Job analysis 

is the process of gathering and analysing information about

the content and the human requirements of jobs, as well as, the context in
which jobs are performed.
A formal and detailed examination of a job
What is your job description?
A job description is an internal document that specifies the
job requirements, job duties, job responsibilities, and skills required to
perform a role. or A job description or JD is a written narrative that describes
the general tasks, or other related duties, and responsibilities of a position
Purpose of Job Description

 The main purpose of job description is to collect job-related data in

order to advertise for a particular job. It helps in attracting, targeting,
recruiting and selecting the right candidate for the right job.
 It is done to determine what needs to be delivered in a particular job.
It clarifies what employees are supposed to do if selected for that
particular job opening.
 It gives recruiting staff a clear view what kind of candidate is
required by a particular department or division to perform a specific
task or job.
 It also clarifies who will report to whom

Job Specification
Job specification is a statement of the qualifications, personality traits,
skills, etc. required by an individual to perform the job.
Purpose of Job Specification

 Described on the basis of job description, job specification helps

candidates analyze whether are eligible to apply for a particular job
vacancy or not.
 It helps recruiting team of an organization understand what level of
qualifications, qualities and set of characteristics should be present in
a candidate to make him or her eligible for the job opening.
 Job Specification gives detailed information about any job including
job responsibilities, desired technical and physical skills,
conversational ability and much more.
 It helps in selecting the most appropriate candidate for a particular
job.
JOB JOB SPECIFICATION
DESCRIPTION
What does it A job description is the
mean? detailed information of the
vacant position that states the
job title, job location, duties,
responsibilities, job role, etc.
in a written format.
A job specification is
the set of specific
qualities, knowledge,
and experience the
candidate must
possess to perform a
particular job.

Origin Based on Job Analysis Based on Job

Description
Elements Includes job title, job location, Includes attributes,
job role, salary, knowledge, skills,
responsibilities, duties, experience, and
allowances, and incentives educational
qualification

Purpose Describes the job profile Specifies the

eligibility criteria
What is it? Company’s offerings to the Company’s
candidate expectations from the
candidate
Use Used to provide relevant and Used to match the
sufficient information about right candidate with
the job the job
Internal Sources of Recruitment
Recruitment refers to the overall process of identifying, attracting, screening,
shortlisting, and interviewing, suitable candidates for jobs within an
organization

Promotions
is vertical movement of an employee within the organisation promotion refers to
the upward movement of an employee from one job to another higher one, with
increase in salary, status and responsibilities. . It is the process of shifting an
employee from a lower position to a higher position with more
responsibilities, remuneration, facilities, and status. Many organizations
fill the higher vacant positions with the process of promotions, internally.

Transfers

Transfer refers to the process of interchanging from one job to another

without any change in the rank and responsibilities. It can also be the
shifting of employees from one department to another department or one
location to another location, depending upon the requirement of the
position

Recruiting Former Employees

Recruiting former employees is a process of internal sources of

recruitment, wherein the employees are called back depending upon the
requirement of the position. This process is cost effective and saves plenty
of time. 
.

Employee Referrals

Employee referrals is an effective way of sourcing the right candidates at

a low cost. It is the process of hiring new resources through the references
of employees, who are currently working with the organization
Upgradation:
It refers to giving higher responsibility to the internal employees
 Demotion:
It refers to fill the post by sending an inefficient employee at some lower-position. ...
Under the recruitment process, search for employees is conducted and through
selection they are selected It refers to low pay scale and lower positions.
However, it is a one kind of punishment.
employee Referrals:
Involve references or recommendations of candidates given by the present
employees, trade unions, or business friends for filling a vacancy.
Employees already working in the organization recommend their friends
or relatives for a vacancy
External
Employment Exchanges:
An employment exchange is an office set up by the government for
bringing together as quickly as possible those men who are in
search of employment and those employers who are looking for
men.

about Contractors:
In many industries workers are recruited through contractors who
are themselves the employees of these organisations.

Recruitment tests 
are often used by employers as part of the selection process. They can
also help you identify your strengths and abilities, and assess your
suitability for particular careers or occupations

types of pre-employment tests

Job knowledge tests

Employers give job knowledge tests to identify your knowledge about the
job you're applying for. For instance, if your prospective employer is
hiring a managerial accountant, you might receive a job knowledge test on
the employer's internal accounting processes. 

