This document summarizes a presentation on recruiting and selecting a high performing workforce. It discusses the importance of strategic human resource planning, including ensuring the availability of the correct talent with the right skills, competencies, and soft skills. It also covers job analysis, which is the process of collecting and analyzing job information to clarify job specifications, descriptions, and performance parameters. Additional topics include recruitment processes and methods, selection processes and methods, and factors that affect recruiting and employee selection.

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

2. Presentation Plan Importance of human resource planning Job Analysis Recruitment process Group discussion tasks 23rd May '11 2 GMB 6070

4. HR planning will support specific outcome objectives undertaken by every function in the organization:

5. Marketing, Finance, Production and Technology.23rd May '11 3 GMB 6070

8. Right mix – skills, competencies, gender, age

9. Full complement of soft skills where employees display the right attitudes and behaviours to optimize competitiveness23rd May '11 5 GMB 6070

10. Skills and Demographic Profile Model 23rd May '11 6 GMB 6070

13. Succession planning

14. Competencies planning23rd May '11 8 GMB 6070

16. Motivation and fair treatment of employees

17. Competitive compensation for attracting, recruiting, onboarding and retaining high performing employees.23rd May '11 9 GMB 6070

19. Provides career development frameworks

20. Equips employees with "employability" status so that they can cope with the dynamism in the job market

21. Provides policies and frameworks to ensure systematic development of talent 23rd May '11 10 GMB 6070

22. Career Development Framework Model 23rd May '11 11 GMB 6070 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

24. Cultural changes that may impact future employment patterns 23rd May '11 12 GMB 6070

26. Changes in legal framework surrounding employment

27. Emerging HR practices. 23rd May '11 13 GMB 6070

28. Session 3 Job Analysis 23rd May '11 14 GMB 6070

29. Job Analysis Job analysis is a process of collecting, analyzing and utilizing information 23rd May '11 15 GMB 6070

31. Job descriptions

32. Recruitment data

33. Optimum performance parameters

34. Recruitment specifications

35. Training parameters

36. Job evaluation for banding and grading

37. Performance improvement parameters 23rd May '11 16 GMB 6070

39. Job incumbent contribution expectations

40. Job content

41. Articulation of Key Result Areas (KRAs)

42. Performance standard/quality criteria

43. Duties and responsibilities

44. Reporting relationships23rd May '11 17 GMB 6070

46. Prospects for career development

47. Growth profiling and structure

48. Job enrichment roadmap

49. Career and succession planning

50. Environmental factors

51. Working condition

52. Working hours

53. Mental and emotional demands of the job 23rd May '11 18 GMB 6070

54. Data collection methods 23rd May '11 19 GMB 6070 Interviews Questionnaire Observation Job Data Bank Diary Checklists Technical Conference

55. Job Analysis Process 23rd May '11 20 GMB 6070

56. …Job Analysis Process 23rd May '11 21 GMB 6070

57. …Job Analysis Process 23rd May '11 22 GMB 6070

58. …Job Analysis Process 23rd May '11 23 GMB 6070

59. …Job Analysis Process 23rd May '11 24 GMB 6070

60. …Job Analysis Process 23rd May '11 25 GMB 6070

61. …Job Analysis Process 23rd May '11 26 GMB 6070

62. …Job Analysis Process 23rd May '11 27 GMB 6070

63. 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” 23rd May '11 28 GMB 6070

65. Specification of methods of performing the tasks

66. Combination of tasks into specific jobs to be assigned to individuals23rd May '11 29 GMB 6070

67. Approaches to job design Job rotation Job reengineering Job enlargement Job enrichment Self-managing teams Social-technical Systems (High- performance work design) 23rd May '11 30 GMB 6070

68. Job design factors 23rd May '11 31 GMB 6070

69. 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. 23rd May '11 32 GMB 6070

71. Unsolicited Applicants

72. Educational and Professional Institutions

73. Public Employment Offices

74. Private employment Agencies

75. Employee Referrals

76. Help wanted Advertising

77. Walk-Ins 23rd May '11 33 GMB 6070

79. A good selection requires a methodical approach to the problem of finding the best matched person for the job 23rd May '11 34 GMB 6070

81. Selection Tests

82. Employment Interview

83. Reference and Background Analysis

84. Physical Examination

85. Job Offer

86. Employment Contract 23rd May '11 35 GMB 6070

89. External Factors

90. Supply & Demand of Specific Skills in the Market

91. Political & Legal considerations such as Reservations of jobs for reserved Categories

93. To influence task identity and form natural work units

94. To influence task significance

95. To influence autonomy, give people responsibility for determining their own working system

96. To influence feed back, establish good relationships and open feedback channels 23rd May '11 38 GMB 6070

98. The End WK3 – GMB 6070 Summer ’11 Thank you 23rd May '11 GMB 6070 40