The document provides an overview of the Certified HR Staffing Manager certification from Vskills. It discusses the topics that will be covered in the certification including strategic staffing, staffing strategies, legal frameworks, job analysis, staffing planning, sourcing, recruiting, assessment methods, workforce management, and staffing system evaluation. The certification is designed to assess a candidate's knowledge of staffing and recruitment for a company, and will help candidates pursuing roles in HR departments to strengthen their skills and resume. The exam lasts 60 minutes, consists of 50 multiple-choice questions, and covers the key aspects of being an effective staffing manager.

1. Certified HR Staffing Manager
VS-1003

2. Certified HR Staffing Manager
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CertifiedCertifiedCertifiedCertified HR Staffing ManagerHR Staffing ManagerHR Staffing ManagerHR Staffing Manager
Certification CodeCertification CodeCertification CodeCertification Code VSVSVSVS----1010101003030303
Vskills Certification in StaffingVskills Certification in StaffingVskills Certification in StaffingVskills Certification in Staffing assesses the candidate on company’s staffing and
recruitment needs. The certification tests the candidates in various areas which include
finding new talented employees, recruiting them, and then organizing training programmes
for them. An important part of the staffing manager’s job is the retention of employees,
since low retention is a big cost. Also, terminating an employee is also a part of staffing
manager’s job and careful handling of that is important. This area also forms the part of the
assessment.
Why should one take this certification?Why should one take this certification?Why should one take this certification?Why should one take this certification?
If you are working in the HR area and are looking for a new job or promotion or simply
more responsibility, then you can take this certification and prove the employer that your
knowledge of this particular area of HR is good. It works as an added qualification on your
CV and significantly improve your chances of getting the desired role.
Who willWho willWho willWho will benefit from taking this certification?benefit from taking this certification?benefit from taking this certification?benefit from taking this certification?
Job seekers looking to find employment in the HR departments of various companies,
candidates generally wanting to improve their skill set and make their CV stronger and
existing employees looking for a better role can prove their employers the value of their
skills through this certification.
Test Details:Test Details:Test Details:Test Details:
• Duration:Duration:Duration:Duration: 60 minutes
• No. of questions:No. of questions:No. of questions:No. of questions: 50
• Maximum marks:Maximum marks:Maximum marks:Maximum marks: 50, Passing marks: 25 (50%);
There is no negative marking in this module.
Fee Structure:Fee Structure:Fee Structure:Fee Structure:
Rs. 4,000/- (Includes all taxes)
Companies that hireCompanies that hireCompanies that hireCompanies that hire VskillsVskillsVskillsVskills HR Staffing ManagerHR Staffing ManagerHR Staffing ManagerHR Staffing Manager
Vskills Certified HR Staffing Manager might find employment in all kind of companies, big
or small, since HR is a crucial part of any organization.

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Table of Content
1.1.1.1. Strategic StaffingStrategic StaffingStrategic StaffingStrategic Staffing
1.1 What is Strategic Staffing?
1.2 Comparison between Strategic and Traditional Staffing
1.3 Components of Strategic Staffing
1.4 Goals of Strategic Staffing
1.5 Functional areas of HRM
2.2.2.2. Staffing StrategiesStaffing StrategiesStaffing StrategiesStaffing Strategies
2.1 Business Strategies of a firm
2.2 Talent Management
2.3 Strategic Staffing Decision
3.3.3.3. Legal FrameworkLegal FrameworkLegal FrameworkLegal Framework
3.1 Rule and Regulations in staffing management
3.2 Employment Relationships
3.3 Employment Opportunities
3.4 Employment Lawsuits
4.4.4.4. Strategic Job AnalysisStrategic Job AnalysisStrategic Job AnalysisStrategic Job Analysis
4.1 Introduction to Job Analysis
4.2 Job description and person specification
4.3 Types of job analysis
4.4 Methods of Job analysis
4.5 Planning and Executing a job analysis
4.6 Job Reward Analysis
5.5.5.5. Staffing PlanningStaffing PlanningStaffing PlanningStaffing Planning
5.1 Introduction
5.2 Process of workforce planning
5.3 Forecasting and planning labor demand and supply
5.4 Managing labor demand and supply gap of a firm
6.6.6.6. SourcingSourcingSourcingSourcing
6.1 Concept of sourcing
6.2 Types of recruiting sources
6.3 Designing a sourcing plan
6.4 Global sourcing
6.5 Geographic targeting
7.7.7.7. RecruitingRecruitingRecruitingRecruiting
7.1 Process of recruiting
7.2 Effective recruitment strategies

