Hrm module ii


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Hrm module ii

  1. 1. Human Resource ManagementMBA (G)/ MBA (B&F)MBA 201Module IIYogesh KumarFaculty (HR), ABS,Amity University Gurgaon
  2. 2. Job Analysis• Job Analysis is a process to identify and determine in detail theparticular job duties and requirements and the relativeimportance of these duties for a given job.• The Job; not the person An important concept of Job Analysisis that the analysis is conducted of the Job, not the person.While Job Analysis data may be collected from incumbentsthrough interviews or questionnaires, the product of theanalysis is a description or specifications of the job, not adescription of the person.
  3. 3. To establish and document the job relatedness ofemployment procedures such astraining, selection, compensation, and performanceappraisal.Purpose of Job Analysis:
  4. 4. Process of Job analysisOrganizationalAnalysisSelection ofjobs to beanalyzedDatacollectionJobdescriptionJobspecification
  5. 5. Methods of Collecting Job Analysis Data• Observation• Performing the job.• Critical incidents• Interview- individual & group• Panel of experts• Diary method• Questionnaire– Structured– Unstructured
  6. 6. Job Description• A job description is a written statement of the duties,responsibilities, required qualifications and reportingrelationships of a particular job.• The job description is based on objective information obtainedthrough job analysis.• Job description acts as an important resource for– Describing the job to potential candidates– Guiding new hired employees in what they are specificallyexpected to do– Providing a point of comparison in appraising whether theactual duties align with the stated duties.
  7. 7. Example of Job DescriptionJOB TITLE:_____ OCCUPATIONALCODE: ________REPORTS TO:___ JOB NO. :___________________SUPERVISES:___ GRADE LEVEL:_______________AS ON DATE :_________FUNCTIONS:______________________________________________________________________________________________________DUTIES AND RESPONSIBILITIES:______________________________________________________________________________________________________JOB CHARACTERISTICS:______________________________________________________________________________________________________
  8. 8. Job Specification• Job specifications specify the minimum acceptablequalifications required by the individual to perform the taskefficiently. Based on the information obtained from the jobanalysis procedures, job specification identifies thequalifications, appropriate skills, knowledge, and abilities andexperienced required to perform the job.• Job specification is an important tool in the selection processas it keeps the attention of the selector on the necessaryqualifications required for that job.
  9. 9. Example of Job SpecificationJOB TITLE: ___________________________________________________EDUCATION:__________________________________________________PHYSICAL HEALTH:____________________________________________________________APPEARANCE:____________________________________________________________MENTAL ABILITIES:____________________________________________________________SPECIAL ABILITIES:____________________________________________________________PREVIOUS WORK EXPERIENCE:____________________________________________________________SPECIAL KNOWLEDGE &SKILLS:____________________________________________________OTHER :
  10. 10. IMPORTANCE• Human resource planning• Personnel recruitment, Selection and placement• Training and personnel development• Employee compensation• Engineering designing• Job designing• Performance measurement and rating• Health and safety measures• Career planning
  11. 11. CONCLUSIONEmployee Satisfaction is Organization’s Success
  12. 12. 12–12Human Resource Planning– The process by which managers ensure that theyhave the right number and kinds of people in theright places, and at the right times, who are capableof effectively and efficiently performing their tasks.– Helps avoid sudden talent shortages and surpluses.– Steps in HR planning:• Assessing current human resources• Assessing future needs for human resources• Developing a program to meet those future needs
  13. 13. HR Planning• Present and future manpower requirements• Net human resource requirements• Mould, change and develop employees to meet futureorganizational requirements• Attract and acquire human resources from the market13
  14. 14. 4/20/2013 14Strategic Human Resource Planning InvolvesDesignHR goals inalignment withgoals of theorganization aredesignedIdentifyHR required toachieve thesegoals is identifiedDevelopHR is developedinternally oracquired themfrom outside.
  15. 15. RecruitmentAccording to Edwin B. Flippo,“ Recruitment is the process ofsearching the candidates for employment and stimulating themto apply for jobs in the organisation ”Meaning:Recruitment is the activity that links the employers and the jobseekers.A process of finding and attracting capable applicants foremployment
  16. 16. Recruitment• Once an organization identifies its human resource needsthrough employment planning, it can begin the process ofrecruiting potential candidates for actual or anticipatedorganizational vacancies.• Recruiting brings together those with jobs to fill and thoseseeking jobs.
