Questions and Answers
The foundation for almost all human resource activities
Job Analysis
The process of collecting and analyzing information about the job or the work the employee performs
Job Analysis
A brief, two to five page summary of the tasks and the job requirements
Job Description
It serves as a basis for many HR activities such as employee selection, evaluation, training, and work design
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It describes the nature of the job
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Aids in recruitment and selection
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Short, clear and accurate
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It briefly describe the nature and purpose of the job
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Two or three sentences about the position and the company
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Identify major categories and general responsibilities
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Lists of the task and activities in which the worker is involved for complex positions, may indicate percentage of the time the task will take
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Education or degree requirements along with any special licenses or certifications required
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Refer to the knowledge, skills, abilities, and other characteristics needed to perform a job.
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Also called "Job specifications"
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Are determined through a combination of logic, research, and use of specific job analysis techniques.
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Any particular physical requirements or environmental considerations that are unique to the position must be mentioned
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Notes regarding whether the position is exempt or non-exempt, salaried, or hourly, part time, or full time can be included here
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The lists used to perform, the work activities
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Used to identify important requirements such as the tasks to be performed and the competencies needed to perform those tasks
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Yields lists of job activities can be systematically used to create training programs
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Used to determine worker mobility within the organization, to ensure that there is a better match between the person being promoted and the requirements of the job.
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The idea that organizations tend to promote good employees until they reach the level at which they are not competent-in other words, their highest level of competence
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Ensures that the evaluation of employee performance must be job related
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Enables the HR professional to classify jobs into groups based on similarities in requirements and duties
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Used to determine the optimal way in which a job should be performed. The process of creating a job that allows the organization to achieve its goals while motivating and rewarding the employee.
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Process in which employees unofficially change their job duties to better fit their interests and skills
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The process of determining the monetary worth of a job. Typically dome in two stages: internal pay equity and external pay equity
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Comparing jobs within an organization to ensure that the people in jobs worth the most money are paid accordingly
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The worth of a job is determined by comparing the job to the external market; important to attract and retain employees
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A questionnaire sent to other organizations to see how much they are paying their employees in positions similar to those in the organization sending the survey
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Look at pay rates of employees within positions with identical duties
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Look at pay rates of employees in jobs of similar worth and responsibilities
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The process of searching and securing applicants for various job positions. To attract people with the right qualifications to apply for a job
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Recruiting new employees to the organization. Hiring from the outside source.
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Filling vacancies by transferring or promoting someone from within the organization
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When a position becomes available it is posted in the company bulletin board for information of interest employees. The number one source of recruitment.
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Information about recruitment is passed from one person to another. One of the least expensive recruitment systems
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A popular and effective means of soliciting applicants. Can be done through media, newspaper, magazines, radio or television.
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An Ad that doesn't reveal the identity of the company
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Applicants are instructed to call rather than to acquire in person or send in resumes
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Instruct applicants to apply in person rather than to call or send résumés
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Applicants are instructed to send your resume to the company rather than call or apply in person
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Instruct applicant to send a resume to a box; neither the name nor address of the company is provided
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Possible source of outstanding employees. Most often the application letters or resume are put in the waste basket or at times put in file
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Recruiters go to colleges to answer questions about themselves and interview students for available positions
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Representatives gather and interview several applicants over a period of one or two days for some specified fields
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An employment service provided by the national or local government designed to match applicants with job openings
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Used as mediums for manpower recruitment. The coverage of advertisement is a great magnitude, more qualified applicants can be reached.
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Application letters of resume is good immediately be sent to the company. It is less costly and immediate response
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Company profiles and job placements can eventually come into the internet
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The process of choosing among the collected full of applicants to apply for a certain position
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It is a process in which the human resources or hiring department follows a structured series of steps that would help them develop in which among the operation should be hired
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Study Notes
Human Resource Foundations
- Job analysis is critical for human resource functions, serving as the basis for employee selection, evaluation, training, and work design.
- A concise job description, typically two to five pages long, summarizes tasks and job requirements.
- Descriptions aid in recruitment by clearly outlining the nature and purpose of the position.
Job Description Components
- Includes a brief overview of the position and organization.
- Identifies major categories of responsibilities and detailed lists of tasks, potentially indicating the percentage of time spent on each.
- Specifies education requirements and any necessary licenses or certifications.
Job Specifications
- Defines knowledge, skills, abilities, and other characteristics essential for job performance.
- Unique physical or environmental requirements relevant to the position must be noted.
- Classifies positions as exempt or non-exempt, full-time or part-time, salaried or hourly.
Job Analysis Importance
- Identifies vital job tasks and the competencies required to execute those tasks.
- Supports the development of employee mobility programs to ensure efficient promotion matching.
- Aims to improve job performance and align employee duties with their interests and skills.
Compensation Analysis
- The process of determining a job's monetary worth involves internal and external pay equity assessments.
- Internal pay equity ensures appropriate compensation relative to other jobs within the organization.
- External pay equity compares compensation to the market, helping attract and retain talent.
Recruitment Strategies
- Recruitment includes attracting qualified candidates through various methods, including internal transfers and external hiring.
- Job postings on bulletin boards are a common recruitment practice.
- Employee referrals are one of the most effective and cost-efficient recruitment methods.
Advertising and Outreach
- Recruitment ads can be run through traditional media (newspapers, TV) or anonymous channels to attract candidates without revealing the company's identity.
- Techniques include instructing applicants on how to apply (e.g., email vs. in-person).
College Recruiting and Employment Services
- Colleges serve as venues for recruiters to engage with students and conduct interviews.
- Employment services, both national and local, match applicants to available job openings, broadening reach and efficiency.
Selection Process
- Involves a structured series of steps by HR to evaluate and choose suitable applicants from the pool.
- Ensures systematic assessment leading to informed hiring decisions.
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