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Topics to be covered:
= Job Analysis
= Human Resource Planning
= Recruitment
= Selection
= Induction
Some Definitions:
Job: A group of tasks that must be performed if an
organization has to achieve its goals.

Position: The tasks and responsibilities performed

by one person; there is a position for every
individual in an organization.

Job Analysis: The systematic process of

determining the skills, duties and knowledge
required for performing specific jobs in an
organization.
There are six important questions that are
answered through job analysis:

What physical and mental tasks does the worker

accomplish?
When is the job to be completed?
Where is the job to be accomplished?
How does the worker do the job?
Why is the job done?
What qualifications are needed to perform the job?
Job Analysis provides a summary of a job¶s duties
and responsibilities, its relationship to other jobs,
the knowledge and skill required, and working
conditions under which it is performed.
Job Description is a document that provides
information regarding the tasks, duties, and
responsibilities of the job.
Job Specification is a document that provides
outline regarding the minimum acceptable
qualification a person should possess to perform a
particular job.
Reasons for Conducting Job Analysis HRP

Recruitment
Tasks Responsibilities Duties

Selection

Job Training &

Description Development
Job Analysis
Performance
Job
Appraisal
Specification

Compensation

Safety &
Knowledge Skills Abilities Health
Employee &
Labor Relations
Equal
Employment
Types of Job Analysis Information

‡ Work Activities
‡ Work-oriented Activities
‡ Machines, tools, equipment, and work aids used
‡ Job-related tangibles and intangibles
‡ Work Performance
‡ Job Context
‡ Personal requirements for the job
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 Contents
= Concept & Definition
= The Planning Process at the Heart of the Diagnostic
Approach
= Why Human Resource Planning
= How Human resource Planning Fits the Broader
Planning Process
= Employment Planning
= How Business Activity Goals can lead to Human
Resource Shortages or Surplus and Actions
 Concept & Definition

Human Resource Planning defined««..

Human resource planning or manpower planning

can be defined as ³the process by which
management determines how an organization
should move from its current manpower position to
its desired manpower position, striving to have the
right kind of people at the right places, at the right
time, which result in both the organization, and the
individual, receiving maximum long range
benefits.´
Human Resource Planning gathers and uses
information to support decisions about investing
resources in HR activities. This information
includes future objectives, trends, and gaps
between desired and actual outcomes.

Human resource decisions are choices about how

to expend resources on HR activities aimed at
making objectives.

Human resource plan specifies the alternatives

selected through HR decisions, and the attributes
of the standards that are used to evaluate them.
ecisions require:
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Characteristics of HR Planning«..

‡ Forward Looking
‡ Continuous Process
‡ Integral Part of Corporate Planning
‡ Optimal Utilization
‡ Quantitative & Qualitative Aspects
‡ Systems Approach
‡ Two-phased process
The Planning Process at the Heart of the iagnostic Approach
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 EMPLOYMENT PLANNING
How to Measure Human Resource Demand & Supply
Supply analysis
Internal External
Organizational Current Inventory
Conditions Analysis
Marketing Plans
Finance plans
Operations plan Employee Employee Attracting candidates
Technology plans Activity Selecting new hires
Quantity
Changes Changes
Promotion Compensatio
emotion n
Transfer Training
Retirement Job esign
Layoffs
Forecast
Forecast ismissal
external supply
emand
Quantity
Quantity Forecast internal Experience
Experience available supply Capability
Capability Quantity iversity
iversity Experience
Capability
Reconcile through decisions
 How Business Activity Goals can lead to Human
Resource Shortages or Surplus and Actions
Business activity = Quantity of Employees or work time x Productivity per employee or work time
Business Strategy Shortage/Surplus Human Resource Goals HRM Example

Increase employee activity Increase Sales or

Large increase in Large Shortage
faster than increase in production per
activity
employee quantity employee or per
hour, and add
employees or
person-hour
Increase sales or
Moderate increase Moderate shortage Increase employee production per person
In activity activity while holding per hour but make no
employee quantity stable net addition to staff,
replace only those
who leave
How Business Activity Goals can lead to Human Resource
Shortages or Surplus and Actions

Business Strategy Shortage/Surplus Human Resource Goals HRM Example

Maintain existing
Moderate Small Shortage Hold employee activity
employee production or
increase in stable while increasing
sales levels but add
activity employee quantity
staff in same
proportion to increase
in business activity
Large decrease Large surplus Decrease employee Reduce the amount of
in activity activity while scheduled overtime and
decreasing employee do not replace
quantity employees who choose
to leave

Moderate Temporary Decrease employee Reduce overtime &

decrease in Surplus activity while encourage employees
activity maintaining to take vacation time in
followed by an employee quantity, the short run, but
increase in then increase replace those who
activity employee activity leave.
Limitations of HR Planning««
‡ Inaccuracy
‡ Uncertainties
‡ Lack of Top Management support
‡ Time & Expense
‡ Unbalanced Focus
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Recruiting is the process by which organizations locate

and attract individuals to fill job vacancies.
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Organization Applicant

‡ Vacant or new position ‡ Receive education and

‡ Perform job analysis choose occupation
and plan recruiting ‡ Acquire employment
effort experience
‡ Generate applicant ‡ Search for job
pool via internal or openings
external recruitment ‡ Apply for jobs
methods ‡ Impress companies
‡ Evaluates applicants during selection process
via selection process ‡ Evaluate job and
‡ Impress applicants companies
‡ Make offer ‡ Accept or reject job
offers
  