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7.3 Skills as a recruiter – Training and development strategies
7.4 Recruiting Metrics
7.5 Applicants attraction strategies
8.8.8.8. Assessment MethodsAssessment MethodsAssessment MethodsAssessment Methods
8.1 Types of measurement
8.2 Benchmarking and methods of evaluation
8.3 External assessment goals and methods
8.4 External assessment plans
8.5 Internal assessment goals and methods
8.6 Succession management and career planning
9.9.9.9. WorkforceWorkforceWorkforceWorkforce ManagementManagementManagementManagement
9.1 Orientation and Socialization
9.2 Managing workforce flow
9.3 Voluntary and Involuntary employee separation
10.10.10.10.Staffing System EvaluationStaffing System EvaluationStaffing System EvaluationStaffing System Evaluation
10.1 Measuring staffing outcomes
10.2 Methods of evaluating staffing systems

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Course Outline
Strategic StaffingStrategic StaffingStrategic StaffingStrategic Staffing
Explains the process of Strategic Staffing and the strategies to effectively handle
workforce
Elaborate the comparison between Strategic and Traditional Staffing
Explains the important components of Strategic Staffing
Illustrates the goals of Strategic Staffing and important points to considered when
developing staffing goals
Illustrates the functional areas of HRM such as staffing, compensation & benefits
etc
Staffing StrategiesStaffing StrategiesStaffing StrategiesStaffing Strategies
Explains the purpose of developing business strategies and the means to attain
competitive advantage in terms of price, technology, customer service etc
Explains the meaning of talent management, the various talent philosophies and the
various techniques of talent management
Explains the various strategic staffing decisions and the elements to determine the
strategic staffing decisions
Legal FrameworkLegal FrameworkLegal FrameworkLegal Framework
Explains the importance of legal compliance and the major benefits of complying
with major benefits
Explains the general rules and laws that are used in staffing
Explains the different types of employment relationships such as at-will
relationship, contingency workers, temporary workers etc
Explains the various Employment Opportunities such as Equal Opportunity
Employment (EOE), Affirmative Action and Staffing Quotas
Explains the different types of Employment Lawsuits
Strategic Job AnalysisStrategic Job AnalysisStrategic Job AnalysisStrategic Job Analysis
Explains the concept and reasons for conducting job analysis
Explains the importance of conducting job analysis
Explains the importance and functionalities of Job description and person
specification
Illustrates the various methods of job analysis such as questionnaires, structured
interviews, task inventory approach etc together with their advantages and
disadvantages.
Explains the steps involved in identifying, planning and executing job analysis
techniques
Explains the procedure and benefits of conducting job reward analysis
Staffing PlanningStaffing PlanningStaffing PlanningStaffing Planning
Explains the meaning and importance of workforce planning in an organisation

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Explains the major steps involved in the process of workforce planning
Explains the techniques of Forecasting and planning business activities and the
various factors indicating change in labor demand and supply
Illustrates the internal forecasting tools, method of ratio analysis, scatter plots, trend
analysis, process of judgment forecasting and the concept of return on investment
Explains the process of gap analysis between demand and supply in staffing by
illustrating situations of temporary talent shortage, persistent talent shortage, short-
term and persistent employee surplus
SourcingSourcingSourcingSourcing
Explains the concept of sourcing and the staffing goals of an organization
Illustrates the different types of recruiting sources such as internal sources ( such as
employee referrals, succession management etc) and external sources of
recruitment (such as advertisements, job fairs, careers sites etc)
Explains the steps involved in designing the plan for sourcing
Explains the concept of sourcing of employees globally, their benefits and
challenges
Explains the process of geographic targeting and their advantages
ReReReRecruitingcruitingcruitingcruiting
Explains the various methods of recruiting such as perception in fairness, spillover
effects etc
Illustrates the effective strategies of recruitment such as characteristics and attitude
of a recruiter, recruiters profile etc
Explains the training and development strategies affecting the skills as a recruiter
and factors influencing recruiters effectiveness
Explains the concept of recruiting metrics and the strategic measurement of factors
affecting
Explains the various strategies and factors affecting applicants attraction
Assessment MethodsAssessment MethodsAssessment MethodsAssessment Methods
Illustrates the various methods of measurement such as nominal measurement,
ordinal measurement, interval measurement etc and their characteristics
Explains the process of benchmarking and methods of evaluation
Explains the external assessment goals and elements involved in assessment such as
enhanced job fit, accuracy in measurement, ROI, employers image, legal
compliance etc
Explains the external assessment methods such as job applications, telephone
screening etc
Explains the goals of internal assessment and associated methods such as
mentoring, job knowledge test etc
Explains the concept of succession management, process involved in system
development
Explains the process involved in career planning, factors affecting and the tools for
successful implementation

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Workforce ManagementWorkforce ManagementWorkforce ManagementWorkforce Management
Explain the need and importance of workforce management
Explains the concept of orientation and socialization
Explains the phases and choices of socialization
Explains the process involved in managing workforce flow and turnovers
Understanding the causes of turnover and developing retention plans
Explains the process of voluntary and involuntary employee separation
Explains the best practices to conduct the activity of downsizing
Staffing System EvaluationStaffing System EvaluationStaffing System EvaluationStaffing System Evaluation
Explains the process of measuring staffing outcomes
Illustrates the various methods of evaluating staffing systems such as KPI, staffing
metrics

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