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Definitions

• Manager:
– Someone who is responsible for accomplishing
the goal of an organization and does so by
organizing efforts of organization’s people
Managing:
To perform the five basic functions of
planning,organizing,staffing,monitoring and
controlling
Human Resource Management:
HRM
• Functions of HRM
• Planning,Recuitement,Selection
• HRD
• Compensation&Benefits
• Safety &Health
• Employee &Labour Relations
• HR Research
Who performs the HRM Functions
• Operation Manager
• HR Generalist
• HR Specialist
• STEPS THEY DO
• Analyse Organizational Objectives: ...
• Inventory of Present Human Resources: ...
• Forecasting Demand and Supply of Human Resource: ...
• Estimating Manpower Gaps: ...
• Formulating the Human Resource Action Plan: ...
• Monitoring, Control and Feedback:

Challenges OF TODAYS HR Manager
• Workforce diversity
• Innovation and rapid technology changes
• Cultural changes
• Structural changes of an organizations globally
• Downsizing
• Rightsizing
• Reengineering
• outsourcing
• Government regulations
HRM:As an strategic function
• Strategy. The art of war, especially the
planning of movements of troops and ships
etc. intofavourable positions;
• plan of action or policy in business or politics
etc.
• Oxford Pocket Dictionary
• Now they (HR)are strategic business partners
HR PLANNING
• working patterns –
• organization structure and development –
• recruitment and selection –
• workforce diversity –
• pay and reward performance management –
• retention –
• training and development –
• employment relations –
• release –
Job Analysis
• A Basic Human Resource Tool
• Before going in detail of Job Analysis First look
at the SWOT Analysis
• Every Organization or Individual has two
environments
• Micro----Internal---Strength and Weaknesses
• Macro----External—Opportunities/Threat
• A job analysis is a step-by-step specification of an
employment position's requirements, functions, and
procedures. Just as a seed cannot blossom into a
flower unless the ground is properly prepared, many
human resource management (HRM) practices cannot
blossom into competitive advantage unless grounded
on an adequate job analysis.
• Successful HRM practices can lead to outcomes that
create competitive advantage. Job analyses, properly
performed, enhance the success of these HRM
practices by laying the foundation. Job analysis
information can be applied to a variety of HRM
practices. We now take a brief look at some of them.
Job Analysis
Studying and Understanding jobs through the
process known as job Analysis is a vital part of HRM
WHAT IS WORK
• Efforts directing towards producing and
accomplishing results
• In term of Physics-------when we apply force if
motion produce than it means work is done
WHAT IS TASK
• A Distinctable and identifable work activity
composed of motions
WHAT IS DUTY
• At larger work segment composed of several
task performed by an indiviual
What is Responsibility
• An obligation to perform certain and duties
• As student its your responsibility to attend
class and lecture your task is to complete
given assignmnets
POSITION
• Set of task and duties performed by the single
indiiviaual
What is ajob
Job ANALYSIS

• It is a systematic process of collecting


information and making judgments about the
important information related to a job
• This Includes
– Identifying task/duties performed
– Basic KSA required to perform that job
–BETTER FIT
Reasons for job Analysis
• Staffing
• Training and Development
• Compensation and Benefits
• Safety and Health
• Employee and Labor Relation
• Legal Consideration
When you do job Analysis
• When the organizations are founded
• When new jobs are created
• When job changes due to the significant
changes in innvation technology and
globilazation
PURPOSE OF JA in HRM
• Job designing and redesigning – By frequently using these three job analysis
methods, HR managers, and job analysts can work to improve job specifications,
increase professional output and incite company growth.
• Human resource recruitment and selection – Job analysis defines the type of
person that is needed for a particular position. Job analysis data highlights the level
of education, qualifications, experience, and skills that need to be held by ideal
candidates. Additionally, job analysis helps develop advertisements, salary levels,
interview questions, selection tests, evaluation forms, and orientation materials for
new recruits.
• Determining training needs – Job analysis processes help HR professional develop
adequate training procedures. Job analysis can determine training content,
assessment tests, training equipment and methods of training.
• Establishing a compensation management policy – A well-defined compensation
management policy helps organizations retain, motivate and guide current talent,
while also attracting new talent. Job analysis processes aid HR professionals to
develop an effective compensation management policy that focuses on elements
such as pay scale, bonus and incentive plans, work environment and restructuring
positions as needed.
• Conducting performance reviews – Using data from the job analysis process is
necessary for when HR professionals carry out performance reviews. Job analysis
clearly defines the objectives of a job and sets scalable goals for employees that
reflect their performance.
Role of HR Person in JA
• Typical HR responsibilities in the job analysis process
include:
• Coordinating the job analysis process.
• Drafting job descriptions and specification for
management review.
• Reviewing job descriptions and specifications
periodically.
• Reviewing managerial input for accuracy.
• Seeking advice from outside sources for difficult or
unusual analyses, if needed.
• Acting as a job analyst or panel facilitator as needed.
ROLE OF LINE MANAGER
• Typical line management responsibilities in the job
analysis process include:
• Completing or delegating responsibility to complete job
analysis information.
• Reviewing and maintaining job descriptions/job
specification accuracy.
• Requesting revisions to the analysis as jobs change.
• Identifying performance standards based on job
analysis information.
• Acting as a subject matter expert or panel member, if
needed
TYPES OF JOB ANALYSIS INFORMATION
• Work activities
• Worker oriented activities
• Machine,tools,quipments and work aids used
• Tangible and non Tangible item related to job
• Work performance
• Job Content
• Personal requirmenets of that job
JOB ANALYSIS DECISIONS
• What type of a information will be collected

• How will the information will be collected-


• How wil be the information be recorded and
documented
JOB SPECIFICATION
WHAT IS JOB DESCRIPTION
Methods of Job Analysis
How we Design a job