1. Human Resource Management
MBA (G)/ MBA (B&F)
MBA 201
Module II
Yogesh Kumar
Faculty (HR), ABS,
Amity University Gurgaon

2. Job Analysis
• Job Analysis is a process to identify and determine in detail the
particular job duties and requirements and the relative
importance of these duties for a given job.
• The Job; not the person An important concept of Job Analysis
is that the analysis is conducted of the Job, not the person.
While Job Analysis data may be collected from incumbents
through interviews or questionnaires, the product of the
analysis is a description or specifications of the job, not a
description of the person.

3. To establish and document the 'job relatedness' of
employment procedures such as
training, selection, compensation, and performance
appraisal.
Purpose of Job Analysis:

4. Process of Job analysis
Organizational
Analysis
Selection of
jobs to be
analyzed
Data
collection
Job
description
Job
specification

5. Methods of Collecting Job Analysis Data
• Observation
• Performing the job.
• Critical incidents
• Interview- individual & group
• Panel of experts
• Diary method
• Questionnaire
– Structured
– Unstructured

6. Job Description
• A job description is a written statement of the duties,
responsibilities, required qualifications and reporting
relationships of a particular job.
• The job description is based on objective information obtained
through job analysis.
• Job description acts as an important resource for
– Describing the job to potential candidates
– Guiding new hired employees in what they are specifically
expected to do
– Providing a point of comparison in appraising whether the
actual duties align with the stated duties.

7. Example of Job Description
JOB TITLE:_____ OCCUPATIONAL
CODE: ________
REPORTS TO:___ JOB NO. :
___________________
SUPERVISES:___ GRADE LEVEL:
_______________
AS ON DATE :_________
FUNCTIONS:
____________________________________________________________
__________________________________________
DUTIES AND RESPONSIBILITIES:
____________________________________________________________
__________________________________________
JOB CHARACTERISTICS:
____________________________________________________________
__________________________________________

8. Job Specification
• Job specifications specify the minimum acceptable
qualifications required by the individual to perform the task
efficiently. Based on the information obtained from the job
analysis procedures, job specification identifies the
qualifications, appropriate skills, knowledge, and abilities and
experienced required to perform the job.
• Job specification is an important tool in the selection process
as it keeps the attention of the selector on the necessary
qualifications required for that job.

9. Example of Job Specification
JOB TITLE: ___________________________________________________
EDUCATION:__________________________________________________
PHYSICAL HEALTH:
____________________________________________________________
APPEARANCE:
____________________________________________________________
MENTAL ABILITIES:
____________________________________________________________
SPECIAL ABILITIES:
____________________________________________________________
PREVIOUS WORK EXPERIENCE:
____________________________________________________________
SPECIAL KNOWLEDGE &
SKILLS:____________________________________________________
OTHER :

10. IMPORTANCE
• Human resource planning
• Personnel recruitment, Selection and placement
• Training and personnel development
• Employee compensation
• Engineering designing
• Job designing
• Performance measurement and rating
• Health and safety measures
• Career planning

11. CONCLUSION
Employee Satisfaction is Organization’s Success

12. 12–12
Human Resource Planning
– The process by which managers ensure that they
have the right number and kinds of people in the
right places, and at the right times, who are capable
of effectively and efficiently performing their tasks.
– Helps avoid sudden talent shortages and surpluses.
– Steps in HR planning:
• Assessing current human resources
• Assessing future needs for human resources
• Developing a program to meet those future needs

13. HR Planning
• Present and future manpower requirements
• Net human resource requirements
• Mould, change and develop employees to meet future
organizational requirements
• Attract and acquire human resources from the market
13

14. 4/20/2013 14
Strategic Human Resource Planning Involves
Design
HR goals in
alignment with
goals of the
organization are
designed
Identify
HR required to
achieve these
goals is identified
Develop
HR is developed
internally or
acquired them
from outside.

