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Session 3<br />Recruiting and Selecting High Performing Workforce<br />23rd May '11<br />1<br />GMB 6070<br />
Presentation Plan<br />Importance of human resource planning<br />Job Analysis <br />Recruitment process<br />Group discus...
importance of  Strategic human resource planning<br /><ul><li>A strategic  Human Resource planning plays a vital role in t...
HR planning will support specific outcome objectives undertaken by every function in the organization:
Marketing, Finance, Production and Technology.</li></ul>23rd May '11<br />3<br />GMB 6070<br />
…The strategic importance of human resource planning<br /><ul><li>HR planning focuses on capturing "the people element" of...
…The strategic importance of human resource planning<br />Strategic HR planning will insure:<br /><ul><li>Availability of ...
Right mix – skills, competencies, gender, age
Full complement of soft skills where employees display the right attitudes and behaviours to optimize competitiveness</li>...
Skills and Demographic Profile Model<br />23rd May '11<br />6<br />GMB 6070<br />
…The strategic importance of human resource planning<br />23rd May '11<br />GMB 6070<br />7<br />An HR planning will secur...
Issues which must be addressed by the organization to motivate, spur commitment and promote function effectiveness. </li><...
Succession planning
Competencies planning</li></ul>23rd May '11<br />8<br />GMB 6070<br />
…The strategic importance of human resource planning<br /><ul><li>Equal opportunity employment policies
Motivation and fair treatment of employees
Competitive compensation for  attracting, recruiting, onboarding and retaining  high performing employees.</li></ul>23rd M...
…The strategic importance of human resource planning<br /><ul><li>Provides a consistent and competitive performance manage...
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 </li></ul>23rd May '11<br />10<br />GMB 6070<b...
Career Development Framework Model<br />23rd May '11<br />11<br />GMB 6070<br />Missing <br />Critical <br />Skills<br />S...
…The strategic importance of human resource planning<br /><ul><li>HR scans the horizons to reveal changes in the overall e...
Cultural changes that may impact future employment patterns </li></ul>23rd May '11<br />12<br />GMB 6070<br />
…The strategic importance of human resource planning<br /><ul><li>Climatic changes in employee relations
Changes in legal framework surrounding employment
Emerging HR practices. </li></ul>23rd May '11<br />13<br />GMB 6070<br />
Session 3 <br />Job Analysis<br />23rd May '11<br />14<br />GMB 6070<br />
Job Analysis<br />Job analysis is a process of collecting, analyzing and utilizing information<br />23rd May '11<br />15<b...
…Job Analysis<br />It clarifies:<br /><ul><li>Job specifications
Job descriptions
Recruitment data
Optimum performance parameters
Recruitment specifications
Training parameters
Job evaluation for banding and grading
Performance improvement parameters </li></ul>23rd May '11<br />16<br />GMB 6070<br />
Job analysis Information<br /><ul><li>Existing jobs
Job incumbent contribution expectations
Job content
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Gmb 6070 session 3 - may 23rd (fil eminimizer)

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

  1. 1. Session 3<br />Recruiting and Selecting High Performing Workforce<br />23rd May '11<br />1<br />GMB 6070<br />
  2. 2. Presentation Plan<br />Importance of human resource planning<br />Job Analysis <br />Recruitment process<br />Group discussion tasks<br />23rd May '11<br />2<br />GMB 6070<br />
  3. 3. importance of Strategic human resource planning<br /><ul><li>A strategic Human Resource planning plays a vital role in the achievement of the organization's overall strategic objectives
  4. 4. HR planning will support specific outcome objectives undertaken by every function in the organization:
  5. 5. Marketing, Finance, Production and Technology.</li></ul>23rd May '11<br />3<br />GMB 6070<br />
  6. 6. …The strategic importance of human resource planning<br /><ul><li>HR planning focuses on capturing "the people element" of what an organization hopes to achieve in the immediate, medium to long term.</li></ul>23rd May '11<br />4<br />GMB 6070<br />
  7. 7. …The strategic importance of human resource planning<br />Strategic HR planning will insure:<br /><ul><li>Availability of the correct talent
  8. 8. Right mix – skills, competencies, gender, age
