UNIT-2

Made by – Nayna Rawat

JOB ANALYSIS

 According to Edwin Flippo: “Job analysis is the process of

studying and collecting information relating to the operations and
responsibility of a specific job”.

 Two aspects of Job Analysis are:-

• Job Description- Duties and responsibilities .
• Job Specification- Skills, qualifications, specific physical, and
social characteristics.
PURPOSE OF JOB ANALYSIS

 Recruitment and selection needs Job analysis.

 Orientation and placement requires Job analysis.
 Career planning needs Job analysis.
 Job evaluation requires Job analysis.
 Important for performance appraisal.
 Helps in employee safety.
HUMAN RESOURCE PLANNING

Dale S. Beach has defined it as “a process of determining and

assuring that the organisation will have an adequate number of
qualified persons available at the proper times, performing jobs
which meet the needs of the enterprise and which provide
satisfaction for the individuals involved.”

• Right People
• Right Job
• Right Time
Five key questions in HRP

1. How many employees do we need?

2. What quality- skills, education, experience etc.
3. Where- location, department, division.
4. When- immediately, after some time.
5. How long- short period , long period.
RECRUITMENT

 Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in an
organization. -EDWIN B. FLIPPO

 FACTORS INFLUENCING RECRUITMENT-

 INTERNAL FACTORS
 EXTERNAL FACTORS
 INTERNAL FACTORS

The internal factors are the factors within the organization that affect recruiting personnel
in the organization.

Internal forces i.e. the factors which can be controlled by organization are:
 RECRUITMENT POLICY
 SIZE OF ORGANISATION
 HUMAN RESOURCE PLANNING
 COST OF RECRUITMENT
 GROWTH AND EXPANSION
 EXTERNAL FACTORS

The external forces are the forces which cannot be controlled by the organization.

The major external forces are:

 LABOUR MARKET
 IMAGE/GOODWILL
 POLITICAL-SOCIAL-LEGAL ENVIRONMENT
 UNEMPLOYMENT RATE
 COMPETITORS
SOURCES OF RECRUITMENT

The searching of suitable candidates and informing them about the openings in
the enterprise is the most important aspect of recruitment process.

There are several sources of recruitment and broadly classified into:

INTERNAL SOURCE
EXTERNAL SOURCE
Internal sources

INTERNAL RECRUITMENT seeks applicants for positions from those who are
currently employed.

INTERNAL SOURCES include:

PRESENT EMPLOYEE TRANSFER PROMOTION
EMPLOYEE REFERRALS
FORMER EMPLOYEES
PREVIOUS APPLICANTS
EXTERNAL SOURCES

EXTERNAL SOURCE far outnumber the internal sources.

It includes:
ADVERTISMENTS
EMPLOYMENT EXCHANGES
CAMPUS RECRUITMENT
WALK-ins WRITE-ins & TALK-ins
CONSULTANTS /CONTRACTOR
SELECTION

“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”. - Dale Yoder

Selection
Preliminary Employment Checking
Test/Employment
Interview Interview References
Test

Final selection/ Physical

Job Offer Examination
 PLACEMENT

 Placement is said to be the process of fitting the selected

person at the right job or place.

 Placement is a process of assigning a specific job to

each of the selected candidates.
Features/ Characteristics of Placement

 Important human resource activity.

 Actual posting of an employee in the job for which they
have been selected.
 Involves ranks and responsibility.
 Placement includes initial assignment of new employees
& promotion, transfer or demotion of present
employees.
 If Placement is neglected, it may increase employee
adjustment problems.
 INDUCTION

 Once an employee is selected and placed on an

appropriate job, the process of familiarizing him with
the organization & work environment is known as
Induction.

 The process through which a new recruit is introduced

into the organization.
Induction programme consists-

1) General Orientation- By the staff

2) Specific Orientation- By the job supervisor
3) Follow-upOrientation- By either the personnel
department or the supervisor
Objectives
 To help the new comer to overcome his shyness and nervousness in
meeting new people in a new environment.
 To give new comer necessary information such as location of a café,
rest period, safety measures and regulations etc.
 It reduces confusion and develops healthy relations in the
organization.
 To ensure that the new comer do not form false impression and
negative attitude towards the organization.
 To develop among the new comer a sense of belonging and loyalty
to the organization.
 Reality Shock

Reality shock occurs when the ideal or perceived role

comes into conflict with the performed role.