Integrity tests

Integrity tests are one of the most objective tests employers can
administer, and they help measure the reliability of applicants. Employers
gear the questions to the degree of integrity and ethical guidance you have
when encountering certain situations in the workplace

. Cognitive ability tests

Cognitive ability tests ask questions about your mental capacity to work in
a position. The answers you provide help employers predict your job
performance since they'll then know more about how you handle
complexity. One of the common cognitive ability tests is the General
Aptitude Test (GAT), which highlights your ability to use logical, verbal
and numeric reasoning to approach tasks. Take practice tests to prepare
yourself for potential questions and answers you'll see on your test.

Personality tests

Personality tests indicate to employers if you fit within the company's

culture and if your personality leads to an increase in productivity. Test
results might help employers evaluate your engagement level and if they
think you're interested in a long-term career with the organization. Review
the different types of personality tests to understand the format and the
questions asked so you can properly represent your personality to
employers.

Emotional intelligence tests

Emotional intelligence tests analyze your relationship-building skills and

your knowledge of emotions. Having high emotional intelligence shows
how you can defuse conflicts and relieve the anxiety of coworkers if
they're frustrated or disappointed.

Teamwork

Employees with teamwork skills can succeed if they can collaborate with
co-workers of different backgrounds and personalities. By working with
your team, you have a better chance of accomplishing your goals and
getting a promotion to a high-level role.

Adaptability

Adaptability displays how you can change to meet the current demands of
your company. For instance, if you're a project manager and a client needs
to alter the deadline of a project, you need to reprioritize your tasks to
meet their expectations.

Empathy

Empathy is the way you understand the feelings of others in a given

situation. This trait underscores that you're compassionate and willing to
help coworkers improve their mindset and achieve their goals.

Skills assessment tests

Skills assessment tests overview your soft and hard skills. Employers test
for these skills once they're in the later stage of the hiring process to
understand who they might want to hire. For example, if an employer
wants to hire you for a public relations coordinator position, they might
administer a writing test to see how many words you type per minute, if
you can write newsworthy content within a given timeline and how well
you proofread your content before submission.
interview
A job interview is an interview consisting of a conversation between a job
applicant and a representative of an employer which is conducted to
assess whether the applicant should be hired. Interviews are one of the
most popularly used devices for employee selection
Types
Patterned, Structured or Guided Interview:
This is the most common method of interview. It is a preplanned
interview and more carefully designed to have a high degree of
accuracy, precision and exactide. Under this type of interview a list
of questions to be asked by the interviewer is prepared in advance
on the basis of job specification, and to secure information from the
candidate.
2. Unstructured or Unguided Interview:
It is an unstructured and non-planned interview. Therefore it is
called as “non-directed interview” also. It is designed to let the
interviewee speak his mind freely. The idea is to give candidate
complete freedom to sell himself without the encumbrances of the
interviewer’s questions. It is not directed by pre-determined list of
questions.
3 depth Interview:
ADVERTISEMENTS:

The object of this interview is to examine intensively the candidates’

background and thinking and to go into considerable details on
particular subject of an important nature and of social interest of
the candidate. It is semi structured in nature and questions are used
in key areas, which have been studied in advance by the interviewer.
The typical subjects are discussed in such type of interview. 
.
4. Stress Interview:
Under this type of interview the strain is put on the candidate
deliberately. It is designed to test the candidate and his conduct and
behaviour by putting him under conditions of stress and strain,
Usually the interviewer in such a stress circumstances asks
questions rapidly, criticizes the interviewee’s answers, interrupts
him frequently, too many questions are asked at a time by many
interviewers, makes negative remarks, tries to put him in an
awkward situation, and carefully watches the interviewee’s
emotional stability and balance
5. Group Interview:
ADVERTISEMENTS:

It is also called as Discussion Interview. In this type of interview,

groups rather than individuals are interviewed. A group of
candidates (interviewees) is given certain problem and is asked to
come to specific decision within a given time. The interviewer sits
over there and watches the interviewees.
.
6. Panel or Board Interview:
In panel or board interview, candidate is screened by a group of
interviewers who are specialists in their respective fields. This type
of interview is just opposite to “Group Interview.” A candidate is
interviewed by a number of interviewers, and the questions are
asked by them in serial or in random order
.
7. Formal Interview:
Formal interview may be held in the employment department by
the employment officer in a more formal atmosphere with the help
of pre-planned questions and schedule, with predetermined
procedures and practices. It may also be called as “planned
Interview”.
8. Informal Interview:
It is an oral interview that may take place anywhere. Usually when
staff is required urgently on some specific job, this type of interview
is conducted. Informal interview is not at all pre-planned and
scheduled. Informally the questions are asked to the candidates

