Human Resource ManagementMBA (G)/ MBA (B&F)

MBA 201

Module II

Yogesh Kumar

Faculty (HR), ABS,

Amity University Gurgaon

Job Analysis

• Job Analysis is a process to identify and determine in detail the

particular job duties and requirements and the relative

importance of these duties for a given job.

• The Job; not the person An important concept of Job Analysis

is that the analysis is conducted of the Job, not the person.

While Job Analysis data may be collected from incumbents

through interviews or questionnaires, the product of the

analysis is a description or specifications of the job, not a

description of the person.

To establish and document the 'job relatedness' of

employment procedures such as

training, selection, compensation, and performance

appraisal.

Purpose of Job Analysis:

Process of Job analysis

OrganizationalAnalysis

Selection of jobs to be analyzed

Data collection

Job description

Job specification

Methods of Collecting Job Analysis Data

• Observation

• Performing the job.

• Critical incidents

• Interview- individual & group

• Panel of experts

• Diary method

• Questionnaire

– Structured

– Unstructured

Job Description

• A job description is a written statement of the duties,

responsibilities, required qualifications and reporting

relationships of a particular job.

• The job description is based on objective information obtained

through job analysis.

• Job description acts as an important resource for

– Describing the job to potential candidates

– Guiding new hired employees in what they are specifically

expected to do

– Providing a point of comparison in appraising whether the

actual duties align with the stated duties.

Example of Job Description

JOB TITLE:_____ OCCUPATIONAL

CODE: ________

REPORTS TO:___ JOB NO. :

___________________

SUPERVISES:___ GRADE LEVEL:

_______________

AS ON DATE :_________

FUNCTIONS:

____________________________________________________________

__________________________________________

DUTIES AND RESPONSIBILITIES:

____________________________________________________________

__________________________________________

JOB CHARACTERISTICS:

____________________________________________________________

__________________________________________

Job Specification

• Job specifications specify the minimum acceptable

qualifications required by the individual to perform the task

efficiently. Based on the information obtained from the job

analysis procedures, job specification identifies the

qualifications, appropriate skills, knowledge, and abilities and

experienced required to perform the job.

• Job specification is an important tool in the selection process

as it keeps the attention of the selector on the necessary

qualifications required for that job.

Example of Job Specification

JOB TITLE: ___________________________________________________

EDUCATION:__________________________________________________

PHYSICAL HEALTH:

____________________________________________________________

APPEARANCE:

____________________________________________________________

MENTAL ABILITIES:

____________________________________________________________

SPECIAL ABILITIES:

____________________________________________________________

PREVIOUS WORK EXPERIENCE:

____________________________________________________________

SPECIAL KNOWLEDGE &

SKILLS:____________________________________________________

OTHER :

________________________________________________________

IMPORTANCE

• Human resource planning

• Personnel recruitment, Selection and placement

• Training and personnel development

• Employee compensation

• Engineering designing

• Job designing

• Performance measurement and rating

• Health and safety measures

• Career planning

CONCLUSION

Employee Satisfaction is Organization’s Success

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Human Resource Planning

– The process by which managers ensure that they

have the right number and kinds of people in the

right places, and at the right times, who are capable

of effectively and efficiently performing their tasks.

– Helps avoid sudden talent shortages and surpluses.

– Steps in HR planning:

• Assessing current human resources

• Assessing future needs for human resources

• Developing a program to meet those future needs

HR Planning

• Present and future manpower requirements

• Net human resource requirements

• Mould, change and develop employees to meet future

organizational requirements

• Attract and acquire human resources from the market

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Strategic Human Resource Planning Involves

Design

HR goals in alignment with

goals of the organization are

designed

Identify

HR required to achieve these

goals is identified

Develop

HR is developed internally or

acquired them from outside.

Recruitment

According to Edwin B. Flippo,“ Recruitment is the process of

searching the candidates for employment and stimulating them

to apply for jobs in the organisation ”

Meaning:

Recruitment is the activity that links the employers and the job

seekers.

