2. HR planning, rec, selection and Job analysis.pptx

Human Resource Planning, Job analysis, Employee Recruitment and Selection AGK Wijesinghe (PhD- HRM Management) Chartered HRM  Aim of the lecture To provide knowledge and skills required on; Forecasting personnel needs for the organization, wri...

Human Resource Planning, Job analysis, Employee Recruitment and Selection AGK Wijesinghe (PhD- HRM Management) Chartered HRM  Aim of the lecture To provide knowledge and skills required on; Forecasting personnel needs for the organization, writing job descriptions and job specifications, Employee recruitment and selection HR Key areas of Human Resource Management functions 1. Human Resource Planning Human resource planning is a process by which an organization ensures that it has the right number of people, right kind of people at the right time and the right place. HR Human Resource Department (HRD) Must forecast staff requirements (broken down by yearly basis) Must detail the specific knowledge levels, skill levels, and abilities needed by the people hired to the company (not just ‘we need 25 new employees’) HR  HR department should predict the future labor supply Supply of human resources comes from: – new hires – transfers-in – individuals returning from leaves HR 2. Recruitment Definition: Recruitment is the process by which a job vacancy is identified and potential employees are noticed The nature of the recruitment process is regulated and subjected to employment law Main forms of recruitment through advertising in newspapers, HR Documents need for proper recruitement and selection 1. Job description – outline of the role of the job holder 2. Person specification – outline of the knowledge and skills and any other qualities required by the job holder. Applicants may demonstrate their suitability through application form, bio-data, curriculum vitae (CV) HR 2. Selection Definition: Selection is the process of assessing candidates and appointing the post holder. Applications short listed (application screen- out). Then the most suitable candidates are selected Selection process – It varies according to organisation HR Different methods used in selection: Interview Psychometric testing Aptitude testing In-tray exercise Presentation mode HR Job Analysis HR Job Analysis Definition – Job analysis is the procedure through which you determine the duties and responsibilities of the positions and the characteristics of the people to hire for the positions. Job analysis produces information used for 1. writing job descriptions ( list of duties) 2. Job/person specifications (required qualifications) HR HR specialist collect following information via job analysis 1. Work activities- under this collect jobs actual work activities Ex: In cleaning work: what are the things to be cleaned how many times should be clean a day standards of performance- level of cleaning etc. Responsibilities Ex: Keeping the work place clean at every time Attendance for the job very early morning HR 2. Necessary human behavior for the job (efficiency, decision making ability, communicating ability, long standing ability, intelligence etc.) 3. What do they use: Machines, tools, equipment and work aid use in work etc. knowledge applied in it etc. HR 4. Performance standards- both employee and employer want performance standards such as quantity, quality level for each job, etc 5. Job context- such as physical working conditions, work schedule, organizational and social context, etc ( for instance, No of people to deal, type of people to manage or handle) HR  6. Human requirements for the job such as knowledge, skills, education/ training ability, work experience), some personal attributes (such as physical characteristics, personality, interests etc) Product manager JD HR Use of job analysis information 1. For recruitments and selection – Job des. and job speci. help management to decide what sort of people to recruit and hire 2. For compensation – Job analysis information is crucial for estimating the value of each job and its appropriate compensation HR 3. Job analysis provides the information to determine the relative worth of each job and its appropriate class 4. Performance appraisal – Managers use job analysis information to determine the jobs specific activities and performance standards HR 5. Training – The job description should show the activities and skills – and therefore the training – that the job requires 6. Discovering unassigned duties – Ex; Non of the employees responsible for some tasks. But managers think that has been assigned to some body HR 7. Potential job candidates need to know what they physically have to do in the job and in what environment. HR Use of job analysis information Job analysis Job description and job specification Job evaluation- Recruiting Performan wage and and Training ce salary requirements selection appraisal decision decision (compensati on) HR How to Write a Job Description Most descriptions contain sections that cover, Job identification Job summary salary structure promotion system Duties of the Job Responsibilities Authority of incumbents Standards of performance Working conditions Job specifications HR  Job Specification The job specification may be a section of the job description or a separate document entirely Job description HR Some new concepts in HR management HR Managerial decisions in assigning tasks Job rotation – systematically moving workers from one job to another to enhance workers team work Job enrichment – Giving more responsibilities, achievements, motivation and redesigning the job etc HR  Job enlargement – giving same level of more tasks. Management decision making in some specific situations (due to financial crises, re engineering programs, cost cut down etc.) Flatter organization – Cut their management layers. So the jobs of subordinates end up bigger in terms of both breadth and depth of responsibilities HR  Work teams- Encouraging team performance The boundary-less organizations are more survival today Reengineering (rethinking, redesign, restructuring of business process is prevalent. Expansion of sections, divisions regional departments etc). HR  Questions 1. What is job analysis? 2. What items are typically included in the job description 3. Do you think companies can really do without detailed job description? Why or why not? 4. Write a job descriptions for following positions a. Computer operator b. Human Resource Manager HR END HR