strategy with probable sources f recruitment, advertisements in
different media, carrying our Boolean search on LinkedIn to find out three most promising

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 candidates, assessment plan, preparing the job offer letter and assessment of evaluation criteria at
each stage.
3. Criteria used to grade this task: Comprehension (40%), Analysis (40%), and Synthesis (20%)
4. Task Assessor: Internal Faculty
5. Suggested time to devote to this task: 30-35 hours minimum
6. Submission details: Hard copy; by 22nd session. Delay would attract 10% reduction in marks per
day.
7. Feedback and return of work: Immediately after assessment; reports will not be returned.
Assessment 3: Within Classroom
1. Assessment Detail: Individual assignment
2. Description: Students will be given various class exercises out of which three will be considered for
assessment. These are on HRP, resume screening for P-J fit & behavioural interview questions. The
students would be given a case/ numerical on Human Resource Planning where they will have to
forecast the number of employees required in near future. In the exercise on resume screening, they
shall be provided with JDs and several resume. They will have to develop the criteria for screen in
and screening out candidates and choose the top three most suitable candidates for further process.
Based on JDs given to them the students will have to develop BEI questions and their benchmark
answers.
3. Criteria used to grade this task: Comprehension (30%), application (30%) and skill (40%) 4. Task
Assessor: Internal faculty and Internal Examiner question paper setter
5. Suggested time to devote to this task: 2-3 hours.
6. Submission details: Hard copy in class
7. Feedback and return of work: Feedback during showing of answer scripts.

Assessment Task 4: End Term Hall Examination

1. Assessment Details: End Term Exams
2. Description: Questions based on the course content will be posed to the students to give adequate
responses with suitable illustrations and examples.
3. Criteria used to grade this task: Comprehension (40%), application (40%) and skill (20%)
4. Task Assessor: Internal faculty and Internal Examiner question paper setter
5. Suggested time to devote to this task: End of term
6. Submission details: Hall Examination
7. Feedback and return of work: Feedback during showing of answer scripts; the answer scripts will
not be returned.

7. Session Plan
Sessio Topic/ Sub Reading Reference Pedagogy Session CLO
n Topic Learning
Outcomes
Module I: Strategic Role of Talent Acquisition
1 Course https://blog.eskill Class Familiarize 1
introduction; .com/differencerecruitmenttalentacquisition discussion with the
Concept of / with significance
Talent; examples. of talent
Difference acquisition in
between a firm.
recruitment
and talent
acquisition
2 Linking TA Text Ch 1 Case based
How to align 1
with discussion TA with

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 business business
strategy strategy
3 Staffing Text, Ch 1 discussion Discuss talent 1
Strategies scouting,
talent
poaching,
Push and Pull
strategies.
Module II: Pre-requisites of sourcing
4 Competency- Text Ch. 4 & 6; Competency approaches to Discussion Carry out a 1
based Job job analysis http://www.egya followed competency
Analysis nkosh.ac.in/bitstr eam/123456789/ by an based job-
6632/1/Unit9.pdf exercise analysis
on
writing a
JD

5 Strategic Human Text Ch. 1 Exercise Should be able to use 2

Resource Planning on HRP techniques for HRP
6 Candidate profiling & Text Ch. 2 Exercise on Know how to profile 1
segmentation candidate and segment a
profiling candidate
Module III: Talent procurement & sourcing
7 Recruitment Process What is Guest session To carry out a Boolean 1
Outsourcing/ Recruitment search for possible
Functioning of an Process candidates
Executive Search Firm Outsourcing?
Available at
http://resources.ci
elotalent.com/rs/
789-POI-
693/images/repor
t-the-
definitiveguide-
to-rpo.pdf

8 Sources of Talent- Text, Ch 1, 2, 3 Discussion To have an 1

External & Internal understanding of
various external &
internal sources of
talent
9 Recruitment Marketing Text, Ch 2, 3 Discussion and To develop an EVP 3
(Employer branding & videos on
developing an Employee employer
Value Proposition branding

10 Recruitment Handouts Exercise of To create an 3

Communication: creating job advertisement on both
Traditional Vs. Modern advertisement traditional and modern

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 medium of
communication
Module IV: Candidate assessment
11 Application blanks & Text Ch. 3, 4 Exercise Design an application 3
Applicant tracking on blank
system developing an
application
blank using
laptops
12 Talent matching: Text Ch. 4 Exercise: How to screen-in and 3
candidate screening of Review of screen-out candidates
person-job fit available JDs
and matching
for right fit

13 Methods of assessment Text Ch. 6, 8, 13 Discussion Know about the 1

various methods that
can be used for
assessment
14 Developing competency Text, Ch. 6 Discussion At the end of session, 3
based interview: BEI & And A Role the student will be able
STAR techniques Play Exercise: to discuss behavioural
on event interviews.
Behavioural
Event
Interview

