Job analysis is a systematic investigation of the tasks, duties and responsibilities necessary to do a job.

Job analysis is the process of collecting job related information

Job description Job specification Job evaluation

A job description is a written statement of the duties, responsibilities, etc of a particular job

Job specifications specify the minimum acceptable qualifications required by the individual to perform the task efficiently.

Job evaluation provides the relative value of each job in the organization. It is an important tool to determine compensation administration

The process of analysing the outcomes expected of a role holder and the competencies required to achieve the results expected.

Gathering and analyzing data to forecast (estimate) expected HR demand given business plans for the future.

 

 

It is useful both for organization and nation. It generates facilities to educate people in the organization. It brings about fast economic developments. . It provides smooth working even after expansion of the organization. It opens possibility for workers for future promotions, thus providing incentive. It creates healthy atmosphere of encouragement and motivation in the organization.

Predict manpower plans Design job description and the job requirements Find adequate sources of recruitment. Give boost to youngsters by appointment to higher posts. Best motivation for internal promotion. Look after the expected losses due to retirement, transfer and other issues. See for replacement due to accident, death, discharge (removal) from office and promotion.

RECRUITMENT SELECTION

Recruitment refers to discovering the source from where potential employees may be selected. It stimulates people to apply for jobs, hence it is a positive process.

EXTERNAL INTERNAL

TRANSFERS PROMOTIONS PRESENT EMPLOYEES

ADVERTISEMENT EMPLOYMENT EXCHANGES EDUCATIONAL INSTITUTIONS FACTORY GATES

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people.

Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligibility criteria laid down by the organization. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased.

Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

Orientation employees are made aware about the mission and vision of the organization, the nature of operation of the organization, policies and programmes of the organization. The main aim of conducting Orientation is to build up confidence and trust of the employee in the new organization, so that he becomes a productive and an efficient employee of the organization and contributes to the organizational success.

Placement is said to be the process of fitting the selected person at the right job or place, i.e. fitting square pegs in square holes and round pegs in round holes. Once he is fitted into the job, he is given the activities he has to perform and also told about his duties.

Career planning consists of activities and actions that you take to achieve your individual career goals. Career planning is the ongoing process where you:

Explore your interests and abilities; Properly plan your career goals; and Create your future work success by designing learning and action plans to help you achieve your goals.

Conduct self-assessment. Explore careers that interest you. Make decisions and set goals. Create an action planner. Manage your career.

Succession planning is a process for identifying and developing internal people with the potential to fill key in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available

Identify key roles for succession or replacement planning Define the competencies and motivational profile required to undertake those roles Assess people against these criteria - with a future orientation Identify pools of talent that could potentially fill and perform highly in key roles Develop employees to be ready for advancement into key roles mainly through the right set of experiences (plans)