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Why should company have an affirmative action plan Employers generally implement formal affirmative action plans in three circumstances: (1) as a condition of doing business with the federal government; (2) as a remedy for discrimination, ordered by a court; and (3) as a voluntary remedy for past patterns of discrimination. Each of these situations is discussed below. The plan generally should include: An organizational profile (that generally may be based on the contractor's organizational chart). A job group analysis that compares jobs with similar content, wage rates, and opportunities. An analysis of the placement of incumbents (current employees) in job groups, stating the percentage of minorities and women in each job group. A determination of availability of qualified minorities or women in the area available for employment in a given job group. A comparison of incumbents (current employees) to available qualified minorities and women.

2.how can you use job analysis in your organization Analysis of jobs in the organization is a primary task for setting a baseline that enables human resources (HR) professionals to effectively manage job-related activities. Job analysis consists of two components: job description and job specification ("HRD & Marketing"). The job description "states job related details such as duties and responsibilities, salary and incentives, working conditions and facilities, etc.," whereas the job specification "gives the related details like qualifications and qualities required by job holders, experience and training required, etc." ("HRD & Marketing"). A job analysis is an efficient way to gather useful information about a job, and its cost-effectiveness makes it affordable for any organization.Any attempt to apply HR resources and talent to the organization's jobs will be more effective if those jobs are clearly specified in terms of their variables. An effective training program for a particular job cannot be developed unless information about what the job entails is elucidated, for example. Details about the job's content, systems, standards, and demands can be used to choose or develop a training program that specifically meets the needs of the employees. 3.what factors and information that you need to analyze A job analysis technique where data is gathered by watching employees work. Difficult to observe managerial tasks. The analyst must observe average workers during average conditions and the analyst should observe without getting directly involved in the job.

4.how do you decide the recruitment process and selection process that will be used People form an integral part of the organization. The efficiency and quality of its people determines the fate of the organization. Hence choice of right people and placing them at right place becomes essential. Hiring comes at this point of time in the picture. Hiring is a strategic function for HR department. Recruitment and selection form the process of hiring the employees. Recruitment is the systematic process of generating a pool of qualified applicant for organization job. The process includes the step like HR planning attracting applicant and screening them. This step is affected by various factors, which can be internal as well as external. The organization makes use of various methods and sources for this purpose. Selection is carried from the screen applicant during the recruitment process. There is also some specific process is involved. By the way of conducting preliminary interview and conducting the various test , if required reference check and further final overcomes. Different organization adopts different approaches and techniques for their employees. To know the practical application of the employees hiring process, the analysis of IMS Learning Resources Pvt. Ltd. was undertaken. In fact recruitment functions stop only when the organization ceases to exist. To understand recruitment in simple terms it is understood as process of searching for obtaining applications of job from among from whom the right people can be selected. To define recruitment we can define it formally as it is a process of finding and attracting capable applicants for employment. The process begins when new recruit are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected. Theoretically, recruitment process is said to end with receipt of application in practice the activity extends to the screening applicants as to eliminate those who are not qualified for job. Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is:- It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job. Recruitment and selection are the two crucial in the HR process and are often used interchangeably. There I, however, a fine distinction between the two steps. While recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs, selection is concerned with picking the right candidates from the pool of applicants. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. Selection, on the other hand, is negative in its application in as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates

5.where i would like to be career 10 years from today