IndexSR NO. PARTICULARS

1. Job Analysis (concept)

2. Uses

3. Process of Job Analysis

4. Methods of Job Analysis

5. Recruitment (meaning)

6. Factors affecting recruitment

7. Recruitment process

8. Sources of recruitment (internal, external)

What is Job Analysis? Job analysis is the process of gathering information

about a job. It is, to be more specific, a systematic investigation of the tasks, duties and responsibilities necessary to do a job.

Specially ,What the worker does; how he gets it done, why he does it ,skill ,education and training required , relationship to other jobs, Physical demands, environmental conditions etc…

1. Training and Development – Job analysis information is used to design and implement training and development programs. 2. Health & Safety – job analysis information helps create a healthy and safe working environment.3. Performance Appraisal – Job analysis information is essential to the establishment of performance standards. 4. Selection – job analysis information identifies what the job is by defining what duties and responsibilities must be performed. 5. Recruitment – job analysis information helps the HR Manager attract better qualified candidates by identifying who to recruit and how and where to recruit them by establishing the job requirements that must meet.6. Human resource planning: Job analysis helps in forecasting human resource requirements in terms of knowledge and skills

Uses

by: gurmeet singh

Organizational Analysis

Selection of Representative Positions to be

Analyzed

Collection of Job Analysis

Data

Preparation of Job

Descriptions

Preparation of Job

Specifications

Process of Job Analysis:

Organizational Analysis: It is necessary to first have an overall picture of the various jobs in an organization.

Selection of representative positions to be analyzed: It is not possible to analyze all the jobs and a representative sample of jobs can be selected for analysis keeping in mind time and cost constraints.

Collection of job analysis data: The step involves the collection of data on the characteristics of the job, the required behavior and personal qualifications needed to carry out the job effectively.

Preparation of job description: This step involves describing the contents of the job in terms of functions, duties, responsibilities, operations, etc.

Preparation of job specification: The step involves conversion of the job description statements into a specific job.

Process of Job Analysis:

Methods of collecting data for Job Analysis

Direct Observation

Interview

Questionnaires

Work diaries

Methods of Collecting Job Analysis Data

Observation Method: A job analysis technique where data is gathered by watching employees work.

Individual Interview Method: Meeting with an employee to determine what his / her job entails but process is time consuming.

Diary Method: requires employees to record their daily activities but the process is very extensive with a number of days observations’ to be taken into account making the process expensive.

Structured Questionnaire Method: Workers are given a well-structured questionnaire which they check and rate from a long list of possible task items.

Recruitment

It refers to how people apply and get chosen for jobs.

It can be a difficult process to get through,

so there’s no time for “LAZING” about.

Example of recruitment

FACTORS AFFECTING RECRUITMENT

Factors affecting recruitment

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Process• Phase 1: Before the interview

Step 1: Pick your top Candidates Step 2: Conduct a Telephone Screen Step 3: Create Interview Questions Step 4: Create Interview Question Criteria

• Phase 2: The In-Person Interview Step 1: Before the Interview Step 2: During the Interview Step 3: After the Interview

• Phase 3: Making the Offer Step 1: Offer Checklist Step 2: Have students come into the Office of Student Employment to fill out

paperwork

There are two types of sources commonly used:

INTERNAL SOURCE

EXTERNAL SOURCE

INTERNAL SOURCES

TRANSFERS Based on efficiency of employees.

PROMOTION AND DEMOTION Based on performance of employees.

The dependents and relatives of DECEASED OR DISABLED EMPLOYEES are also recruited by many companies.

RETIRED AND RETRENCHED EMPLOYEES In case of shortage of qualified personnel or increase in load of work.

EXTERNAL SOURCES PRESS ADVERTISEMENTS

Advertisements of the vacancy in newspapers and

journals.

EDUCATIONAL INSTITUTES Campus recruitment.

PLACEMENT AGENCIES

Private consultancy firms. Known as RPO(Recruitment Process Outsourcing).

EMPLOYMENT EXCHANGES

Provide job information to job seekers Help employers in identifying suitable candidates.

LABOUR CONTRACTORS Manual workers can be recruited through contractors.

UNSOLICITED APPLICANTS

Many job seekers visit the office of well-known companies on their own.

EMPLOYEE REFERRALS / RECOMMENDATIONS

Current employees of the organization can refer their friends and relatives for some position in their organization.

RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate.

These may be employed whenever a permanent worker is absent.

CONCLUSIONEmployee Satisfaction is Organization’s Success