  9. 9. Full complement of soft skills where employees display the right attitudes and behaviours to optimize competitiveness</li></ul>23rd May '11<br />5<br />GMB 6070<br />
  10. 10. Skills and Demographic Profile Model<br />23rd May '11<br />6<br />GMB 6070<br />
  11. 11. …The strategic importance of human resource planning<br />23rd May '11<br />GMB 6070<br />7<br />An HR planning will secure value adding inputs by articulating:<br /><ul><li>Common drivers of strategies
  12. 12. Issues which must be addressed by the organization to motivate, spur commitment and promote function effectiveness. </li></li></ul><li>…The strategic importance of human resource planning<br />Addresses issues that help the organization to efficiently and effectively achieves its business goals through:<br /><ul><li>Workforce optimization
  13. 13. Succession planning
  14. 14. Competencies planning</li></ul>23rd May '11<br />8<br />GMB 6070<br />
  15. 15. …The strategic importance of human resource planning<br /><ul><li>Equal opportunity employment policies
  16. 16. Motivation and fair treatment of employees
  17. 17. Competitive compensation for attracting, recruiting, onboarding and retaining high performing employees.</li></ul>23rd May '11<br />9<br />GMB 6070<br />
  18. 18. …The strategic importance of human resource planning<br /><ul><li>Provides a consistent and competitive performance management framework
  19. 19. Provides career development frameworks
  20. 20. Equips employees with "employability" status so that they can cope with the dynamism in the job market
  21. 21. Provides policies and frameworks to ensure systematic development of talent </li></ul>23rd May '11<br />10<br />GMB 6070<br />
  22. 22. Career Development Framework Model<br />23rd May '11<br />11<br />GMB 6070<br />Missing <br />Critical <br />Skills<br />Skills for <br />Future <br />Role<br />Future<br />Responsibilities <br />Improve <br />Performance <br />Tenure in Roles<br />Learn<br />The Job<br />Provide <br />Learning<br />Challenges<br />Stretch<br />Goals<br />Develop<br />Job Skills<br />Performance Level<br />
  23. 23. …The strategic importance of human resource planning<br /><ul><li>HR scans the horizons to reveal changes in the overall employment market – demographic dynamics/ remuneration/skills
  24. 24. Cultural changes that may impact future employment patterns </li></ul>23rd May '11<br />12<br />GMB 6070<br />
  25. 25. …The strategic importance of human resource planning<br /><ul><li>Climatic changes in employee relations
  26. 26. Changes in legal framework surrounding employment
  27. 27. Emerging HR practices. </li></ul>23rd May '11<br />13<br />GMB 6070<br />
  28. 28. Session 3 <br />Job Analysis<br />23rd May '11<br />14<br />GMB 6070<br />
  29. 29. Job Analysis<br />Job analysis is a process of collecting, analyzing and utilizing information<br />23rd May '11<br />15<br />GMB 6070<br />
  30. 30. …Job Analysis<br />It clarifies:<br /><ul><li>Job specifications
  31. 31. Job descriptions
  32. 32. Recruitment data
  33. 33. Optimum performance parameters
  34. 34. Recruitment specifications
  35. 35. Training parameters
  36. 36. Job evaluation for banding and grading
  37. 37. Performance improvement parameters </li></ul>23rd May '11<br />16<br />GMB 6070<br />
  38. 38. Job analysis Information<br /><ul><li>Existing jobs
  39. 39. Job incumbent contribution expectations
  40. 40. Job content
  41. 41. Articulation of Key Result Areas (KRAs)
  42. 42. Performance standard/quality criteria
  43. 43. Duties and responsibilities
  44. 44. Reporting relationships</li></ul>23rd May '11<br />17<br />GMB 6070<br />
  45. 45. …Job analysis Information<br /><ul><li>Motivation intervention factors:
  46. 46. Prospects for career development
  47. 47. Growth profiling and structure
  48. 48. Job enrichment roadmap
  49. 49. Career and succession planning
  50. 50. Environmental factors
  51. 51. Working condition
  52. 52. Working hours
  53. 53. Mental and emotional demands of the job </li></ul>23rd May '11<br />18<br />GMB 6070<br />
  54. 54. Data collection methods<br />23rd May '11<br />19<br />GMB 6070<br />Interviews<br />Questionnaire<br />Observation<br />Job <br />Data Bank<br />Diary<br />Checklists<br />Technical <br />Conference<br />
  55. 55. Job Analysis Process<br />23rd May '11<br />20<br />GMB 6070<br />
  56. 56. …Job Analysis Process<br />23rd May '11<br />21<br />GMB 6070<br />
  57. 57. …Job Analysis Process<br />23rd May '11<br />22<br />GMB 6070<br />
