Gmb 6070 session 3 - may 23rd (fil eminimizer)

Session 3
Recruiting and Selecting High Performing Workforce
23rd May '11
1
GMB 6070

Presentation Plan
Importance of human resource planning
Job Analysis
Recruitment process
Group discussion tasks
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importance of Strategic human resource planning
A strategic Human Resource planning plays a vital role in the achievement of the organization's overall strategic objectives
HR planning will support specific outcome objectives undertaken by every function in the organization:
Marketing, Finance, Production and Technology.
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…The strategic importance of human resource planning
HR planning focuses on capturing "the people element" of what an organization hopes to achieve in the immediate, medium to long term.
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Strategic HR planning will insure:
Availability of the correct talent
Right mix – skills, competencies, gender, age
Full complement of soft skills where employees display the right attitudes and behaviours to optimize competitiveness
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Skills and Demographic Profile Model
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An HR planning will secure value adding inputs by articulating:
Common drivers of strategies
Issues which must be addressed by the organization to motivate, spur commitment and promote function effectiveness.

Addresses issues that help the organization to efficiently and effectively achieves its business goals through:
Workforce optimization
Succession planning
Competencies planning
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Equal opportunity employment policies
Motivation and fair treatment of employees
Competitive compensation for attracting, recruiting, onboarding and retaining high performing employees.
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Provides a consistent and competitive performance management framework
Provides career development frameworks
Equips employees with "employability" status so that they can cope with the dynamism in the job market
Provides policies and frameworks to ensure systematic development of talent
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Career Development Framework Model
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Missing
Critical
Skills
Skills for
Future
Role
Future
Responsibilities
Improve
Performance
Tenure in Roles
Learn
The Job
Provide
Learning
Challenges
Stretch
Goals
Develop
Job Skills
Performance Level

HR scans the horizons to reveal changes in the overall employment market – demographic dynamics/ remuneration/skills
Cultural changes that may impact future employment patterns
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Climatic changes in employee relations
Changes in legal framework surrounding employment
Emerging HR practices.
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Session 3
Job Analysis
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Job Analysis
Job analysis is a process of collecting, analyzing and utilizing information
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…Job Analysis
It clarifies:
Job specifications
Job descriptions
Recruitment data
Optimum performance parameters
Recruitment specifications
Training parameters
Job evaluation for banding and grading
Performance improvement parameters
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Job analysis Information
Existing jobs
Job incumbent contribution expectations
Job content
Articulation of Key Result Areas (KRAs)
Performance standard/quality criteria
Duties and responsibilities
Reporting relationships
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…Job analysis Information
Motivation intervention factors:
Prospects for career development
Growth profiling and structure
Job enrichment roadmap
Career and succession planning
Environmental factors
Working condition
Working hours
Mental and emotional demands of the job
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Data collection methods
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Interviews
Questionnaire
Observation
Job
Data Bank
Diary
Checklists
Technical
Conference

Job Analysis Process
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…Job Analysis Process
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Job Design
Davis (1966), defined a job design as:
“the specification of the content, methods and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder”
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…Job Design
It is a conscious efforts to organize tasks, duties and responsibilities into one unit of work.
It involves:
Identification of individual tasks
Specification of methods of performing the tasks
Combination of tasks into specific jobs to be assigned to individuals
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Approaches to job design
Job rotation
Job reengineering
Job enlargement
Job enrichment
Self-managing teams
Social-technical Systems (High- performance work design)
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Job design factors
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Recruitment process and methods
Organizational activities that provide a pool of applicants for the purpose of filling job openings.
It is a process of searching for prospective employees.
Stimulates and encourages qualified candidates to apply for jobs in the organization.
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…Recruitment process and methods
Sources of Recruitment:
Present Employees
Unsolicited Applicants
Educational and Professional Institutions
Public Employment Offices
Private employment Agencies
Employee Referrals
Help wanted Advertising
Walk-Ins
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…Recruitment process and methods
Selection:
Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position.
A good selection requires a methodical approach to the problem of finding the best matched person for the job
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Selection process and methods
Selection Process
Preliminary Interview
Selection Tests
Employment Interview
Reference and Background Analysis
Physical Examination
Job Offer
Employment Contract
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Factors affecting recruitment and selection of employees
Factors Governing Recruitment
Internal Factors
Recruitment Policy of the Org
Size of the org & the Number of Employees Employed
Cost Involved in Recruitment
Growth & Expansion Plans of the Org.
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…Factors affecting recruitment and selection of employees
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Factors Governing Recruitment
External Factors
Supply & Demand of Specific Skills in the Market
Political & Legal considerations such as Reservations of jobs for reserved Categories
Company’s Image Perception by the Job Seekers.

Principles of Job Design
To influence skill variety, provide opportunities for people to do several tasks and combine tasks
To influence task identity and form natural work units
To influence task significance
To influence autonomy, give people responsibility for determining their own working system
To influence feed back, establish good relationships and open feedback channels
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Class Teams assignment
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Eagles
Team-6
Synergy 3
Identify and discuss factors of job analysis to reveal the strategic importance of HR’s contribution to performance improvement partnership in an organization
Identify the key areas of job analysis (JA) and discuss how HR can apply the JA skills to address issues that optimize corporate competitiveness
Identify issues that HR must articulate in order for the organization to create an environment where its people are motivated and committed to work with a view to optimizing performance effectiveness
GMB 6070

The End
WK3 – GMB 6070 Summer ’11
Thank you
23rd May '11
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Gmb 6070 session 3 - may 23rd (fil eminimizer)

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Gmb 6070 session 3 - may 23rd (fil eminimizer) Presentation Transcript