Chapter - 2: HR Planning, Recruitment & Selection
Chapter - 2: HR Planning, Recruitment & Selection
HR Planning, Recruitment
& Selection
HR Planning
The process of analyzing and identifying the need for and
Expand or contract :
manpower costs.
Succession planning :
HR Planning Process
Activities involved in HR Planning –
1. Environmental Scanning -
External environment scanning
manpower.
5. Meeting Manpower requirements :
‘Job analysis is the procedure for determining the duties and skill
requirements of a job and the kind of person who should be hired for
it’.
actually does, or how he/she does it and what the job’s working
Job identification
Job summary
relationships
Authority of incumbent
Standards of performance
Working conditions
Job Specification: A written statement of human skills, competencies,
qualification, experience, talent, experience necessary to perform the
job.
It contains -
General Skills
Project exposure.
Types of information collected via job analysis:
Work activities:
Human behaviours: Like sensing, communicating, deciding, writing,
etc,.
JOB ANALYSIS
JOB DESCRIPTION
AND JOB
SPECIFICATION
Task Analysis
Worker Analysis
Environmental Analysis
Task Analysis :
Location
Lighting
Temperature
Noise
Ventilation
JOB DESIGN TECHNIQUES
Individual Job design techniques -
Job Rotation.
Job Enlargement
Job Enrichment
Process of Recruitment -
Identify vacancy
Short-listing
Arrange interviews
Selection process
SELECTION
-Selection is process of predicting about the candidate who will make the
post appropriate and contribute to the job and the organization-now and
in future.
PROCESS OF SELECTION
Reception of applications
Preliminary interview.
Psychological Testing.
Second interview.
Reference check.
Physical examination.
Selection.
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Work samples and simulation: Work sampling techniques
.
measures how a candidate actually performs some of the basic
tasks. Management assessment centres, and video-based
situational testing
Physical examination
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Job Evaluation –
Job evaluation begins with job analysis and ends at that point where the
worth of a job is ascertained for achieving pay-equity between jobs.
The basic information on which job evaluations are made is obtained from
job analysis.
Job evaluation does not fix pay scales, but merely provides a basis for
Gaining acceptance
Creating job evaluation committee
Classifying jobs
Job evaluation, when conducted properly and with care, helps in the
Perception / Egoism
Invalid Methods
Reliability
External Pressure
Narrow Focus
Inexperienced Staff