Professional Documents
Culture Documents
Employment is a contract between two parties, one being the employer and
the other being the employee. An employee may be defined as: "A person in
the service of another under any contract of hire, express or implied, oral or
written, where the employer has the power or right to control and direct the
employee in the material details of how the work is to be performed.
Job Analysis
Job Analysis is the process of collecting, analyzing, and setting out
information about the content of jobs in order to provide the basis for a Job
Description and data for recruitment, training, job evaluation and
performance management.
Or u can say-
It is the process which provides information used for writing job description
(a list of the job entails) and Job specification (What kind of people to hire
for the job)
-why the job exists and, in essence, what the job holder is expected to
contribute.
- the nature and scope of the job in terms of the tasks and operations.
- Performance criteria.
- Responsibilities.
- Motivating factors.
- Development Factors (promotion and career prospective.)
- Environmental factors (working conditions, unsocial hours, mental and
emotional demands)
What does Job analysis helps us understand….
1) Selection Procedures
2) Compensation
3) Training
4) Performance Review,etc.
What Is a Job?
Although the terms job and position are often used interchangeably, there is
a slight difference in emphasis. A job is a grouping of common tasks, duties,
and responsibilities. A position is a job performed by one person. Thus, if
there are two persons operating word processing equipment, there are two
positions (one for each person) but just one job (word processing operator).
e.g. Job specifications for a data entry operator might include a required
educational level, a certain number of months of experience, a typing ability
of 60 words per minute, a high degree of visual concentration,
and ability to work under time pressure.
Human Resource Planning is the process of anticipating and carrying out the
movement of people into within and out of the organization. Human
resources planning is done to achieve the optimum use of human resources
and to have the correct number and types of employees needed to meet
organizational goals.
Uses of HRP
HR Planning Process
EVALUATING HR PLANNING
At the heart of strategic planning is the knowledge gained from scanning the
external environment for changes. Environmental scanning is the process
of studying the environment of the organization to pinpoint opportunities
and threats. Scanning especially affects HR planning because each
organization must draw from the same labor market that supplies all other
employers. Indeed, one measure of organizational effectiveness is the ability
of an organization to compete for a sufficient supply of human resources
with the appropriate capabilities.
2. Government Influences
3. Economic Conditions
CHOOSING AN HRIS
It is crucial when establishing an HRIS that the system be
able to support the HR strategies of the organization.
Recruitment
Recruitment
In simple terms:-
It is a process of searching for and obtaining applicant for job, from among
whom right people can be selected.
In Formal Terms:
It is a process to find and attract capable applicant for employment. The
process begins when new recruits are sought and ends when their applicants
are submitted.
This result is a pool of applicants from which new employees are selected.
Purpose of Recruitment
2) Internal Factors
a) Recruiting Policy
b) Temporary & Part – Time employees.
c) Preference to local citizens in MNC.
d) Size
e) Cost.
SOURCES OF RECRUITMENT
1. Internal search
rnal Search
HRIS
Job portals
Notice boards
Circulars
2. External search
Advertisements
Educational institutions
Employment agencies
Interested applications
Employee referrals
Process of recruitment
Selection
1.0 Introduction
Applicants who have crossed the above stages are sent for a
physical examination either to the company’s physician or to
a medical officer approved for the purpose.
Such examination serves the following purposes:-
a) It determines whether the candidate is physically fit to
perform the job, where those who are physically unfit are
rejected.
b) It reveals existing disabilities and provides a record of the
employee’s health at the time of selection. This record will
help in settling company’s liability under the workmen
compensation Act for claim for any injury.
c) It prevents the employment of people suffering from
contagious diseases.
d) It identifies candidates who are otherwise suitable but
require specific jobs due to physical handicaps and allergies.
4.0.8 Selection
Placement
Q1). What is placement?
Ans. Placement is a process of assigning a specific job to
each of the selected candidates. It involves assigning a
specific rank and responsibility to an individual. It implies
matching the requirements of a job with the qualifications of
the candidate.
Induction
Q1). What is induction?