Job Analysis

Job Analysis is a detailed and systematic study of jobs to know the nature and characteristic of people to be employed for each job. It is a process of discovering and identifying the pertinent information relating to the nature of a specific job. It is the determination of the task which comprise the job and of the skill, knowledge, abilities and attitudes required of the worker for successful performance of the job. The process of job analysis is essentially one of data collection and then analyzing that data. It provides the analyst with basic data pertaining to specific job in term of duties, responsibilities, skills, knowledge, degree of risk, etc. (Job Analysis is a part of overall work planning known as work design. It is the analysis, measurement, control and redesign of a set of activities.)

The Data may be classified as follows:

Job Identification. Nature of the job. Operation Involved in doing the job. Material and Equipment to be used in doing the job. Personal Attributes required to do the job Eg. Education, Training, Physical strength, Mental capability, Emotional Stability etc. Relation with other jobs.

Objectives of the Job Analysis

The Objective of job Analysis are:
To study Processes. To Simplify Methods. Measure work for establishing Job and Time Standards. Provide Information for Compensation and Incentive Plans. Improve the Safety. Recruitment. Selection. Training. Appraisal. Compensation of Employees.

Benefits of job Analysis

Human Resource Planning. Process of Recruitment, Selection And Placement becomes Easy. Training And Development. Job Evaluation. Performance Appraisal. Employee Counseling. Job Design. Organizational Design. Safety and Health.

Recruitment And Selection

Recruitment is that linking activity that brings together those offering job and those seeking jobs. It refers to the attempt of getting interested applicants and creating a pool of prospective candidates so that the management can select the right person for the right job from this pool. Dale S. Beach observed, Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of pool of available labour upon whom the organization can draw when it needs additional employees Accor. To Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for job in the organization.

The Process of Recruitment:

Identifies the different sources of labour supply. Assesses their validity. Chooses the most suitable sources Invites the applications from the prospective candidates for the vacant job.

Recruitment
(Searching Sources of Labour) Internal Sources
Transfer Promotion

External Sources
Recruitment at factory gate. Casual Callers. Advertisement. Employment Agencies. Management Consultants. Educational Institutions.

Recommendations.
Labour Contractors. Telecasting.

Internal Sources
Transfer: It involves the shifting of an employees from one job to another, one department to another, One place to another. Transfer is a good source of filling vacancies. Promotion: It leads to shifting an employee to a higher position, carrying higher responsibilities, facilities, status and higher pay.

Benefits of Internal
Employees are Motivated to improve their performance. Moral of the employees is increased. Industrial peace prevails in the enterprise because of promotional avenues. Filling of jobs internally is cheaper as compared to getting candidates from external sources. A promotion at higher level may lead to a chain promotion at lower level in the organization. This motivates employees to improve their performance through learning and practice. Transfer or job rotation is a tool of training the employees to prepare them for higher job. Transfer has the benefits of shifting workforce from surplus department to those where there is shortage of staff.

Drawbacks of Internal Source

When vacancies are filled through internal promotion, the scope for fresh talents is reduced. The employees may become lethargic if they are sure of time bound promotions. The spirit of competition among the employees may be hampered. Frequent transfers of employees may reduce the overall productivity of the organization.

Merits of External Sources

Qualified Personal. Wider Choice. Fresh Talent. Competitive Spirit.

Demerits of External Sources

Dissatisfaction among Existing Staff. Lengthy Process. Costly Process. Uncertain Response.

Comparison of Internal & External Sources

Internal Sources
1) Internal recruitment is a quick process. It involves search of candidates from within the organization. 2) This process is cheaper. It does not involves any cost of contracting the external source. 3) The existing staff members are motivated to improve their performance. 4) Choice of Candidates is limited. The scope of fresh talent is diminished. 5) Internal source help in saving time of official responsible for recruitment.

External Sources
1) External recruitment is a lengthy process. It involves finding candidates from outside the organization. 2) This process is costly as vacancies have to be circulated in news papers etc. 3) The workers feel dissatisfied if external sources are used. 4) The business can hope for talented candidates from outside. This means infusion of new blood and new ideas into the enterprise. 5) External sources of recruitment are time consuming

Latest Trends in Recruitment

Outsourcing. Poaching Or Raiding. Web or e-Recruitment.

Outsourcing
Under this arrangement, a company may draw the required personnel from the outsourcing firm or agencies on commission basis rather than offering them employment. This is called leasing of human resource. The outsourcing firm gets their payment for their services to the client and give salary direct to the personal. The personal deputed by the outsourcing agencies with the client(companies) are not the employees of the clients. They continue to be on the payroll of their employees i.e. the outsourcing agencies.

Advantages of outsourcing
The companies need not plan for human resources much in advance. They can get human resource on lease basis from an outsourcing agency. The companies are free from industrial relations problems as human resources are taken on lease are not their employees. The companies can dispense with this category of employees immediately after the work is over

Poaching or Raiding
Poaching means employing a experienced person already working with another reputed company which might be the rival in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions. For Eg. Several Executives of HMT left to join Titan watches; and several Pilots left Air India to join other private air lines.

Web or e-Recruitment
Many big organization use internet as a source of recruitment. They advertise the job through worldwide web (www). The job seekers send their application or curriculum vitae or CV, through e-mail. Alternatively job seekers place their CV on internet, which can be drawn by the prospective employers depending upon their requirement.

Advantages of e-Recruitment
Low cost of recruitment per candidate. Precious time is saved. Recruitment of right type of people. Efficiency in the process of recruitment.

Factors Affecting Recruitment

Size of the Organization and the kind of human resource required Effects of past recruitment efforts Nature of labour market of the region Extent and strength of unionization in the region. Working conditions, wages and other benefits offered by other concerns. Social and Political Environment. Legal and obligations created by various statutes.

Selection
Selection involves a series of step by which the candidates are screened for choosing the most suitable person for vacant posts. The basic purpose of the selection is to choose right person for right job.

 Accor. to Dale Yoder Selection is the process in which candidates for employment are divided into two classes-those who are to be offered employment and those who are not. Accor. to Thomas Stone Selection is the process of differentiating between applicants

Difference Between Recruitment And Selection

Meaning
Recruitment
It is the process of searching candidates for vacant jobs and making them apply for the same

Selection
Selection is the process in which right type of candidates are picked and jobs are offered to them.

Nature And Aim

Recruitment
It is a positive Process. Its aim is to attract more and more candidates for vacant jobs.

Selection
It is a negative process. Its aim is to reject unsuitable candidates and pick up most suitable people for the vacant job.

Procedure
Recruitment
The firm notifies the vacancies through various sources and distributes application forms to candidates

Selection
The firm ask the candidates to pass trough a number of stages such as filling of forms , employment test, interview, medical exam, psycho. test etc.

Contract of Service
Recruitment
No contractual relation is created. Recruitment implies communication of vacancies only.

Selection
Selection follows recruitment and it leads to a contract of service between employer and the employee

Significance of Selection

Significance of Selection