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Job Analysis: It means a detailed study of a job to identify the skills, experience and aptitude required for the job.
: A title of the job. : Tasks performed, materials used : Lights, Heat, Noise. : Size of work group, inter personal among group members etc.
: Age, Sex, Education Mental General intelligence, memory, judgement Social and : Emotional stabililty, initiative, creativity.
Job Design:
Job Enlargement
- Several short tasks are given to one worker
Job Rotation
- Movement of an employee from the job to another
Job Enrichment
- Based on the assumption that in order to motivate workers.
Sources of recruitment:
External Sources -Educational and training institutes -Public employment exchange - Casual applicants -Trade unions
Internal Sources - Present permanent employee - Present temporary/ casual employees. - Retired employees - Dependents of deceased, retired, present employees
Selection process
Screening of application Tests Preliminary Interview Medical Examinations
Placement
Approval
Final Interview
Screening of application
To screen the applicants who are found to be qualified for the considered of employment.
Selection tests: Tests are conducted to measure the intelligence, ability, aptitude, physical and mental abilities of an individual applicant. Aptitude test: It measures the latent or potential characteristics. Intelligence test: It measures the capacity for comprehension, reasoning, verbal comprehension, memory. Psychomotor test: It measures the physical strength, finds out whether there is proper co-ordination between finger and eye for some operations. Personality test: This test is conducted to find out the personal traits and interests of the individuals. Interpersonal skill, dominance, submission, self confidence, leadership ability, patience and ambition can be measured.
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