Académique Documents
Professionnel Documents
Culture Documents
& Selection
• Recruitment
• Selection & its tools
• Role of Job analysis
• Compensation
• Types of compensation
• Other employee benefits
Recruitment
• Tata owned Jaguar-Land Rover (JLR) has
announced a major drive to recruit 600
engineers and technical staff to work on its
700-million-pounds projects
• Besides, there are a "significant number" of
vacancies in its purchasing, finance and human
resources departments. It is also launching a
programme aimed at recruiting
Recruitment
• Problem of booming B Schools
• Headhunters scouting around for MBAs
• 2000 witnessed an alarming rise in number of
institutes, offering management education both
at the undergraduate & PG
• All these needs at least 200 MBAs for teaching
faculty
• Most of MBAs join industries
• Management are worried
• Where to find qualified & eligible MBA’s…?
Recruitment
Recruitment is the process of searching for
prospective employees and stimulating them
to apply for jobs in the organizations.
MODULE 1
Job Analysis.
–What is it …?
–Why we need it …?
–How do we do it ….?
Job-----------------?
• Job
– A group of related activities and duties
• Position
– The different duties and responsibilities performed by
only one employee
• Job Family
– A group of individual jobs with similar characteristics
Job Analysis
• 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 systematic approach to defining the job role,
description, requirements, responsibilities, evaluation, etc.
• It helps in finding out required level of education, skills,
knowledge, training, etc for the job position.
• It also depicts the job worth i.e. measurable effectiveness of the
job and contribution of job to the organization.
Goal
– Determine the duties and responsibilities of a
particular job
– Determine how the job relates to other jobs and
the level of importance of the job
– Determine the necessary qualifications in order
to perform the job
– Determine the working conditions associated
with the job.
The Job; not the person
• An important concept of Job Analysis is that the
analysis is conducted of the Job, not the person.
• While Job Analysis data may be collected from
incumbents through interviews or questionnaires, the
product of the analysis is a description or
specifications of the job, not a description of the
person.
Purpose of Job Analysis
• The purpose of Job Analysis is to establish and
document the 'job relatedness' of employment
procedures such as
• Recruitment
• Selection
• Training
• Compensation
• Performance appraisal
Relationship of Job Requirements
to Other HRM Functions
Job
JobRequirements
Requirements
Recruitment
Recruitment Determine
Determinerecruitment
recruitmentqualifications
qualifications
Provide
Providejob
jobduties
dutiesand
andjob
job
Selection
Selection specifications for selection process
specifications for selection process
Performance
Performance Provide
Provideperformance
performancecriteria
criteriafor
for
Appraisal evaluating employees
evaluating employees
Appraisal
Training
Trainingand
and Determine
Determinetraining
trainingneeds
needsand
anddevelop
develop
Development instructional programs
instructional programs
Development
Compensation
Compensation Provide
Providebasis
basisfor
fordetermining
determining
Management employee’s
employee’s rateof
rate ofpay
pay
Management
Job Analysis
• A purposeful, systematic process
for collecting information on the
important work-related aspects of
a job
What Aspects of a Job Are Analyzed?
• Job Analysis should collect information on the
following areas:
– Duties and Tasks
– Environment
– Relationships.
– Requirements
• Who is involved in the job analysis?
– Management
– Supervisors
– Job analysts
– Job incumbent
– Unions
– Consultants
Methods of Job Analysis
• Several methods exist that may be used
individually or in combination. These
include:
– Job analysis interviews,
– job analysis questionnaire,
– task analysis inventory,
– position analysis questionnaire,
– subject expert workshops,
– Fleishman Job Analysis survey,
– functional job analysis,
– Job element method,
– critical incident technique
Job Analysis Interview
The Job Analysis Interview: method to
collect a variety of information from an
incumbent by asking the incumbent to
describe the tasks and duties performed.
Allows the incumbent to describe tasks
and duties that are not observable. The
incumbent may exaggerate or omit tasks
and duties
Job Analysis Questionnaire
• Questionnaires
– Employees answer questions about the job’s tasks
and responsibilities
– Each question is answered using a scale that
rates the importance of each task
• The questionnaire includes:
– Specific questions about the job
– Job requirements
– Working conditions
– Equipment
Task Analysis Inventory
Organization specific analysis developed by
identifying with the help of managers and
employees regarding the list of tasks and
their descriptions that are components of
different job.
Position Analysis Questionnaire
• A structured, behavioral questionnaire
• 194 items in 6 categories
– Information input
– Mental processes
– Work output
– Relationships
– Job context
– Other characteristics
Subject Expert Workshops
Consist of group of panel of 10 to 20 job
incumbents who work with the group
leader to produce a job analysis.
Participants are selected on the basis of
their knowledge of the job referred as
subject experts.
There is no format for conducting the
workshop.
Fleishman Job Analysis
Survey (F-JAS)
• Information is collected on interactive/social
scales and Knowledge/skill scales
satisfactorily
• Job Description:
• Sales Careers Online Title: Marketing Manager
Position
PositionAnalysis
Analysis
Questionnaire
Questionnaire
Critical
CriticalIncident
Incident
Method
Method
HRIS
HRISand
andJob
Job
Analysis
Analysis
Approaches to Job Analysis
• Functional Job Analysis (FJA)
this task and meet the standards, what training does the worker
require?”
Difficulty Levels of Worker
Functions
DATA PEOPLE THINGS
Source: U.S. Department of Labor, Employment and Training Administration, Revised *Hyphenated factors are single factors.
Handbook for Analyzing Jobs (Washington, DC: U.S. Government Printing Office, 1991), 5. Figure 3.2
Approaches to Job Analysis
• Position Analysis Questionnaire (PAQ)
– A copyrighted questionnaire that is used to
determine the degree to which different tasks are
involved in performing a particular job.
• Critical Incident Method
– Job analysis method by which job tasks are
identified that are critical to job success.
• Task Inventory Analysis
– Job analysis in which organisation develops a
questionnaire of customised task statements.
Position Analysis Questionnaire
• A structured, behavioral questionnaire
– Information input
– Mental processes
– Work output
– Relationships
– Job context
– Other characteristics
A Sample Page from the PAQ
Global
Changes
Demographics
Why are managers Dejobbing
their companies
• Flatter Organizations
• Work Teams
• Boundaryless Organizations (virtual,
network, modular)
• Reengineering
Traditional Organization Chart
P re s id e n t
C h ie f E x e c u tiv e O ffic e r
E x e c u tiv e A s s is ta n t
V ic e P re s id e n t V ic e P re s id e n t V ic e P re s id e n t V ic e P re s id e n t V ic e P re s id e n t
S a le s M a rk e tin g H u m a n R e s o u rc e s O p e ra tio n s F in a n c e
S a le s S a le s S a le s S a le s S a le s A c c o u n tin g
A c c o u n tin g
Flatter Organizations
E x e c u tiv e a n d
O p e ra tio n s
Team
T e c h n ic a l M a n u fa c tu rin g P e o p le F in a n c e P u rc h a s in g a n d S a le s , S e rv ic e a n d
D e v e lo p m e n t E n g in e e rin g S y s te m s Team S u p p llie r Q u a lity M a rk e tin g
Team Team Team Team Team
Flat and Boundaryless
Organizations
General
WAL MART
Electric