This document discusses job analysis and job design. It contains the names and registration numbers of group members for an HRM course. The contents section lists topics to be covered related to job analysis, such as definitions, methods, uses and advantages/disadvantages. It also discusses job analysis steps and components. Job design topics include approaches, processes and methods. The document provides definitions and discussions of key concepts.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
Understand and Differentiate between strategic recruitment and selection.
Identify the dual goals of recruiting.
Comprehend recruitment process from organizational as well as individual perspective.
Identify what strategic decisions are involved in recruiting.
Explain the major recruitment methods and analyze their advantages and disadvantages.
Identify the basic selection criteria.
Design and administer an effective selection process.
Evaluate the three methods e.g., information gathering, tests and interviewing used in employee selection.
Appreciate varied contemporary interviewing techniques used by interviewers.
Design interview form and evaluation matrix.
“Placement refers to the allocations of people to the job. It includes initials assignment of new employees and promotion transfer or demotion of present employees.”
->Introduction of placement
->Definition of placement
->Significance of placement
->Principles of placement
->Process of placement
->Differential of placement
->Importance of placement
->Benefits of placement
->Conclusion
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
Selection Process In Human Resource Management - HRMFaHaD .H. NooR
Selection In Human Resource Management HRM. Selection Process in hrm
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.
2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.
Selection:
1. Selection is concerned with picking up the right candidates from a pool of applicants.
2. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
“Placement refers to the allocations of people to the job. It includes initials assignment of new employees and promotion transfer or demotion of present employees.”
->Introduction of placement
->Definition of placement
->Significance of placement
->Principles of placement
->Process of placement
->Differential of placement
->Importance of placement
->Benefits of placement
->Conclusion
Performance appraisal means the systematic evaluation of the performance of an expert or his immediate superior. Performance appraisal is a method of evaluating the behavior of employees in the work spot, normally including both the quantitative and qualitative aspects of job performance. Performance here refers to the degree of accomplishment of the tasks that make up an individual's job. It indicates how well an individual is fulfilling the job demands.
Selection Process In Human Resource Management - HRMFaHaD .H. NooR
Selection In Human Resource Management HRM. Selection Process in hrm
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:
1. Recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs.
2. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible.
Selection:
1. Selection is concerned with picking up the right candidates from a pool of applicants.
2. Selection, on the other hand, is negative in its application in as much as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.
MEANING OF SELECTION:
Selection is the process of picking up individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is as under
Definition of Selection: Process of differentiating
“Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.”
hai its my first upload to this website please analyse and give me suggestions for any improvements beacuse i am an MBA student i want to learn something more
To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.
A study related to job and its three components job description, job specification and job evaluation. Learn what is Job Analysis concept meaning and definition in HRM?
For more information visit https://www.hrhelpboard.com/performance-management/job-analysis.htm
Power point presentation on thr topic Job Analysissharmahemant3612
It's a job analysis power point presentation. This ppt contain job analysis meaning, it's process, it's types, methods for data collection in job analysis, and benifits.
This ppt is the logical explanation of how job design and analysis helps the HR department to find or choose a perfect and efficient candidate for the organization. And a brief idea about the recruitment process and how it works.
Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection ...
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This presentation is prepared for the internship program consisting of information about the organization and major activities performed by the student in his internship period in SDB Bank Plc.
Workers who use computers for long periods or time are susceptible to health problems.
Many of these problems are avoidable.
You need to be aware on what the problems are and how they can be avoided.
2. Mr. E.M.M.K Edirisingha 2012/BAD/126
Mr. W. Parasuraman 2012/BAD/168
Mr. P.Arulrajhan 2012/BAD/018
Miss. Dinojah.S 2012/BAD/043
Miss. Elakkiya.A 2012/BAD/049
Miss. Gowsiga.K 2012/BAD/056
Miss. Puwanambegai.M 2012/BAD/187
Miss. Sinthuja.S 2012/BAD/244
Names Reg.No
3. Definition of Job analysis
Job analysis steps
Components of Job analysis
Process of Job analysis
Job analysis information
Methods for data collection
Job analysis method
Uses of Job analysis
Contents
4. Advantages of Job analysis
Disadvantages of Job analysis
Problems with Job analysis
Definition of Job design
Approaches to Job design
Job design process
Job design methods
Advantages of Job design
Disadvantages of Job design
Contents Cont..
5. Job analysis is the process of studying and
collecting information relating to the operations
and responsibilities of a specific job.
-K.Aswathappa
Right Person for the
Right Job at the
Right Time and In a
Right Place.
6.
7. Before discussing job analysis in more detail,
many related terms used in personnel should be
carefully defined:
TASK: A distinct work activity which has an
identifiable beginning and end.
Ex: post man sorting bag full of mails in
appropriate boxes
DUTY: Several tasks which are related by some
sequence of events.