15 New modes of Faculty Resource Role plays on At the end of 1

interviews interviews session, the
(Through skype, through student will be
VC, telephone, skype/ able to examine
Twitter etc.) telephone; new modes of
videos interviews.
16 Psychometric Text, Ch 11 Discussion on Aware of the 1
assessment popular important
instruments psychometric
used by tools for
industry assessment
17 Pre-employment Text, Ch 11, 12 Discussion examine the 1
testing; different pre-
Background employment
reference checks tests and
assessments
18 Presenting a job Text, Ch-14 Class exercise How to write a 3
offer ; onboarding on negotiating job offer letter;
job offer know importance
of onboarding
Module V: Contemporary issues in Talent Acquisition

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 19 Candidate Why Candidate Case Importance of 3
relationship Relationship maintaining a good
management Management IS candidate
(Candidate Candidate Experience relationship
experience, https://www.smar trecruiters.com/bl
recruiter og/candidaterelationshipmanagement-
behaviour; ethics iscandidateexperience/
in
hiring)

20 Role of Social Social media Assessment At the end of 1

and helping revolutionize talent acquision of their session, the
Professional https://learning.s Linkedin student will be
networking sites in hine.com/hrinsider/blog/socia l- profiles from able to establish
talent acquisition media- recruiters’ the importance of
helpingrevolutionizetalentacquisition perspective
role of social
/
media in talent
acquisition.

21 Recruitment Faculty Resource Guest session How to make the 1

Evaluation & recruitment process
Control efficient
22 Recruitment How Recruitment Numerical How analytics is 1
Analytics, Metrics Metrics & based exercise used in recruitment
& Dashboard Dashboards Can Help Improve
Hiring New
Candidates https://www.data
pine.com/blog/re

cruitmentmetrics-anddashboards/

23- Student - Class Overall Learning 3

24 Presentations of the Presentations from all the
Group project modules

8. Time budgeting in course planning:

Please note that while assigning activities and planning teaching schedules following table may be of
help. The weightage of items in the table is prescriptive and may vary according to course requirement.
Yet it is indicative of how student time per course can be budgeted:

Time
Activity Description
Budgeted
Classes 2-3 hours per week for 12 weeks 30 hours

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 Reading Prescribed readings and making notes 30 hours
Preparation of set questions, exercises
Including shared and group exercises 15 hours
and problems
Preparation of assignment Reading and writing 15 hours
Study and revision for test and end of
Self-preparations 15 hours
Trimester examination
TOTAL 105 hours

9. Rubric for CLOs

CLOs Level 1: Beginning Level 2: Average Level 3: Level 4: Excellent
Accomplished
CLO 1 Not able to Partially able to Able to the identify Able to relate TA
illustrate the illustrate the most of the with business
fundamentals of fundamentals of dimensions of TA and environment and
talent acquisition talent acquisition its strategic role. business strategies.
Not able to identify Partially able to Able to identify most Able to identify all
CLO2 the short-term and identify the shortterm of the short-term and the short-term and
long-term hiring and long-term hiring long-term hiring long-term hiring
needs in an needs in an needs in an needs in an
organization. organization. organization. organization.
CLO3 Not able to design Somewhat able to Able to design endto- Shows originality
end-to-end hiring design end-to-end end hiring process for and creativity in
process for effective hiring process for effective talent designing a superior
talent acquisition effective talent acquisition end-to-end hiring
acquisition process for effective
talent acquisition

RUBRICS FOR QUIZ

CLO1: Illustrate the fundamentals of talent acquisition.
Criterion Below Expectations Meets Expectations Exceeds Expectations
Conceptual Little or no Many of concepts are Majority of the
Understanding conceptual clear and understood well concepts are clear
Max. 15 understanding of
BE < 5, ME 6-11, EE concepts
12-15

RUBRICS FOR INDIVIDUAL ASSIGNMENT

CLO2: Identify the short-term and long-term hiring needs in an organization.
CLO3: Design end-to-end hiring process for effective talent acquisition

Criteria Below Expectations Meets Expectations Exceeds

Expectations
Identification of hiring Shows little or no Somewhat able to Able to apply all the
needs (CLO2 through accuracy in identifying identify hiring needs conceptual
HRP exercise) hiring needs knowledge with
Max. 5 utmost accuracy in
BE < 2, ME 2-3.5, EE identifying the hiring
>3.5 needs

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 Designing a TA plan Not able to properly Reasonably able to Able to screen
(CLO3 through resume screen resume screen resume. resume with a
screening exercise) Max. reasonable
5 justification taking
BE < 2, ME 2-3.5, EE into consideration all
>3.5 the requirements
mentioned in the JD
Designing a TA plan Not able to develop BEI Reasonable able to Not only able to
(CLO3 through BEI questions develop BEI develop BEI
questions exercise) questions questions but also
Max. 5 their probable
BE < 2, ME 2-3.5, EE answers
>3.5

