Module Name: Human Resource Management Module Code: MMBA 704 Module Tutor: Md.

Sajjad Hosain Week: 02 Lecture No: 02 Lecture Topic: Personnel Planning and Recruitment ------------------------------------------------------------------------------------------------------------------------Organizations consist jobs that have to be staffed. The main purpose of this lecture is to highlight how to analyze a job and write job descriptions. Analyzing job involves in detail what the job entails and what kind of people the firm should hire for that specific job. Several techniques for analyzing job, how to use the internet and more traditional methods for drafting job descriptions and job specifications are discussed. Then we will turn to the methods that managers use to actually find the employees they need. Job AnalysisJob analysis is the procedure through which the duties and skill requirements of a job can be determined and the kind of people should be hired for it. Job analysis produces information used for writing job description(a list of job requirements) and job specifications(what kind of people to hire for the job). The supervisor/HR specialist normally collects one or more of the following types of information via job analysis-Work activities -Human behavior -Machines, tools, equipments and work aids -Performance standards -Job context -Human requirements Steps of Job AnalysisStep-1: Collection of information Step-2: Review relevant background information such as organizational charts, process charts and job description. Step-3: Select representative positions. Step-4: Analyze job. Step-5: Verify job analysis information with the worker performing the job and his/her immediate supervisor.

Step-6: Develop a job description and job specification. Job DescriptionJob description is a list of job duties, responsibilities, reporting relationships, working conditions and supervisory relationships. The following information are generally included in a job description-Job identification -Job summary -Responsibilities and duties -Authority of incumbent -Standard of performance -Working conditions -Job specification Job SpecificationA list of jobs human requirements-education, skill and personality and so on. This is a part of job analysis. RecruitmentRecruitment is the process of taking the possible candidates who best fit the job requirements. The recruitment and Selection ProcessJob analysis defines the duties and the human requirements of the job. The next step is to recruit and select employees. Figure-1 shows recruitment and selection process at a glance-

Employment selection tools planning and out the forecasting candidates for selection

Use Interviewing Build a pool of candidates the candidates to screen best

Applicants Complete Application forms Figure-1: The recruitment and selection process

1. Decide what positions to fill, through personnel planning and forecasting.

2. Build a pool of candidates for theses jobs, by recruiting internal or external candidates. 3. Have applicants complete application forms and perhaps undergo initial screening tests. 4. Use selection tools like tests, background investigations and physical exams to identify viable candidates. 5. Decide who to make an offer to, by having the supervisor and perhaps others Interview the candidates.

Discrimination and Equal Employment Opportunity at RecruitmentDiscrimination is the practice of making a difference between sex(male and female), religion, physical ability, race, color or locality. Under the provision of Bangladesh Labour Law-2006, all kinds of discrimination is strictly prohibited at any stage of the recruitment process. The penalty of such discrimination may be fine or jail(for the responsible person) or both. All the candidates have the right to have a free and fair participation for taking part at the recruitment process if he/she fulfills the required condition of the job.