Module -2.pptx

Module -2 Recruitment & Selection

Job Analysis Job analysis is the systematic study of a job to determine which activities and responsibilities it includes, its relative importance to other jobs, the personal qualifications necessary for performance of the job and the conditions under which the work is performed. Uses of Job Analysis: • • • • •

Recruitment & Selection Compensation Training & Development Performance Appraisal Discovering Unassigned duties

Job Analysis Process Review organization charts/process charts

Select representative positions

Analyze the job

Verify job analysis information

Develop job description & specification

Job Description: It implies to objective listing of the job title, tasks, duties and responsibilities involved in a job. It normally contains information on the following lines: 1. Job Title 2. Organizational location of the job 3. Supervision given and received 4. Materials, tools, machinery & equipments worked with 5. Designation of the immediate superiors & subordinates 6. Salary level, Basic pay, PF, DA 7. Working conditions Job Specification: It is a written statement of qualifications, traits, physical and mental characteristics that an individual must posses to perform the job duties and discharge responsibilities. It normally contains information on the following lines: 1. Physical specification: Height, Weight, Vision 2. Mental specification: Judgment, Ability interpret data, Ability to plan 3. Emotional & Social specification: Emotional stability, Flexibility, Postures 4. Behavioral specification: Creativity, Maturity, Ability to perform, Self-reliance & dominance

Competency based Job Analysis Competency based job analysis means describing the job in terms of measureable, observable, behavioral competencies that an employee doing that job must exhibit to do the job well. Traditional job analysis focuses on “what” a job is in terms of job duties and responsibilities. Competency based job analysis focuses more on “how” the worker actually does the work. Skills Matrix for one job Technical Expertise

Business Awareness

Communic ation and Interperson al

Decision Making and initiative

Leadership and guidance

Planning & Organizatio n Ability

Problem solving

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Human Resource Planning HRP is the process of formulating plans to fill the employer’s future vacancies, based on projecting open positions and deciding whether to fill these with inside or outside candidates. It is essentially the process of getting the right number of qualified people into the right job at the right time so that the organization can meet its objectives. Need for HRP: 1. 2. 3. 4.

To avoid surplus staff To aid strategic planning Creating highly talented pool of employees To support international strategies

Factors affecting HRP: 1. 2. 3. 4. 5.

Type and strategy of organization Environmental uncertainties Time horizons Type and quality of information Nature of job being filled

HRP Process Organizational Objectives & Policies HR Demand Forecast •Managerial Judgment •Trend Analysis •Ratio Analysis •Delphi Technique

HR Supply Forecast •Internal Source 1. Management Inventories 2. Personnel Replacement Charts •External Source HR programming HR Implementation

Control & Evaluation

Management Replacement Chart

Recruitment & Selection Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization. Selection is the process of choosing the right candidates, having the right attitude and aptitude, from a group of aspirants for a particular position in an organization. Sources of Recruitment: •

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Internal Recruitment: 1. Transfer 2. Promotion 3. Referrals External Recruitment: 1. Employment Agencies 2. Campus Recruitment & Internships 3. Walk-ins 4. E-Recruitment (Job Portals)

Process of Recruitment & Selection

Application Blank Selection Tests

Selection Interview-GD/PI Credential Verification & Reference Check/ Medical Test Making the offer

Induction & Placement Induction is the process wherein new recruits are provided with the opportunity to meet senior managers and peer group members. It is a formal introduction of the new recruit to the company. It provides an in-depth understanding of the company’s practices, guiding principles, values and objectives.

Placement refers to the process of actually putting the new recruit in job after his induction program.