A process of finding and attracting capable applicants for

employment

Recruitment

• Once an organization identifies its human resource needs

through employment planning, it can begin the process of

recruiting potential candidates for actual or anticipated

organizational vacancies.

• Recruiting brings together those with jobs to fill and those

seeking jobs.

Sources of Recruitment

Selection

Definition

According to Thomas stone “Selection is the process of

differentiating between applicants in order to indentify and

hire those with a greater likelihood of success on the jobs. ”

In simple words……

It is the functions perform by the management of selecting the right

employees at the right time After identifying the sources of human

resources, searching for prospective employees and stimulating them

to apply for jobs in an organization .

The objective of the selection decision is to choose the individual who

can most successfully perform the job from the pool of qualified

candidates.

Selection

• Selection involves a series of steps by which the candidates arescreened for choosing the most suitable persons for vacant posts.

• The process of selection leads to employment of persons whopossess the ability and qualifications to perform the jobs, whichhave fallen vacant in an organization.

• The basic purpose of the selection process is to choose right typeof candidates to man various positions in the organization. Inorder to achieve this purpose, a well-organized selectionprocedure involves many steps and at each step, unsuitable

candidates are rejected.

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Selection Process

• Preliminary Interview

• Application Blank/ Receiving Applications

• Screening of Applications

• Employment Test

– Intelligent tests

– Aptitude tests

– Personality tests

– Projective tests

– Interest tests

– Achievement tests

– Other tests

• Selection Interview (Structured/Unstructured/Stress)

• Physical Examination

• Checking References

• Final Selection20

Employment Tests

• Mechanism that attempts to measure certain

characteristics of individuals, e.g.,

– aptitudes

– intelligence

– personality

• Should be validated before being used to make hiring

decisions

• Estimates say 60% of all organizations use some type of

employment tests.

EMPLOYMENT TESTS

Performance Test

Personality Test.

Aptitude Test.

Interest Test.

Intelligence Test.

Projective Test.

G K Test.

Perception Test

ADVANTAGES OF TESTS

Judging Mental Qualities.

Applicants Ability.

Character Of Candidate.

Proper Placement.

Systematic & Reliable Method.

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CONGRATULATIONS!

You have a new employee!

PLACEMENT

PLACEMENT - INTRODUCTION

• Placement is a process of assigning a specific job to each of

the selected candidates.

• An actual posting of an employee to the specific job with rank

& responsibilities attached to it.

• It involves assigning a specific rank and responsibility to an

individual.

• It implies matching the requirements of a job with the

qualifications of the candidate’s

skills, abilities, potentials, capacities and their expectations

towards the organization.

PLACEMENT- SIGNIFICANCE

• It improves employee morale.

• It helps in reducing employee turnover.

• It helps in reducing absenteeism.

• It helps in reducing Conflict rates.

• It avoids misfit between the candidate and the job.

• It helps the candidate to work as per the predetermined

objectives of the organization.

INDUCTION

INDUCTION - INTRODUCTION

• Once an employee is selected and placed on an appropriate

job, the process of familiarizing him with the job and the

organization is known as Induction.

• The process through which a new recruit is introduced into the

job.

• Removes fear from the mind, creates a good impression about

the organization and acts as a valuable source of information.

INDUCTION - OBJECTIVES

• To help the new comer to overcome his shyness and overcome

his shyness nervousness in meeting new people in a new

environment.

• To give new comer necessary information such as location of a

café, rest period etc.

• To build new employee confidence in the organization.

• It helps in reducing labor turnover and absenteeism.

• It reduces confusion and develops healthy relations in the

organization.

• To ensure that the new comer do not form false impression

and negative attitude towards the organization.

• To develop among the new comer a sense of belonging and

loyalty to the organization.

INDUCTION - CONTENTS

• Brief history and operations of the company.

• The company’s organization structure.

• Policies and procedure of the company.

• Products and services of the company.

• Location of department and employee facilities.

• Safety measures.

• Grievances procedures.

• Benefits and services of employee.

• Standing orders and disciplinary procedures.

• Opportunities for training, promotions, transfer

etc.

• Suggestion schemes.

• Rules and Regulations.

Questions

Thank You!!!