The document discusses the role of an HR business partner (HRBP). It states that the HRBP is responsible for aligning business objectives with employees and management. The HRBP serves as a consultant to management on HR issues and acts as an employee champion and change agent. Key responsibilities of the HRBP include being a single point of contact for clients, supporting clients to achieve goals, leading change projects, and designing development programs.

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:ISO 9001 2008 Certified Company
Best HR Practice
Best HR Practice
Best HR Practice
Special Achievement Award
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)Sigma
Best HR Professional
HR Champion
&AWARDS
ACCOLADES

2. Strategy | Placement | Operation | Training
www.hrspot.co.in
:ISO 9001 2008 Certified Company
Best HR Practice
Best HR Practice
Best HR Practice
Special Achievement Award
(Star Greenbelt of East Six
)Sigma
Best HR Professional
HR Champion
&AWARDS
ACCOLADES

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Purpose

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 The HR business partner (HRBP) position is responsible for
aligning business objectives with employees and
management
 The position serves as a consultant to management on
human resource-related issues
 The successful HRBP acts as an employee champion and
change agent
 Communicating needs proactively with our HR department
and business management, the HRBP seeks to develop
integrated solutions
 Responsible not only for Administrative tasks but to drive
business revenue generation

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Control
Drive Business
Imperatives
Enable Decisions And
Management
Serve staff AutomatePersonnel
Department
Operational
HR
Integrated
Talent
Management
High Impact
HR
Payroll Centric Technology
HR ERP Technology
Talent Technology
Next
Evolution of Human Resources & enabling
Technology

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Key Roles and Responsibilities
 Single point of contact for internal clients
 Supporting internal clients in achieving their business goals
 Deliver state-of-the-art HR Processes
 Providing immediate feedback on all HR processes, procedures and
initiatives
 Leading change management projects for internal clients and Human
Resources
 Designing robust succession pipelines
 Acting as the independent advisor for employees in tough situations
 Designing cross-functional development programs in co-operation with
Training Specialist
 Keeping HR processes in a full compliance with the legal and regulatory
(internal, external) framework

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www.hrspot.co.in
:ISO 9001 2008 Certified Company
Best HR Practice
Best HR Practice
Best HR Practice
Special Achievement Award
(Star Greenbelt of East Six
)Sigma
Best HR Professional
HR Champion
&AWARDS
ACCOLADES

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Activity
Activity Title : - Qualities & Roles of HR.
Activity Description : - All Students will be asked to write down at least 7good
qualities and 10 roles of an HR. The work procedure and what are the main areas
of dealing when you are a HR.
Activity Type : - Individual Activity.
Activity Time : - 15 Mins.

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What is Job Analysis

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 Systematic analysis of each job
for the purpose of collecting
information as to what the job
holder does, under what
circumstances it is performed and
what qualifications are required
for doing that job
 Process of studying and
collecting information relating to
the operations and responsibility
of a specific job
 Human Resource Planning
 Recruitment
 Selection of Personnel
 Training & Development
 Organizational Audit
 Job Evaluation
 Job Design
 Performance Appraisal
 Career Planning
 Safety & Health
What is Job Analysis and Purpose

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 It helps in devising an acceptable wage.
 It helps in the proper placement of workers in job.
 It helps the personnel department to recruit the right person for a
job since requirement of each job are clearly indicated.
 It helps in formulating the internal training plan.
 It helps to avoid wage and other discrimination for similar jobs in
same organisation or a group of organisations under the same
management.
Advantages

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Methods of Job Analysis

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Components of Job
Analysis
Job SpecificationJob Description
 Personal Observation
 Questionnaires
 Log records
 Personal Interview
Techniques

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Job Description
 Educational and Professional
Qualification
 Skills
 Practical Experience
 Physical fitness
 Special qualities required for
performing the job
 Intelligence, judgement and
initiative required for performing
the job
 Job Title
 Location
 Supervision Given and received
 Materials , tools, machinery and
equipment worked with
 Designation
 Salary
 Gender Preference
Job DescriptionJob Specification

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www.hrspot.co.in
:ISO 9001 2008 Certified Company
Best HR Practice
Best HR Practice
Best HR Practice
Special Achievement Award
(Star Greenbelt of East Six
)Sigma
Best HR Professional
HR Champion
&AWARDS
ACCOLADES

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What is Job Evaluation

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 Job Evaluation is a systematic way of determining the
value/worth of a job in relation to other jobs in an
organization.
 Makes a systematic comparison between jobs for the
purpose of establishing a rational pay structure
 The process of determining how much a job should be
paid, balancing two goals
Internal Equity: Paying different jobs differently, based
on what the job entails
External Competitiveness: Paying satisfactory
performers what the market is paying

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Objectives of Job Evaluation

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 Helps in determining wage
 To ensure equal wages to the jobs of equal worth or value
 To minimize wage discrimination based on sex, age, caste,
region, religion etc.
 Helps in the proper placement of workers in job
 Helps the personnel department to recruit the right
person
 Helps in formulating the internal training plan
 Helps to avoid wage and other discrimination for similar
jobs in same organisation or a group of organisations
under the same management

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Process of Job Evaluation

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Methods of Job Evaluation

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 Ranking or Job
Comparison
 Grading or Job
Classification
 Point Rating
 Factor Comparison
Qualitative Method Quantitative Method
A Job Evaluation committee should be created to decide
the best method for the organisation

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 Simplest method
 Each job is compared with other
and this comparison of jobs goes
on until all the jobs have been
evaluated and ranked
 All jobs are ranked in the order of
their importance from the
simplest to the hardest or from
the highest to the lowest.
Ranking Methods

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 A job grade is defined as a group of different jobs of similar
difficulty or requiring similar skills to perform them.
 The grades or classes are created by identifying some common
denominator such as skills, knowledge and responsibilities.
 System of job evaluation by which jobs are classified and
grouped according to a series of predetermined wage grades
Grading Methods

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Grading Methods - Example

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Point Rating Methods

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Factor Comparison Methods

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 Rorschach Ink-Blot Test
 FIRO-B
 Picture Frustration Test
 Thematic Apperception Tests (TAT)
 16 PF
 MBTI
 OPQ32
 Thomas Personal Profiling System
 Gordon’s Personal Profile Inventory
 Most popular: 16F, Thomas Personal Profiling

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Activity
Activity Title : - Job Evaluation
Activity Description : - List down all possible designation/profile in an Hospital.
Execute a Job Evaluation exercise for all of them using Grading system and any
one of Point rating or Factor comparison method and declare the most important
job.
Activity Type : - Individual Activity.
Activity Time : - 20 Mins.

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