Human resource acquisition involves analyzing employment needs, skills requirements, and trends to forecast staffing levels. The acquisition function includes recruiting qualified candidates through tools like testing and interviews while adhering to discrimination laws. Job analysis is the process of understanding jobs by describing duties, qualifications, relationships, and work conditions. It informs hiring, placement, compensation, and career development. Analysis captures the job description of tasks and responsibilities as well as the job specification of minimum candidate qualifications and characteristics. Various job design methods like rotation, simplification, enlargement, and enrichment are used to structure work and keep jobs relevant and satisfying.

1. ACQUISITION OF HUMAN
RESOURCE
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2. Process of Job analysis
 1. Organisational Job Analysis
• to know the makeup of a job, its relation to other jobs, and its contribution
to performance of the organisation.

3. CONCEPT OF ACQUISITION
 Acquisition duties consist of human resource planning for employees
 It includes;
 Activities related to analyzing employment needs,
 Determining the necessary skills for positions,
 Identifying job and industry trends
 Forecasting future employment levels and skill requirements.
 These tasks may be accomplished using such tools and techniques as
questionnaires, interviews, statistical analysis, building skill inventories, and
designing career path charts.

4.  The acquisition function encompasses activities related to recruiting workers, such
as designing evaluation tests and interview methods.
 Chief goal is to hire the most-qualified candidates without encroaching on federal
regulations or allowing decision makers to be influenced by unrelated stereotypes.
 HRM departments at some companies may choose to administer honesty or
personality tests, or to test potential candidates for drug use.
 Recruitment responsibilities also include ensuring that the people in the
organization are honest and adhere to strict government regulations pertaining to
discrimination and privacy.
 To that end, human resource managers establish and document detailed recruiting
and hiring procedures that protect applicants and diminish the risk of lawsuits.

5. JOB ANALYSIS
 Refers to process of collecting information about a job
 It is anatomy of job
 It is performed on ongoing jobs only, it contains contents
 Jones and Decothis “ Job analysis is the process of getting information about
jobs; specially, what the worker does; how he gets it; skill, education and
training required; relationship to other jobs, physical demands;
environmental conditions”
 2 aspects of Job Analysis
 Job description
 Job specification

6. WHAT IS JOB
 In simple words, a job may be understood as a division of total work into
packages/positions.
 According to Dale Yoder ‘, “A job is a collection or aggregation of tasks, duties
and responsibilities which as a whole, is regarded as a regular assignment to
individual employees and which is different from other assignments”.
 Each job has a definite title based on standard trade specialisations within a
job.

7. WHAT IS JOB ANALYSIS
 Job analysis refers to the process of collecting information about a job
 Job analysis is performed upon ongoing jobs only.
 Job Analysis is a process to identify and determine in detail the particular job
duties and requirements and the relative importance of these duties for a
given job. Job Analysis is a process where judgements are made about data
collected on a job.
 Edwin B. Flippo has defined job analysis as the process of studying and
collecting information relating to the operations and responsibilities of a
specific job. The immediate products of this analysis are job descriptions and
job specifications”.

8.  There are two major aspects of job analysis:
 1. Job Description
 2. Job Specification

9. Job Description
 Job description is a functional description of the contents what the job
entails.
 It is a narration of the contents of a job.
 It is a description of the activities and duties to be performed in a job, the
relationship of the job with other jobs, the equipment and tools involved, the
nature of supervision, working conditions and hazards of the job and so on.
 Job description differentiates one job from the other.
 Job description is a written statement of what a job holder does, how it is
done, and why it is done.

10. Job description is done for fulfilling the
following purposes
 1. Grading and classification of jobs
 2. Placement and Orientation of new employees
 3. Promotions and transfers
 4. Outlining for career path
 5. Developing work standards
 6. Counselling of employees
 7. Delimitation of authority

11. Job Specification
 While job description focuses on the job, job specification focuses on the
person i.e, the job holder.
 Job specification is a statement of the minimum levels of qualifications,
skills, physical and other abilities, experience, judgment and attributes
required for performing job effectively.
 In other words, it is a statement of the minimum acceptable qualifications
that an incumbent must possess to perform a given job. It sets forth the
knowledge, skills and abilities required to do the job effectively.
 Job specification specifies the physical, psychological, personal, social and
behavioural characteristics of the job holders.

12. The usages of job specification include:
 1. Personnel planning
 2. Performance appraisal
 3. Hiring
 4. Training and development
 5. Job evaluation and compensation
 6. Health and safety
 7. Employee discipline
 8. Work scheduling
 9. Career planning

14. PROCESS OF JOB ANALYSIS

15. JOB DESIGN
 Job design means to decide the contents of a job. It fixes the duties and responsibilities of the
job, the methods of doing the job and the relationships between the job holder (manager) and
his superiors, subordinates and colleagues.
 Job design is the process of organizing work as group of tasks, arranging and defining the job
process and structure at the workplace depending on the job analysis performed.
 job design takes into account the organizational objectives to be achieved along with trying to
minimize on–the-job fatigue, stress and human error.
 Job Design is done specifically to reduce the mechanical aspects of the job and make sure that
the employee derives job satisfaction from the assigned roles and responsibilities.
 Job analysis plans the job and analyses the roles and responsibilities which are core to the job
but Job design makes the job better and basically updates the job so that it remains relevant

16. Importance of Job Design
 It is the process which makes sure that the job remains updated and is
relevant to the employee.
 To reduce dissatisfaction which comes while doing the job on daily basis.
 Job design has primary responsibility of regularly updating the job.

17. Job Design Methods
 Job Rotation: This method of job design, known as job rotation, is where employees of an
organization as exposed to several different roles & profiles across the company. Employees
are rotated across various job profiles and the best-suited roles are identified.
 2. Job Simplification: Job design method based on complexity of work can be understood by
job simplification. This involves identifying mechanical processes, repetitive work, one-
product development, tools & skills required.
 3. Job Enlargement: The job design method of job enlargement adds more tasks & value to
an existing job profile. Apart from the basic skills & abilities required to do the basic work,
job enlargement offers more tasks to be performed to the employee
 4. Job Enrichment: Job enrichment method of job design looks at enriching the work of the
employee by adding more responsibility, value and decision-making powers. This enriches an
individual not only professionally but also adds to personal development.