Index

SR NO.

PARTICULARS

1.

Job Analysis (concept)

2.

Uses

3.

Process of Job Analysis

4.

Methods of Job Analysis

5.

Recruitment (meaning)

6.

Factors affecting recruitment

7.

Recruitment process

8.

Sources of recruitment (internal, external)

What is Job Analysis?

Job analysis is the process of gathering
information about a job. It is, to be more
specific, a systematic investigation of the
tasks,
duties
and
responsibilities
necessary
to do a job.
Specially
,What the worker does;
how he gets
it done, why he does it ,skill
,education and
training required , relationship to
other jobs,
Physical demands, environmental
conditions

Uses
1. Training and Development Job analysis information is used to
design and implement training and development programs.
2. Health & Safety job analysis information helps create a healthy
and safe working environment.
3. Performance Appraisal Job analysis information is essential to
the establishment of performance standards.
4. Selection job analysis information identifies what the job is by
defining what duties and responsibilities must be performed.
5. Recruitment job analysis information helps the HR Manager
attract better qualified candidates by identifying who to recruit and
how and where to recruit them by establishing the job requirements
that must meet.
6. Human resource planning:Job analysis helps in forecasting
human resource requirements in terms of knowledge and skills

Process of Job Analysis:

Organizatio
nal Analysis

Selection of
Representat
ive Positions
to be
Analyzed

Preparation
of Job
Specificatio
ns

Preparation
of Job
Description
s

Collection
of Job
Analysis
Data

by: gurmeet singh

Process of Job Analysis:

Organizational Analysis: It is necessary to first have
an overall picture of the various jobs in an organization.

Selection of representative positions to be

analyzed: It is not possible to analyze all the jobs and a
representative sample of jobs can be selected for analysis
keeping in mind time and cost constraints.
Collection of job analysis data: The step involves
the collection of data on the characteristics of the job, the
required behavior and personal qualifications needed to carry
out the job effectively.
Preparation of job description: This step involves
describing the contents of the job in terms of functions, duties,
responsibilities, operations, etc.

Preparation of job specification: The step involves

conversion of the job description statements into a specific job.

Methods of collecting data for

Job Analysis
Direct
Observation

Interview

Questionnaires

Work diaries

Methods of Collecting Job

Analysis Data
Observation Method:

A job analysis technique where

data is gathered by watching employees work.

Individual Interview Method:

Meeting with an
employee to determine what his / her job entails but process is
time consuming.
Diary Method: requires employees to record their daily
activities but the process is very extensive with a number of
days observations to be taken into account making the process
expensive.

Structured Questionnaire Method:

Workers
are given a well-structured questionnaire which they check and
rate from a long list of possible task items.

Recruitment
It refers to how people apply and get
chosen for jobs.
It can be a
difficult process to get through,
so theres no time for
LAZING about.

Example of recruitment

FACTORS AFFECTING RECRUITMENT

Factors affecting recruitment

Process

Phase 1: Before the interview

Step 1: Pick your top Candidates
Step 2: Conduct a Telephone Screen
Step 3: Create Interview Questions
Step 4: Create Interview Question Criteria

Phase 2: The In-Person Interview

Step 1: Before the Interview
Step 2: During the Interview
Step 3: After the Interview

Phase 3: Making the Offer

Step 1: Offer Checklist
Step 2: Have students come into the Office of Student
Employment to fill out paperwork

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There are two types of sources

commonly used:

INTERNAL
SOURCE

INTERNAL SOURCES
TRANSFERS
Based on efficiency of employees.

PROMOTION AND DEMOTION

Based on performance of employees.

 The dependents and relatives ofDECEASED

OR DISABLED EMPLOYEESare also recruited by
many companies.

RETIRED AND RETRENCHED EMPLOYEES

In case of shortage of qualified personnel or

increase in load of work.

EXTERNAL SOURCES
PRESS ADVERTISEMENTS

Advertisements of the vacancy in newspapers

and journals.
EDUCATIONAL INSTITUTES
Campus recruitment.

PLACEMENT AGENCIES
Private consultancy firms.
Known as RPO(Recruitment Process
Outsourcing).
EMPLOYMENT EXCHANGES
Provide job information to job
seekers

LABOUR CONTRACTORS
Manual workers can be recruited
through contractors.

UNSOLICITED
APPLICANTS
Many job seekers visit the
office of well-known

EMPLOYEE REFERRALS /
RECOMMENDATIONS
Current employees of the
organization can refer their friends
and relatives for some position in their
RECRUITMENT
organization.AT FACTORY GATE
Unskilled workers may be recruited at the
factory gate.
These may be employed whenever a permanent
worker is absent.

CONCLUSION
Employee Satisfaction is Organizations Success