  58. 58. …Job Analysis Process<br />23rd May '11<br />23<br />GMB 6070<br />
  59. 59. …Job Analysis Process<br />23rd May '11<br />24<br />GMB 6070<br />
  60. 60. …Job Analysis Process<br />23rd May '11<br />25<br />GMB 6070<br />
  61. 61. …Job Analysis Process<br />23rd May '11<br />26<br />GMB 6070<br />
  62. 62. …Job Analysis Process<br />23rd May '11<br />27<br />GMB 6070<br />
  63. 63. Job Design<br />Davis (1966), defined a job design as:<br />“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” <br />23rd May '11<br />28<br />GMB 6070<br />
  64. 64. …Job Design<br />It is a conscious efforts to organize tasks, duties and responsibilities into one unit of work. <br />It involves:<br /><ul><li>Identification of individual tasks
  65. 65. Specification of methods of performing the tasks
  66. 66. Combination of tasks into specific jobs to be assigned to individuals</li></ul>23rd May '11<br />29<br />GMB 6070<br />
  67. 67. Approaches to job design <br />Job rotation <br />Job reengineering<br />Job enlargement<br />Job enrichment <br />Self-managing teams <br />Social-technical Systems (High- performance work design)<br />23rd May '11<br />30<br />GMB 6070<br />
  68. 68. Job design factors<br />23rd May '11<br />31<br />GMB 6070<br />
  69. 69. Recruitment process and methods<br />Organizational activities that provide a pool of applicants for the purpose of filling job openings. <br />It is a process of searching for prospective employees. <br />Stimulates and encourages qualified candidates to apply for jobs in the organization. <br />23rd May '11<br />32<br />GMB 6070<br />
  70. 70. …Recruitment process and methods<br />Sources of Recruitment: <br /><ul><li>Present Employees
  71. 71. Unsolicited Applicants
  72. 72. Educational and Professional Institutions
  73. 73. Public Employment Offices
  74. 74. Private employment Agencies
  75. 75. Employee Referrals
  76. 76. Help wanted Advertising
  77. 77. Walk-Ins </li></ul>23rd May '11<br />33<br />GMB 6070<br />
  78. 78. …Recruitment process and methods<br />Selection: <br /><ul><li>Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position.
  79. 79. A good selection requires a methodical approach to the problem of finding the best matched person for the job </li></ul>23rd May '11<br />34<br />GMB 6070<br />
  80. 80. Selection process and methods<br />Selection Process <br /><ul><li>Preliminary Interview
  81. 81. Selection Tests
  82. 82. Employment Interview
  83. 83. Reference and Background Analysis
  84. 84. Physical Examination
  85. 85. Job Offer
  86. 86. Employment Contract </li></ul>23rd May '11<br />35<br />GMB 6070<br />
  87. 87. Factors affecting recruitment and selection of employees<br />Factors Governing Recruitment <br /><ul><li>Internal Factors </li></ul>Recruitment Policy of the Org <br />Size of the org & the Number of Employees Employed <br />Cost Involved in Recruitment <br />Growth & Expansion Plans of the Org. <br />23rd May '11<br />36<br />GMB 6070<br />
  88. 88. …Factors affecting recruitment and selection of employees<br />23rd May '11<br />37<br />GMB 6070<br /><ul><li>Factors Governing Recruitment
  89. 89. External Factors
  90. 90. Supply & Demand of Specific Skills in the Market
  91. 91. Political & Legal considerations such as Reservations of jobs for reserved Categories
  92. 92. Company’s Image Perception by the Job Seekers. </li></li></ul><li>Principles of Job Design<br /><ul><li>To influence skill variety, provide opportunities for people to do several tasks and combine tasks
  93. 93. To influence task identity and form natural work units
  94. 94. To influence task significance
  95. 95. To influence autonomy, give people responsibility for determining their own working system
  96. 96. To influence feed back, establish good relationships and open feedback channels </li></ul>23rd May '11<br />38<br />GMB 6070<br />
  97. 97. Class Teams assignment<br />23rd May '11<br />39<br />Eagles <br />Team-6<br />Synergy 3<br /><ul><li>Identify and discuss factors of job analysis to reveal the strategic importance of HR’s contribution to performance improvement partnership in an organization</li></ul>Identify the key areas of job analysis (JA) and discuss how HR can apply the JA skills to address issues that optimize corporate competitiveness <br />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<br />GMB 6070<br />
  98. 98. The End<br />WK3 – GMB 6070 Summer ’11<br />Thank you<br />23rd May '11<br />GMB 6070<br />40<br />
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