15. Recruitment
According to Edwin B. Flippo,“ Recruitment is the process of
searching the candidates for employment and stimulating them
to apply for jobs in the organisation ”
Meaning:
Recruitment is the activity that links the employers and the job
seekers.
A process of finding and attracting capable applicants for
employment

16. Recruitment
• Once an organization identifies its human resource needs
through employment planning, it can begin the process of
recruiting potential candidates for actual or anticipated
organizational vacancies.
• Recruiting brings together those with jobs to fill and those
seeking jobs.

17. Sources of Recruitment

18. Selection
Definition
According to Thomas stone “Selection is the process of
differentiating between applicants in order to indentify and
hire those with a greater likelihood of success on the jobs. ”
In simple words……
It is the functions perform by the management of selecting the right
employees at the right time After identifying the sources of human
resources, searching for prospective employees and stimulating them
to apply for jobs in an organization .
The objective of the selection decision is to choose the individual who
can most successfully perform the job from the pool of qualified
candidates.

19. Selection
• Selection involves a series of steps by which the candidates are
screened for choosing the most suitable persons for vacant posts.
• The process of selection leads to employment of persons who
possess the ability and qualifications to perform the jobs, which
have fallen vacant in an organization.
• The basic purpose of the selection process is to choose right type
of candidates to man various positions in the organization. In
order to achieve this purpose, a well-organized selection
procedure involves many steps and at each step, unsuitable
candidates are rejected.
19

20. Selection Process
• Preliminary Interview
• Application Blank/ Receiving Applications
• Screening of Applications
• Employment Test
– Intelligent tests
– Aptitude tests
– Personality tests
– Projective tests
– Interest tests
– Achievement tests
– Other tests
• Selection Interview (Structured/Unstructured/Stress)
• Physical Examination
• Checking References
• Final Selection
20

21. Employment Tests
• Mechanism that attempts to measure certain
characteristics of individuals, e.g.,
– aptitudes
– intelligence
– personality
• Should be validated before being used to make hiring
decisions
• Estimates say 60% of all organizations use some type of
employment tests.

22. EMPLOYMENT TESTS
 Performance Test
 Personality Test.
 Aptitude Test.
 Interest Test.
 Intelligence Test.
 Projective Test.
 G K Test.
 Perception Test

23. ADVANTAGES OF TESTS
 Judging Mental Qualities.
 Applicants Ability.
 Character Of Candidate.
 Proper Placement.
 Systematic & Reliable Method.

24. 24
CONGRATULATIONS!
You have a new employee!

25. PLACEMENT

26. PLACEMENT - INTRODUCTION
• Placement is a process of assigning a specific job to each of
the selected candidates.
• An actual posting of an employee to the specific job with rank
& responsibilities attached to it.
• It involves assigning a specific rank and responsibility to an
individual.
• It implies matching the requirements of a job with the
qualifications of the candidate’s
skills, abilities, potentials, capacities and their expectations
towards the organization.

27. PLACEMENT- SIGNIFICANCE
• It improves employee morale.
• It helps in reducing employee turnover.
• It helps in reducing absenteeism.
• It helps in reducing Conflict rates.
• It avoids misfit between the candidate and the job.
• It helps the candidate to work as per the predetermined
objectives of the organization.

28. INDUCTION

29. INDUCTION - INTRODUCTION
• Once an employee is selected and placed on an appropriate
job, the process of familiarizing him with the job and the
organization is known as Induction.
• The process through which a new recruit is introduced into the
job.
• Removes fear from the mind, creates a good impression about
the organization and acts as a valuable source of information.

30. INDUCTION - OBJECTIVES
• To help the new comer to overcome his shyness and overcome
his shyness nervousness in meeting new people in a new
environment.
• To give new comer necessary information such as location of a
café, rest period etc.
• To build new employee confidence in the organization.
• It helps in reducing labor turnover and absenteeism.
• 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.

31. INDUCTION - CONTENTS
• Brief history and operations of the company.
• The company’s organization structure.
• Policies and procedure of the company.
• Products and services of the company.
• Location of department and employee facilities.
• Safety measures.
• Grievances procedures.
• Benefits and services of employee.
• Standing orders and disciplinary procedures.
• Opportunities for training, promotions, transfer
etc.
• Suggestion schemes.
• Rules and Regulations.

32. Questions

33. Thank You!!!