Module -2

Recruitment & Selection

 Job Analysis

Job analysis is the systematic study of a job to determine which activities and
responsibilities it includes, its relative importance to other jobs, the personal
qualifications necessary for performance of the job and the conditions under which
the work is performed.

Uses of Job Analysis:

• Recruitment & Selection

• Compensation
• Training & Development
• Performance Appraisal
• Discovering Unassigned duties
Job Analysis Process

Review organization
charts/process charts

Select representative
positions

Analyze the job

Verify job analysis

information

Develop job description

& specification
Job Description:
It implies to objective listing of the job title, tasks, duties and responsibilities involved in a
job. It normally contains information on the following lines:
1. Job Title
2. Organizational location of the job
3. Supervision given and received
4. Materials, tools, machinery & equipments worked with
5. Designation of the immediate superiors & subordinates
6. Salary level, Basic pay, PF, DA
7. Working conditions
Job Specification:
It is a written statement of qualifications, traits, physical and mental characteristics that an
individual must posses to perform the job duties and discharge responsibilities. It normally
contains information on the following lines:
1. Physical specification: Height, Weight, Vision
2. Mental specification: Judgment, Ability interpret data, Ability to plan
3. Emotional & Social specification: Emotional stability, Flexibility, Postures
4. Behavioral specification: Creativity, Maturity, Ability to perform, Self-reliance &
dominance
 Competency based Job Analysis
Competency based job analysis means describing the job in terms of measureable,
observable, behavioral competencies that an employee doing that job must exhibit to
do the job well.
Traditional job analysis focuses on “what” a job is in terms of job duties and
responsibilities. Competency based job analysis focuses more on “how” the worker
actually does the work.
Skills Matrix for one job
Technical Business Communic Decision Leadership Planning & Problem
Expertise Awareness ation and Making and Organizatio solving
Interperson and guidance n Ability
al initiative
A A A A A A A
B B B B B B B
C C C C C C C
D D D D D D D
E E E E E E E
F F F F F F F
G G G G G G G
 Human Resource Planning

HRP is the process of formulating plans to fill the employer’s future vacancies,
based on projecting open positions and deciding whether to fill these with
inside or outside candidates.
It is essentially the process of getting the right number of qualified people into
the right job at the right time so that the organization can meet its objectives.

Need for HRP:

1. To avoid surplus staff
2. To aid strategic planning
3. Creating highly talented pool of employees
4. To support international strategies

Factors affecting HRP:

1. Type and strategy of organization
2. Environmental uncertainties
3. Time horizons
4. Type and quality of information
5. Nature of job being filled
 HRP Process
Organizational
Objectives & Policies

HR Demand HR Supply Forecast

Forecast •Internal Source
•Managerial 1. Management
Judgment Inventories
•Trend Analysis 2. Personnel
•Ratio Analysis Replacement Charts
•Delphi Technique •External Source

HR programming

HR Implementation

Control & Evaluation

Management Replacement Chart
 Recruitment & Selection

Recruitment is the process of attracting individuals on a timely basis, in sufficient

numbers, and with appropriate qualifications, to apply for jobs with an
organization.
Selection is the process of choosing the right candidates, having the right attitude
and aptitude, from a group of aspirants for a particular position in an organization.

Sources of Recruitment:

• Internal Recruitment:
1. Transfer
2. Promotion
3. Referrals
• External Recruitment:
1. Employment Agencies
2. Campus Recruitment & Internships
3. Walk-ins
4. E-Recruitment (Job Portals)
 Process of Recruitment & Selection

Application Blank

Selection Tests

Selection Interview-GD/PI

Credential Verification & Reference Check/

Medical Test

Making the offer

 Induction & Placement

Induction is the process wherein new recruits are provided with the opportunity to
meet senior managers and peer group members. It is a formal introduction of the
new recruit to the company. It provides an in-depth understanding of the company’s
practices, guiding principles, values and objectives.

Placement refers to the process of actually putting the new recruit in job after his
induction program.