HRM Chapter 4: Job Analysis Chapter 5: Human Resource Planning and Recruiting

Group 1:
Manish Sharma Akshat Agarwal B Praveen Manish Verma Keerthi Peravalli Rachita Rattan Shishir S ABM08011 PGP27201 PGP27211 PGP27221 PGP27231 PGP27241 PGP27251

Job Analysis
y Procedure through which job duties and characteristics are

determined y Produces information for writing:

 

Job Description: List of what the job consists Job Specification: Kind of people to hire for the job

Types of Job Analysis Information

y Work activities y Human behaviors y Machines, tools, equipments, and work aids y Performance standards y Job context y Human requirements

Uses of Job Analysis Information

Job Analysis

Job description and job specification Recruiting and selection decisions Job evaluation: wage/salary decisions

Performance Appraisal

Training requirements

Steps for conducting Job Analysis

1

Why is the information necessary Analysis of organization charts, process charts, and job descriptions Select representative job positions Analyze behaviors of employees, traits and abilities and working conditions Verify job analysis information with worker and his/her immediate supervisor Develop job description and specification

Methods for collecting job analysis information

Interviewing employees

Simple and easy Distortion of information might occur

Questionnaires Observing employees at work

Quick and efficient in case of large number of employees Developing and testing is time consuming

When job comprises physical activities Observation and interviewing are used together

Methods for collecting job analysis information

Participant Diary / Logs Quantitative techniques Internet Based Job analysis

Record of activities of employees Technology use for participant logs

Used to compare jobs

Collect information from geographically dispersed employees Misunderstandings might occur

Job Description

Job identification Job summary Responsibilities and duties Standards of performance Working conditions Job specifications

Job title, date, location Summarize essence of the job Include major functions and activities List of jobs significant responsibilities and duties Define the limits of job-holders authority Standards expected to achieve under main duties and responsibilities Include things like noise level, hazardous conditions, or heat Kind of person to recruit and qualities to be tested

Corporate Examples of Job Analysis

Job description - Work with Research and sales, marketing, local teams to successfully deploy Crystal Plus tool globally - Track & Manage local database updates for each IMT/GMT on regular basis - Data quality assurance monitor data updates and ensure data quality guidelines are followed - Document the details of the IT architecture and databases, and update the documentation regularly - Capture and consolidate issues/ concerns, publish Wilki on C+ - Provide post deployment support (training & education) - Collaborate with CIO office to manage the infrastructure and leverage SO village and provide support via web casts when required Required Skills - Technical and Non Technical Strong project management skills Ability to collaborate across geographies/multiple teams Good understanding of IT architecture Required Bachelor's Degree B.E/B.Tech (Preferable MBA) - 2+ years of project management experience English: Fluent IBM is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, religion, gender identity or expression, sexual orientation, nationality, disability, age, or veteran status.

Posting Date : 02-Jan-2012 Position : Product Manager - Immunology In Diagnostics Division Location : Mumbai Responsibilities Manage the product range from strategic planning to tactical activities. Develop the core positioning and messaging for the products. Suggest an cost effective promo plan to create awareness of the products Identify key opinion leaders and mold them into spokespersons for the products. Work closely with the sales team to develop sales tools and training material Provide in-depth market industry and competitive analysis. Set pricing to meet revenue and profitability goals Delivery monthly revenue forecast Ensure adequate customer support so that we get good references from customers. Experience and knowledge Minimum 4-5 years experience in In-Vitro Diagnostics Product Management preferable Immunology Demonstrated success in managing and growing products/product groups. Excellent written and verbal communications skills Bachelors degree in Microbiology preferably MSc (Microbiology) Excellent teamwork skills Proven ability to influence sales and support team without formal authority

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Position: Jr. Executive-Industrial Relations Reports to Manager: Plant IR Department: Plant Industrial Relations Department: Field Support Level: BAT-I/BAT-II Qualification: BLM, BSW, Degree with Diploma in Personnel Management Experience: 0-2 years preferred. Job Description: 1 Maintaining cordial relations with employees 2. Conduct periodic audits to ensure the policies & procedures are followed. 3 Develop, maintain internal/ external contacts to gather IR intelligence. 4 Keep management abreast with latest and up-to-date IR issues in & around company. 5. Mentor/ counsel employees on regular basis to develop & maintain a positive work culture. 6. Ensure discipline by initiating appropriate disciplinary action against erring employees. 7. Preparing periodic MIS reports and communicating the same to the Management. 8. Coordinating in welfare/ developmental/ motivational activities for employees. 9. Identify/ diagnose issues relating to shop-floor employees and initiate suitable proactive/ reactive measures on time to address the same. Special Skills Good communication skills[ Tamil speaking, interpersonal skills, computer operating skills.

Job specification
y Human traits and experience required to do the

job effectively y Based on:

Training  Judgment  Statistical analysis


Competency based Job Analysis

y Jobs today likely to change daily due to teamwork, fewer

supervisors, or reengineering y Competency-based job analysis to be used y It describes the job in terms of measurable, observable, behavioral competencies that an employee should exhibit y Worker-focused, in contrast with traditional job analysis which is job focused

Recruitment & Selection Process

Employment Planning & Forecasting

Recruiting

Applicants complete application forms

Screening, Interview, Final Selection

Decisions
What positions firm have to fill How these positions will be filled

Driving Factors
Firms strategic plan Requirements from different departments of the firm

Planning & Forecasting

Personnel Plans Employee Selection Plans

Personnel Forecast

Recruitment Plans

What to forecast
Overall personnel needs The supply of inside candidates The supply of outside candidates

Personnel Forecasting
Personnel Forecasting

Trend analysis

Ratio analysis

Scatter plot

Computerized

Forecasting the supply of inside candidates by:

Manual systems and replacement charts Computerized skills inventories Keeping the information private

Recruitment Plan
Internal (Build) Indian Railway Airport Authority of India BSNL Power Grid Corporation of India External (Buy) State Bank Of India Airtel Reliance TCS

Recruitment- Internal sources of candidates

y Job posting
   

Staff notice boards Intranets In-house magazines / newsletters Staff meetings

y Re-hiring former employees  They are known employees  They know the firm and its culture  Creates another vacancy which needs to be filled  They may have less-than positive attitudes  Rehiring may sent the wrong message to current employees

Recruitment- Internal sources of candidates

y Succession planning  The process of ensuring a suitable supply of successors for current and future senior or key jobs y Steps  Identify necessity  Identify potential internal candidates  Assess and select candidates

Recruitment- Internal sources of candidates

y Pros  Candidates strengths and weaknesses are known  More commitment towards the company  Promotions would be seen as incentive  Cheaper and quicker to recruit y Cons  Limits the number of potential applicants  Candidates may become discontented on rejection  Creates another vacancy which needs to be filled  Inbreeding

Recruitment- External sources of candidates

y Via internet  Monster networking and linkedIn.com  Recruiting web sites  Virtual job fairs  Advertising y Employment agencies y Off shoring and outsourcing jobs y College recruiting y Referrals and walk-ins y On- demand recruiting services

Recruitment- External sources of candidates

y Pros  Outside people bring in new ideas  Larger pool of workers from which to find the best candidate  People have a wider range of experience  Cheaper and quicker to recruit y Cons  Lengthy process  More expensive process due to advertisements and interviews  Discrimination & Overload

Internal vs. External Recruitment

Comparison on basis of y Time to fill the position y Culture fit y Quality of hire y Candidate experience/impact on company y Cost of the process

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