  17. 17. Sources of Recruitment
  18. 18. SelectionDefinitionAccording to Thomas stone “Selection is the process ofdifferentiating between applicants in order to indentify andhire those with a greater likelihood of success on the jobs. ”In simple words……It is the functions perform by the management of selecting the rightemployees at the right time After identifying the sources of humanresources, searching for prospective employees and stimulating themto apply for jobs in an organization .The objective of the selection decision is to choose the individual whocan most successfully perform the job from the pool of qualifiedcandidates.
  19. 19. Selection• Selection involves a series of steps by which the candidates arescreened for choosing the most suitable persons for vacant posts.• The process of selection leads to employment of persons whopossess the ability and qualifications to perform the jobs, whichhave fallen vacant in an organization.• The basic purpose of the selection process is to choose right typeof candidates to man various positions in the organization. Inorder to achieve this purpose, a well-organized selectionprocedure involves many steps and at each step, unsuitablecandidates are rejected.19
  20. 20. Selection Process• Preliminary Interview• Application Blank/ Receiving Applications• Screening of Applications• Employment Test– Intelligent tests– Aptitude tests– Personality tests– Projective tests– Interest tests– Achievement tests– Other tests• Selection Interview (Structured/Unstructured/Stress)• Physical Examination• Checking References• Final Selection20
  21. 21. Employment Tests• Mechanism that attempts to measure certaincharacteristics of individuals, e.g.,– aptitudes– intelligence– personality• Should be validated before being used to make hiringdecisions• Estimates say 60% of all organizations use some type ofemployment tests.
  22. 22. EMPLOYMENT TESTS Performance Test Personality Test. Aptitude Test. Interest Test. Intelligence Test. Projective Test. G K Test. Perception Test
  23. 23. ADVANTAGES OF TESTS Judging Mental Qualities. Applicants Ability. Character Of Candidate. Proper Placement. Systematic & Reliable Method.
  24. 24. 24CONGRATULATIONS!You have a new employee!
  25. 25. PLACEMENT
  26. 26. PLACEMENT - INTRODUCTION• Placement is a process of assigning a specific job to each ofthe selected candidates.• An actual posting of an employee to the specific job with rank& responsibilities attached to it.• It involves assigning a specific rank and responsibility to anindividual.• It implies matching the requirements of a job with thequalifications of the candidate’sskills, abilities, potentials, capacities and their expectationstowards the organization.
  27. 27. PLACEMENT- SIGNIFICANCE• It improves employee morale.• It helps in reducing employee turnover.• It helps in reducing absenteeism.• It helps in reducing Conflict rates.• It avoids misfit between the candidate and the job.• It helps the candidate to work as per the predeterminedobjectives of the organization.
  28. 28. INDUCTION
  29. 29. INDUCTION - INTRODUCTION• Once an employee is selected and placed on an appropriatejob, the process of familiarizing him with the job and theorganization is known as Induction.• The process through which a new recruit is introduced into thejob.• Removes fear from the mind, creates a good impression aboutthe organization and acts as a valuable source of information.
  30. 30. INDUCTION - OBJECTIVES• To help the new comer to overcome his shyness and overcomehis shyness nervousness in meeting new people in a newenvironment.• To give new comer necessary information such as location of acafé, rest period etc.• To build new employee confidence in the organization.• It helps in reducing labor turnover and absenteeism.• It reduces confusion and develops healthy relations in theorganization.• To ensure that the new comer do not form false impressionand negative attitude towards the organization.• To develop among the new comer a sense of belonging andloyalty to the organization.
  31. 31. INDUCTION - CONTENTS• Brief history and operations of the company.• The company’s organization structure.• Policies and procedure of the company.• Products and services of the company.• Location of department and employee facilities.• Safety measures.• Grievances procedures.• Benefits and services of employee.• Standing orders and disciplinary procedures.• Opportunities for training, promotions, transferetc.• Suggestion schemes.• Rules and Regulations.
  32. 32. Questions
  33. 33. Thank You!!!