Human Resource Management

MBA (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.

Purpose of Job Analysis:

To establish and document the 'job relatedness' of
employment procedures such as training, selection,
compensation, and performance appraisal.

Process of Job analysis

Organizational
Analysis

Selection of
jobs to be
analyzed

Data
collection

Job
specification

Job
description

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:_____
REPORTS TO:___
SUPERVISES:___
AS ON DATE :_________

OCCUPATIONAL CODE: ________

JOB NO. : ___________________
GRADE LEVEL: _______________

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 Organizations Success

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

1212

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

1/18/17

Identify
HR required to
achieve these
goals is identified

Develop
HR is developed
internally or
acquired them
from outside.

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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 are
screened for choosing the most suitable persons for vacant posts.
The process of selection leads to employment of persons who
possess the ability and qualifications to perform the jobs, which
have fallen vacant in an organization.
The basic purpose of the selection process is to choose right
type of candidates to man various positions in the organization.
In order to achieve this purpose, a well-organized selection
procedure 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
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Final Selection

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

Intelligence Test.

Personality Test.

Projective Test.

Aptitude Test.

G K Test.

Interest Test.

Perception Test

ADVANTAGES OF TESTS

Judging Mental Qualities.

Applicants Ability.
Character Of Candidate.
Proper Placement.
Systematic & Reliable Method.

CONGRATULATIONS!
You have a new employee!

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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 candidates 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
caf, 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 companys 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!!!