Recruitment, interview technics and newcomers´ learning processes
In a knowledge society, the focus is on competence as important competition advantage for most organizations, with consequences on recruitment of new employees, what interview techniques to use, and how to facilitate newcomers learning processes. More focus on recruitment and the selection process, what competence the organization needs and how to increase knowledge on newcomers socialization processes is therefore important. Optimal and effective solutions are therefore focus, along with research questioning what methods to use. For instance when it comes to psychological tests and how they are applied and used. Recruitment still has a lot of potential when it comes to methods, interviews, selections, effectiveness and productivity. And at the same time, the recruitment process gives important knowledge about the newcomers and how to facilitate their learning processes once entering the organization. To recognize organizational socialization taking from 6-12 months as to when we can consider the newcomers established in the new organization, is also important for the facilitation of their learning processes.
Various selection methods, its efficiency and value
Job analysis - the foundation for the selection process
Psychological basic assumptions for recruitment and learning
Requirements to and overview of psychological tests
Learning in organizations - tacit and explicit knowledge
Organizational socialization: newcomers learning processes
Community of practice - formal and informal communities for learning and knowledge development
Established colleagues as coaches, mentors and role models
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