RUBRICS FOR GROUP PROJECT CLO3: Design end-to-end hiring process for effective talent
acquisition

Criteria Below Expectations Meets Expectations Exceeds Expectations

Creativity & originality No original ideas Uses some creativity Very original and
Max. 5 and original ideas in creative ideas resulting
BE < 2, ME 2-3.5, EE >3.5 designing the TA in a very robust TA
plan plan
Sound justification Is unable to explain Partially able to Is strongly able to
of content Max. 5 and justify the content explain and justify explain and defend
BE < 2, ME 2-3.5, EE >3.5 the content his/ her TA plan.

Time & Cost effective The TA plan is too The TA plan can The plan has been
Max. 5 impractical in terms of somehow be time made judiciously
BE < 2, ME 2-3.5, EE >3.5 cost and meeting and/or cost effective. keeping in mind the
timelines time and cost
implications
Participation Participates minimally. Participates in group. Participates actively.
Max. 5 Shows a little concern Shows concern for Leads the group tasks.
BE < 2, ME 2-3.5, EE >3.5 for goals. Defaults with goals/setting. Helps direct the group
the submission Completes assigned in setting goals.
deadlines. Thoroughly completes
tasks on time.
assigned tasks in time

RUBRICS FOR END TERM

CLO 1: Demonstrate basic understanding of HR functions from a line manager’s perspective.

CLO 2: Apply functional knowledge of HR for people-related decision-making.

Criteria Below Meets Expectations Exceeds

Expectations Expectations
Conceptual Hardly demonstrate Somewhat able to Demonstrate sound
Knowledge (CLO1) any understanding demonstrate understanding of
Max. 20 of basic concepts understanding of basic conceptual

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 (BE <10, ME 10-15, EE with examples. concepts with knowledge with good
>15) examples. examples.
Application (CLO2) Is not able to think Able to think critically Challenges and
Max. 20 critically and apply and apply functional critique status quo,
(BE <10, ME 10-15, EE viable solutions to HR knowledge for applies functional HR
>15) given questions solving HR issues knowledge and
with examples. most of the time. proposes meaningful
solutions.

9. Academic Conduct
Students will be expected to maintain a daily log of their learning and make an action plan. The
continuous evaluation tools would be implemented as per schedule and collected for evaluation.
Students are encouraged to visit videos available on Impartus, you tube on TED talks, and readings
available at websites like course era, etc.

Institute’s Policy Statements

It is the responsibility of every student to be aware of the requirements for this course, and understand
the specific details included in this document. It is emphasized that this course requires a significant
commitment outside of formal class contact. The learning tasks in this course may include classes
(lectures or seminars), required reading, the preparation of answers to set questions, exercises and
problems, and self-study. In addition, students may be required to complete an assignment, test or
examination.

LMS-Moodle/Impartus
LMS-Moodle/Impartus is used to host course resources for all courses. Students can download
Lecture, additional reading materials, and tutorial notes to support class participation.

Late Submission
Assessment tasks submitted after the due date, without prior approval/arrangement, will be not be
accepted. Requests for extension of time must be made with the faculty member concerned and based
on Special Consideration guidelines on basis of cumulative reduction of marks per day as stated by
course instructor.

Plagiarism
Plagiarism is looked at as the presentation of the expressed thought or work of another person as though
it is one's own without properly acknowledging that person.
Cases of plagiarism will be dealt with according to Plagiarism Policy of the institute. It is advisable that
students should read Student Handbook for detailed guidelines. It is also advisable that students must
not allow other students to copy their work and must take care to safeguard against this happening. In
cases of copying, normally all students involved will be penalized equally; an exception will be if the
student can demonstrate the work is their own and they took reasonable care to safeguard against
copying.

List of PLOs
PLO 1: Communicate effectively and display inter-personnel skills
PLO 2: Demonstrate Leadership and Teamwork towards achievement of organizational goals
PLO 3: Apply relevant conceptual frameworks for effective decision-making
PLO 4: Develop an entrepreneurial mindset for optimal business solutions
PLO 5: Evaluate the relationship between business environment and organizations
PLO 6: Demonstrate sustainable and ethical business practices

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PLO 7: Leverage technologies for business decisions
PLO 8: Demonstrate capability as an Independent learner

List of GAs
GA 1: Self-initiative
GA 2: Deep discipline knowledge
GA 3: Critical thinking and Problem solving
GA 4: Humility, Team-Building and Leadership Skills
GA 5: Open and Clear Communication
GA 6: Global outlook
GA 7: Ethical competency and sustainable mindset
GA 8: Entrepreneurial and innovative

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