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Organizations engage in recruitment and selection (R&S) in order to find workers to carry out tasks. Although some tasks will be outsourced, organizations continue to rely primarily on employees. Consequently, this course begins by examining the nature of the employment relationship and the pressures it creates—pressures with which human resource management (HRM) practitioners must cope.

Lesson 1 introduces the employment relationship and the notion that employers and employees have both converging and conflicting interests. The potential for employees to resist employer control during the employment relationship 加拿大人力资源管理考试论文suggests employers may reap significant rewards by carefully screening applications.

Lesson 2 considers the role of recruitment and selection in human resource management and outlines the legal framework that regulates employer behaviour during recruitment and selection. The legal framework is an important external constraint on HRM and R&S decision making.

Finally, Lesson 3 examines the economic and social context in which organizations make strategic HRM decisions. The primary effect of the social and economic context is to make particular human resource (HR) strategies more or less attractive. The strategic choices of an organization then manifest themselves in recruitment and selection.

An important feature of this course is that it will constantly ask you to critically evaluate claims and proposals that relate to R&S and HRM. The value of a critical perspective is that it makes visible underlying patterns of power and conflict. Making explicit the presence of power and conflict allows us to see recruitment and selection as a means by which employers advance their interests in the workplace. We can then better understand the implications of our plans and behaviours as well as the reaction of employees to them.
Lesson 1: The Employment Relationship
Overview

Hiring an employee creates an economic and social relationship between the worker and the employer. This relationship is marked by both converging and conflicting interests. This lesson introduces the basis and basic dynamics of the employment relationship, with attention to how employers use recruitment and selection as a tool to advance their interests
Lesson 2: The Legal Environment
Objectives and Learning Activities

OBJECTIVES
The purpose of this lesson is to develop a basic understanding of R&S and the legal framework that governs it. At the end of this lesson, you should be able to answer the following questions with two to four short sentences:
1. What is recruitment? What is selection? And how do they fit into the overall HRM function?

2. What types of law regulate employment and how are they different?

3. What are the major categories of legislation that affect recruitment and selection?

If you are unsure about the answers you have written in response to any of these questions, please contact the Student Support Centre. You should include your attempt at answering the question in your email or be prepared to discuss it on the phone.

LEARNING ACTIVITIES

Required Reading
• Online lesson notes for Lesson 2.
• Recruitment and Selection in Canada, pp. 1–11.
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