8. Collecting and recording job information.
Checking the job information for accuracy.
Writing job description based on information.
Using the information to determine the skills,
abilities, and knowledge that are required on the
job.
Updating the information from time to time.
9. There are two components in job analysis.
1) Job description
2) Job specification
10. Job Specification
A written summary of tasks, duties and
responsibilities of a job.
The minimum skills, education, and experience
necessary for an individual to perform a job.
Job Description
11. Job Analysis
Job SpecificationJob Description
Job Title
Working Hours
Duties &
Responsibilities
Working Conditions
Salaries & Incentives
Qualifications
Qualities
Experience
Family Background
Training
12. Personnel planning
Performance appraisal
Hiring
Training and development
Job evaluation and compensation
Health and safety
Employee discipline
Work scheduling
Career planning
13. Jobs can be analyzed through a process, which
consists of Six basic steps, these steps consist of:
1. Collection of background information
2. Selection of representative positions to be
analyzed
3. Collection of job analysis data
4. Developing a job description
5. Developing of a job Specification
6. Developing Employee Specification
14. Identify a job to
analyze
Develop the target
audience
description
Compile the total
task inventory
Collect task
performance data
Update the task list
based on individual
task analyses findings
Distribute the
approved critical
task list
Obtain critical
individual task list
approval
Identify critical
individual shred
tasks
Nominate critical
individual tasks
Survey is
administer
ed to job
incumbent
s and
supervisors
of job
incumbent
s
Survey data is
complied in a
report and
provided to the
critical task
selection board
15.
16. Job identification
Significant characteristics of a job
What the typical worker does?
Job duties
What materials and equipments the worker
uses
How a job is performed
Required personal attributes
Job relationships
20. HR planning
Recruitment and selection
Orientation
Job evaluation
Training and development
Performance Appraisal
Compensation and Benefits
Career planning and development
Health and safety
21. Present immediate information
Assist in designing the requirements to perform
a job.
Assist in the hiring process
Helps in performing evaluation and appraisal
processes.
Assists in delivering appropriate training.
Assists in Deciding Compensation Package for a
Specific Job
22. Subjective matters
Lengthy projects
Require lots of human efforts
Source of Data is Extremely Small
Unqualified Job Analyst
Mental Abilities Cannot be Directly Observed
23. Support from top management
Single means and source
No training or motivation
Activities may be distorted
24.
25. Job Design is the process of deciding on the
content of a job in terms of its duties and
responsibilities; on the methods to be used in
carrying out the job, in terms of techniques,
systems and procedures and on the relationships
that should exist between the job holder and the
superiors, subordinates and colleagues.
26. To Meet the organizational requirements such
as higher productivity, operational efficiency,
quality of product/service etc
To satisfy the needs of the individual
employees like interests, challenges,
achievement or accomplishment, etc.
Integrate the needs of the individual with the
organizational requirements.
28. The work of every workman is fully planned out by
the management at least on day in advance and each
man receives in most cases complete written
instructions, describing in detail the task which
he/she has to accomplish. -FW Taylor
Problem with this approach:
Repetition-Mechanical pacing-no end product-little
social interaction-no input.
29. The Human relations approach recognized the need to
design jobs which are interesting and rewarding.
Herzberg’s research popularized “The notion of
enhancing need satisfaction through what is called job
enrichment”
Factors involved:
Motivators like achievement, recognition, work itself,
responsibility, advancement and growth and Hygienic
factors.
According to Herzberg. The Employee is dissatisfied
with the job if required maintenance factors to the
required degree are not introduced into the job.
30. Theory by Hackman and Oldham states that
employees will work hard when they are rewarded
for the work they do and when the work gives them
satisfaction.
Hence integration of motivation, satisfaction and
performance with job design.
According to this approach Job can be described in
terms of five core job dimensions:
1) Skill Variety
2)Task Identity
3)Task significance
4)Autonomy
5)Feedback
31. Job Design Process has to start from what activity
needs to be done in order to achieve
organizational goals.
It requires use of techniques like work-study,
process planning, organizational methods and
organizational analysis and also technical
aspects.
33. Job Rotation:
Refers to the movement of an employee from one Job to
another.
Note That jobs themselves are not actually Changed, only
employees are Rotated among various jobs.
Job Enlargement :
When a job is enlarged the tasks being performed are either
enlarged or several short tasks are given to on worker, thus the
scope of the Job is increased because there are many tasks to be
performed by the same worker.
Job Enrichment:
Job enrichment as is currently practiced all over the work is a
direct outgrowth of Herzberg’s Two factor theory of motivation.
34. Organizational Design
Structure Of Competent Employee
Motivation And Commitment Of Employees
Environmental Adaptation
Labor relation
Quality of work life
Organizational productivity