Planning Recruitment & Selection of Human Resources | victoryawards.us
Human Resource Planning The process that links the human STUDY OF JOBS IN THE COMPANY Job description Job specification; 7. But even if legal requirements did not force employers to do job analysis, effective HR management would demand it. HR planning requires auditing of current jobs. current number of jobs and positions, and reporting relationships of the jobs. and comprehensive job analysis to validate recruiting and selection criteria. Job Description: Statement of the tasks, duties, and responsibilities (TDRs) of a job to be Human Resource Planning; Recruitment; Selection; Training and.
Job Analysis and Human Resource Planning Job Analysis and Human Resource Planning A Job can be described as a group of tasks which is assigned to the individual employees for ensuring achievement of the organizational goals.
When this job is analyzed in terms of determination of the skills, duties and knowledge required for completion of tasks, it is regarded as Job analysis. In the words of Geislerthe entire process of Human Resource Planning essentially involve four crucial aspects in it: Forecasting of Manpower requirements Formulating Policies Implementing Policies Effectively, and Controlling or Monitoring the Policies for ensuring that the right kind of people in right numbers, are selected for the right position and in right time.
A sound HRP process in an organization must be strategically aligned with the overall corporate strategy and essentially depends on the availability of a robust HRIS for making accurate projections regarding the manpower requirements and availability of information readily regarding crucial HR parameters. Job analysis Job Analysis involves gathering information and analysis of information of crucial information about a job.
Shah9il's Blog: Find out the relationship among selection, recruitment and job analysis.
In this analysis judgements are made on the data collected of a job. Job Analysis involves both Job Description and Job Specification, which includes an assessment of the nature of the job as well as the knowledge, skills and attitude of the jobholder. In other words, Job Description provides details regarding the content of the job in a written format and Job specification is a written record of the qualities and qualifications which a Jobholder should be having for handling a job.
Job analysis is the process of studying and collecting information about the responsibilities and operations of a given job.
Specifically, job analysis involves the steps: Analyzing the Job interrelationship with the organizational strategies and vision. Preparing the Job Description which is essentially a written account of the job. Preparing the Job Specifications which should essentially provide details regarding the specific skills, qualities and qualifications which a job holder should possess. Reviewing and updating the information ideally in every three years and the interrelationship collecting job information.
Human Resources Planning Human resources planning can be described as a process of ascertaining the manpower requirements of an organization which should be aligned with the strategic goals of the organization.
- The Vacancy and Job Description
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It must be able to show that the knowledge, skills, and abilities needed by the medical records clerk could be obtained only through formal education. Organizations use job analysis to identify job specifications in order to plan how and where to obtain employees for anticipated job openings, whether recruited internally or externally.
As a result, the company could select from within and promote a current accounting clerk. In addition to saving on recruiting costs, promotion can have a positive impact on employee commitment and career-planning efforts.
Compensation Job analysis information is essential when determining compensation. As part of identifying appropriate compensation, job analysis information is used to determine job content for internal comparisons of responsibilities and external comparisons with the compensation paid by competing employers.
Information from job analysis can be used to give more weight, and therefore more pay, to jobs involving more difficult tasks, duties, and responsibilities. Job analysis also can aid in the management of various employee benefits programs.
Training and Development By defining what activities comprise a job, a job analysis helps the supervisor explain that job to a new employee. Information from job descriptions and job specifications can also help in career planning by showing employees what is expected in jobs that they may choose in the future. Job specification information can point out areas in which employees might need to develop in order to further their careers.
Employee development efforts by organizations depend on the job descriptions and job specifications generated from job analyses. Developing clear, realistic performance standards can also reduce communication problems in performance appraisal feedback among managers, supervisors, and employees.
What Is the Purpose of a Job Analysis as It Relates to Recruitment and Selection?
Safety and Health Job analysis information is useful in identifying possible job hazards and working conditions associated with jobs. From the information gathered, managers and HR specialists can work together to identify the health and safety equipment needed, specify work methods, and train workers.
Union Relations Where workers are represented by a labor union, job analysis is used in several ways.