Scribd
Upload
53 views

Sources of Recruitment: 1. Present Employees 2. Former Employees 3. Employee Referals 4. Pervious Applicants

Job analysis is the process of collecting information about the duties, responsibilities, skills, outputs, and work environment of a specific job. It involves developing a job description and job specification. The job description outlines the key duties and responsibilities of the role, while the job specification defines the ideal qualifications, skills, and attributes required by a candidate.

Uploaded by

Kali Das
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
53 views

Sources of Recruitment: 1. Present Employees 2. Former Employees 3. Employee Referals 4. Pervious Applicants

Job analysis is the process of collecting information about the duties, responsibilities, skills, outputs, and work environment of a specific job. It involves developing a job description and job specification. The job description outlines the key duties and responsibilities of the role, while the job specification defines the ideal qualifications, skills, and attributes required by a candidate.

Uploaded by

Kali Das
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 24

SOURCES OF RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

1. EDUCATIONAL & TRAINING


1. PRESENT EMPLOYEES
INSTITUTES
2. FORMER EMPLOYEES
2. EMPLOYMENT EXCHANGES
3. EMPLOYEE REFERALS 3. EMPLOYMENT AGENCIES
4. PERVIOUS APPLICANTS 4. DATA BANKS
5. ADVERTISEMENTS
6. CASUAL APPLICANTS
7. TRADE UNIONS
Screening of Selection Preliminary Medical
Application Tests Interview Examinations

Final
Placement Approval
Interview

SELECTION PROCESS
1) SCREENING OF APPLICATIONS

 Received applications in the organization have


variety of information about the applicants
such as their Personal details, Achievements,
Experience

 Such information is used to screen the


applicants who are found to be qualified for
the consideration of employment

 Based on the screening of applications, only


those candidates are invited for further
process of selection
2) SELECTION TESTS

 Tests are to measure the intelligence, Ability,


Aptitude, Physical and Mental abilities.

 Many types of tests may be conducted such


as Personality test, Aptitude test, Interest
test.
3) PRELIMINARY INTERVIEW

 It is a short interview used to size up the


candidate.

 Preliminary interview is useful as a process of


eliminating the unsuitable candidates.
4) REFERENCE CHECK

 The candidate in the application form are


contacted to cross – check the candidate’s
character, performance and behaviour.

 Reference check is used to fetch useful and


reliable information to organization.
5) MEDICAL EXAMINATION

 Certain jobs require certain physical qualities


such as Clear vision, Perfect hearing, Clear
tone, Tolerance of hard working conditions.

 It reveals whether the candidate is fit for the


job.
6) FINAL INTERVIEW

 Its purpose is to cross check the information


already obtained and to collect additional
information about the candidate.

 Types of Interview.
i) Informal Interview
ii) Formal Interview
iii) Depth Interview
iv) Group Interview
v) Planned Interview
vi) Panel Interview
7) APPROVED BY AUTHORITY

 Suitable candidates are recommended for the


selection by selection committee or
personnel department.

 For top level manager the board of directors


is approving authority.

 For lower levels functional heads is approving


authority.
8) PLACEMENT

 After all the formalities completed, the


candidates are placed on their jobs initially on
probation basis.

 During the probation period, they are


observed keenly and when they complete this
period successfully, they will become the
permanent employees of the organization.
JOB DESIGN

 It is broad enough to accommodate people’s


needs and desires.

 Appropriate to design jobs for exceptional


persons in order to utilize their potential.
GOALS OF JOB DESIGN

 To meet the organizational requirements such


as Higher productivity, Operational efficiency,
Quality of product or Service.

 To satisfy the needs of the individual


employees such as interests, Challenge,
Achievement.
TECHNIQUES FOR DESIGNING JOBS

DESIGNING JOBS

JOB JOB JOB


ENLARGEMENT ROTATION ENRICHMENT
JOB ENLARGEMENT
It is the horizontal expansion of a job. It involves the
addition of tasks at the same level of skill and
responsibility.

Job enlargement is doing different tasks and not just the


same thing all the time. It is done to keep workers from
getting bored.

Enlarged jobs require a longer training period because


there are more tasks to be learned.

If workers are more satisfied with jobs, job enlargement


should be successful
JOB ROTATION
 The movement of an employee from one job to
another. An employee who works on a routine job is
affected from boredom and monotony.

Job rotation is done to decide the final posting for the


employee Eg : Mr. X is assigned to the marketing
department who learns all the jobs to be performed at
marketing.

 After this he is shifted to sales department and finance


department.

 He is finally placed in the department in which he


shows best performance.
JOB ENRICHMENT
 It is an attempt to motivate employees by giving them
increased responsibility and variety in their jobs.

 In order to motivate workers the job itself must provide


opportunities for Achievement, Recognition, and
Responsibility.

 It is considered as vertical restructuring method of


moral excellence of giving the employee additional
authority, Autonomy and control over the way the job is
accomplished.
FUNCTIONS OF HUMAN RESOURCE DEVELOPMENT

1. PERFORMANCE APPRAISAL

2. TRAINING

3. MANAGEMENT DEVELOPMENT

4. CAREER DEVELOPMENT

5. ORGANISATIONAL DEVELOPMENT
PERFORMANCE APPRAISAL
 It is the systematic evaluation of individuals with
respect their performance on the job.

 Developing Policies, Procedures and techniques.


 Helping functional managers.
 Evaluating the effectiveness of various programme.
TRAINING
 It is the process of imparting skills to employees such as
technical, Operating skills and knowledge.

 Identification of developing suitable training


programmes.

 Identifying the training needed to individuals &


company.

 Evaluating the effectiveness of training programmes.


MANAGEMENT DEVELOPMENT
 It is the process of designing and conducting suitable
executive development programmes to develop the
managerial and human relations skills of employees.

 Conducting development programmes.

 Motivation the executives.

 Designing special development programmes for


promotions.
CAREER DEVELOPMENT
 It is a continuous process in which an individual
progresses through different stages of career each having
unique set of issues and tasks.

CAREER DEVELOPMENT

CAREER PLANNING CAREER MANAGEMENT


CAREER PLANNING & CAREER MANAGEMENT

It is the planning one’s career and


implementation of career plans by means of
educational training, Job search and Acquisition
of work experience

Career management involves the necessary steps


that need to be taken to achieve that plan.
ORGANISATIONAL DEVELOPMENT

It is an organization-wide, planned effort,


managed from the top with a goal of increasing
organizational performance through planned
interventions.

It seeks to change attitudes, Values,


Organizational structure and managerial
practices.
JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

JOB TITLE : A TITLE OF JOB


PERSONAL
REQUIRED QUALIFICATION
CHARCTERISTICS : AGE,
: DEGREE, CERTIFICATION
SEX, EDUCATION
JOB ACTIVITIES: TASKS
PHYSICAL
PERFORMED, MATRIALS
CHARCTERISTICS :
USED
LENGTH, WEIGHT, VISION
WORKING CONDITIONS:
MENTAL CHARCTERISTICS:
LIGHT, HEAT, NOISE
GENERAL INTELLIGENCE,
SOCIAL ENVIRONMENT:
MEMORY, JUDGEMENT
SIZE OF WORK GROUP

You might also like