HUMAN RESOURCE MANAGEMENT (BCOM)

Module- II (Human resource planning)

Job analysis
Job analysis is the process of studying and collecting information
relating to the operation and responsibilities of a specific job.
Job analysis process
 Collection of actual informations.
 Preparation of job description.
 Preparation of job specification.
 Report preparation.
 Approval of the report.
Methods used in job analysis
 Questionnaire
 Cheque list
 Interview
 Observation
 Participation
 Technical conference
 Dairy
 Records
Job description
It is a written statement defining the purpose and scope of a job. It
describe title, location duties and responsibilities of the job.
Content of job description
 Name of the job
 Summary of the job
 Job location
 Duties and responsibilities
 Degree of supervision
 Relation with other jobs
 Physical condition
 Details of materials, equipments and tools
Job specification
Job specification is a statement of minimum acceptable human
qualities necessary to perform a job properly.
Job design
Job design is the process of deciding on the contents of the job in terms
of duties and responsibilities.
Methods of job design
 Job rotations
It simply means shifting an employee from one job to another without
any change in the nature of job.
 Job simplifications
It is the process of removing tasks from existing roles to make them
more focused.
 Job enlargement
It means more tasks and duties are added in a job for widening the
scope of the job.
 Job enrichment
It is a process that is characterized by adding dimensions to existing
jobs to make them more motivating.
Job evaluation
Job evaluation is a systematic and orderly process of measuring the
worth of a job in relation to other jobs.
Methods of job evaluation
Qualitative method Quantitative method
Ranking or job comparison method Point system
Job grading method Factor comparison
Human resource planning (HRP)
It is a systematic planning to achieve optimum use of an organizations
human resource. It is also called manpower planning.
Need and importance of HRP
 Expansion of plant
 Retirement vacancies
 Reduction in labour turnover
 Reduction in labour cost
 Uninterrupted production
 Introduction of fresh blood in the organisation
 Determination of shortage or surplus of staffs
 Effective employer-employee relationship
Manpower forecasting
Estimating the future quantity and quality of the people required to a
specific job is called manpower forecasting.
Recruitment
It is the process of finding apt candidates and applies for jobs in the
organisation.
Sources of recruitment
Internal sources External Sources
Transfer Advertisement
Promotion Employment exchange
Demotion Campus recruitment
Present employees Labour contractors
Labour union
Gate hiring
Private agencies
Merits and demerits of internal source of recruitment
Merits of internal recruitment Demerits of internal recruitment
Economical Limited opinions
Save time Lack of originality
Motivates employees Reduces productivity
Self-development
Accurate source
Merits and demerits of external source of recruitment
Merits of external recruitment Demerits of external recruitment
Wider options Expensive
Fresh talent Time consuming
Organizational growth Lack of cooperation
Fair and impartial employees Employee dissatisfaction
Modern trends and techniques in recruitment
 Knowledge based recruitment
 Online recruitment
 Outsourcing
 Poaching