Training
Training is teaching, or developing in oneself or others, any skills and
knowledge or fitness that relate to specific useful competencies. Training
has specific goals of improving one's capability, capacity, productivity
and performance.
On the job On-the-job training is an important topic of human resource
management. It helps develop the career of the individual and the
prosperous growth of the organization. On the job training is a form
of training provided at the workplace. ... On-the-job training is highly
used for practical tasks.
Orientation
Orientation is the process of introducing new employees to their
responsibilities, co-workers and workplace. An effective orientation
training helps people feel more comfortable within their new roles, teams
and departments, while also making them aware of company expectations
and policies.
Apprenticeship training refers to a course of training in any industry or
establishment. Apprenticeship training consists of
basic training (theoretical instructions) and practical on the
job training at actual work place.
Job rotation is a strategy where employees rotate between jobs at the
same business. Employees take on new tasks at a different job for a
period of time before rotating back to their original position.
Job Instruction Training (JIT) is a step-by-step, relatively simple
technique used to train employees on the job. It is especially suitable for
teaching manual skills or procedures; the trainer is usually an employee's
supervisor but can be a co-worker.
Lectures and case study
 simulation-based training, involves the use of basic equipment or computer
software to model a real-world scenario. ... Simulation training usually involves
interacting with a technology.
Computer-Based Training (CBT) involves the use of a personal or
networked computer for the delivery and access of training programs. ... CBT is
particularly useful when training learners on a specific computer application, but
can also be built to train learners on general knowledge or skills

Steps in training
Assess training needs:
The first step in developing a training program is to identify and assess
needs. Employee training needs may already be established in the
organization’s strategic, human resources or individual development
plans. 
Set organizational training objectives:
The training needs assessments (organizational, task & individual) will
identify any gaps in your current training initiatives and employee skill sets.
These gaps should be analysed, prioritized, and turned into the
organization’s training objectives. The ultimate goal is to bridge the gap
between current and desired performance through the development of a
training program
Create training action plan:
The next step is to create a comprehensive action plan that includes
learning theories, instructional design, content, materials and other training
elements. Resources and training delivery methods should also be
detailed. While developing the program, the level of training and
participants’ learning styles need to also be considered
Implement training initiatives:
The implementation phase is where the training program comes to life.
Organizations need to decide whether training will be delivered in-house or
externally coordinated. Program implementation should consider
employee engagement and learning KPI goals, as well as thoroughly
planning the scheduling of training activities and any related resources
(facilities, equipment, create questionnaire process etc.). The training
program is then officially launched, promoted and conducted.
Evaluate & revise training:
As mentioned in the last segment, the training program should be
continually monitored. In the end, the entire program should be evaluated
to determine if it was successful and met training objectives. Feedback
should be obtained from all stakeholders to determine program and
instructor effectiveness, plus knowledge or skill acquisition. Analyzing this
feedback alongside an employee performance review will allow the
organization to identify any weaknesses in the program. 

Reliability: It is a test’s first major requirement and refers to its

consistency. A test is said to be reliable only when the result an outcome is
consistent on identical test obtained form same person at two different
occasion.

Validity (legal acceptance): It measures to prove that something is true or

correct. In other words, validity tells us whether the test is measuring what
we think it’s supposed to be measuring.
Validity can be of following types:

a. Content validity: Content validity means, the content of the test

item correlates highly with the job content. In other words, the
content that choose for data entry test is a representative sample of
what the person needs to know for the job, then the test is probably
content valid.
b. Predictive validity: It means the performance of an employees or
test score highly correlates with the future requirement of the job.
c. Concurrent validity: It means, the degree to which test score
correlates with job performance (i.e. those we do well in the test do
well in job).
d. Construct validity: It means the relation between the job and its
score in practical aspects. In other words, the extent to which the test
measures the psychological quality or quantifies the psychological
aspect of an individual