Chapter#3: Effective Job of the Most Common Analysis...

Linking Organisational Strategy to Human Resource Planning:

1. Assessing current human resources

2. Determining the demand for labour
3. Predicting the future labour supply
4. Matching labour demand and supply

Job analysis:
This is the method used to determine what types of manpower are needed to perform the
jobs of the organisation. This is composed of job description, job specification and job
evaluation.

Job analysis methods:

1. Observation method 4. Structured questionnaire
2. Individual Interview method 5. Technical conference method
3. Group Interview method 6. Diary method
 Chapter# 4: Recruitment- Attracting the Right Talent

Recruitment:
This is a linking function joining together those with jobs to fill and those seeking jobs.
Basically this is the process of seeking sources for job candidates.

Factor/ sources of recruitment:

1. Internal sources of recruitment

a. Promotions and transfers
b. Job posting
c. Employee referral

2. External sources of recruitment

a. Advertisement
i. Internet ads
ii. Newspaper ads
iii. Television and radio ads

b. Employment agencies
i. Public employment agencies
ii. Private employment agencies
iii. Headhunters

c. Unsolicited applicants or walk-ins

d. Temporary help services
e. Campus recruitment
f. Professional organisations.

Constraints on Recruiting Efforts:

1. Organisation image
2.Job attractiveness
3. Internal organisational policies for
4. Government influence
5. Recruiting cost

Alternative to recruitment:
1. Employee leasing
2. Subcontracting