Organizational Strategy

Human Resource Plan

Recruiting Goals and Priorities Recruiting Philosophy

‡ Attract large number of
applicants
‡ Attract highly qualified
applicants
‡ Attract applicants willing to
accept offer
‡ Fill vacancies quickly
‡ Hire people who perform well
‡ Hire people who will stay with
the company
‡ Internal or External sources
‡ Fill vacancies or hire for careers
‡ Commitment to diversity
‡ Marketing orientation to
candidates
‡ Ethics in recruiting
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‡ Person of known ‡ In case of expansion,

ability there may be
‡ Motivates current insufficient internal
employees supply
‡ Training & ‡ It may be
socialization time cumbersome
is reduced ‡ Organizations become
‡ Fast & less inbred & lose
expensive flexibility
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· Bring in new ‡ Cost
ideas & viewpoint
‡ Time consuming
· Saves training
cost ‡ Individual. may not
live up to the
expectation
‡ Discouraging to
current employees
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Your organization, Nova Health Source, owns large drug

stores in Central India, and will open two more stores in the
next year. One of the new stores would be located in a
leading Shopping Mall that is coming up very fast in the
suburban area. Other will be located in the central market
place where competitors are already having their stores.
Each store requires at least five pharmacists, four
cosmeticians, a manager, an assistant manager, 5 sales
executives and junior level staff.
· How would you go about locating and recruiting staff for the
new stores?
· What are your options?
· How do the recruiting methods you consider compare with
one another in terms of cost and how effective do you think
each will be?
· Do you recommend the same recruitment plan for both the
new stores?
SELECTION
 External Selection

Selection gathers and uses information about

externally recruited applicants to choose which of
them receive employment offers.

It is the process of choosing individuals who have

relevant qualification to fill jobs in an
organization.

Selection is a process of measurement, decision

making, and evaluation.
 
’ Application Blank
’ Screening Interview
’ Tests
’ More Interviews
’ Reference Check
’ Conditional offer
’ Physical Examination
’ Hire
Application Blanks:

‡ Typically request information about education,

work history, and skills in a prescribed
manner.
‡ These are used to screen out candidates who
do not meet the minimum job specifications on
education or experience.
‡ It provides a basic employee record for
applicants who are hired.
‡ Weighted application blank procedures have
been shown to secure scores that predict
performance, tenure, etc.
Tests:

A test is a means of obtaining a standardized

sample of behaviors. Tests are standardized
in content, scoring, and administration.
They provide information about job
candidates that is comparable for all
applicants.
Types of Tests

’ Paper & Pencil Tests of Ability: General

Intelligence, numerical ability, verbal ability,
clerical ability, reasoning and mechanical
aptitude.

’ Computerized testing:

’ ork Sample Tests or trainability test: These

tests ask the applicant to do a portion of the
job to demonstrate that they have the skill to
perform or to learn the job.
Types of Tests
’ ork Sample Tests are used when the applicant is
expected to possess one or more crucial job
skills-skills that the organization does not intend
to teach the new hires.ork sample test does
not need to represent the entire job. The skills
that are tested should be important skills,
whether or not they take up a large portion of
time on the job.

’ Trainability Tests: These test are used for

semiskilled jobs in which the candidate is not
expected to know the skill when applying for the
job.
Types of Tests
’ Personality Tests: Personality inventories are set
of objectively scored questions or statements to
which the test taker responds yes if the item is
self descriptive and no if it is not. This test does
not have correct answers. The intent of these
test is to elicit self descriptive answers.
Interpretation of these kind of tests requires
special training.

’ Integrity Tests:
Polygraph Test: or lie detector , measures and
graphs respiration, blood pressure, and
perspiration while the person being tested
answers questions.
Paper & Pencil Honesty Test: These are
basically of two types: overt integrity test that
assess attitudes toward theft and ask about past
dishonest behavior, and personality- oriented
tests that focus on broader traits such as
dependability, rule following and impulse
control.
Selection Interview:
A selection Interview is designed to identify
information on a candidate and clarify information
from other sources.

Types of Interview:
‡ Structured
‡ Situational
‡ Behavioral Description
‡ Nondirective
‡ Stress
‡ Panel
Structured Interview: uses a set of standardized
questions that are asked of all applicants. Every
applicant is asked the same questions, so that
comparisons among applicants can be easily be
made. These interviews provides us greater
consistency and accuracy. They are useful in the
initial screening of large pool of candidates.
They are less flexible.

Situational Interviews: The situational interview is a

structured interview that is composed of questions
about how applicants might handle specific job
situations. With experienced applicant
The format is essentially one of the job knowledge
or work sample test.There are basically three kinds
of questions:
Hypothetical
Related to knowledge
Related to requirement

Behavioral Description Interview: Interview in

which applicants give specific examples of how
they have performed or handled problems in the
past.
Non Directive Interview: Interviews that uses general
questions, from which other questions are developed.
Difficulty is to keep such interviews job related and
obtain comparable data on various applicants.

Stress Interview: Interviews designed to create

anxiety and put pressure on an applicant to see how
the person responds. Here the interviewer assumes
an extremely aggressive and insulting posture. This
is a high risk approach for an employer.

Panel Interviews: Interview in which several

interviewers interview the candidate at the same
time.
References:

Academic references
Prior work references
Financial references
Law enforcement records
Personal references