Date: 27 June 2021

HRM

Job Analysis

The procedure for determining the duties and skill requirements of a job and the kind of person who
should be hired for it.

Job Description

A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory
responsibilities—one product of a job analysis.

Job Specifications

A list of a job’s “human requirements,” that is, the requisite education, skills, personality, and so on—
another product of a job analysis.

Four methods of Job analysis

1. Interview
2. Questionnaires
3. Observations
4. Diaries/logs
1. Interview Information sources

It’s a conversation between interviewer and interviewee

Information Sources

 Individual employees
 Groups of employees
 Supervisors with knowledge of the job

Advantages

 Quick, direct way to find overlooked information

Disadvantage

 Distorted information

2. Questionnaires Interview Formats

 Structured (Checklist): List of questions are pre-determined/ preset.

 Unstructured: List of question is nor determined.

Information Source

Have employees fill out questionnaires to describe their job-related duties and responsibilities
Questionnaire Formats: it contains set of questions; it is used to survey or job analysis information.

 Structured checklists: set of standardized questions with fixed skills or answers. For example:
yes, no, strongly agree and strongly disagree.
 Open-ended questions: Respondent has freedom to answer more details.

Advantages

 Quick and efficient way to gather information from large numbers of employees

Disadvantages

 Expense and time consumed in preparing and testing the questionnaire

3. Observations Information Source

Observing and noting the physical activities of employees as they go about their jobs by managers.

Advantages

 Provides first-hand information

 Reduces distortion of information

Disadvantages

 Time consuming
 Reactivity response distorts employee behavior
 Difficulty in capturing entire job cycle
 Of little use if job involves a high level of mental activity

4. Diaries/logs Information Source

Workers keep a chronological diary or log of what they do, and the time spent on each activity

Advantages

 Produces a more complete picture of the job

  Employee participation

Disadvantages

 Distortion of information
 Depends upon employees to accurately recall their activities

Job Design:

1. Job Enlargement: increasing or adding duties on someone.

2. Job Rotation: Changing the role of a job.
3. Job Enrichment: training, enriching the skills to make the job holder better at his work.

4th July

Cognitive abilities

Moto and Physical abilities

Personality and Interests: extraversion, emotional stability, (Five points)

Current Achievements
Recruitment: Recruitment is the process of attracting candidates to the organization.

Selection: Selection is the process of selecting an appropriate candidate.

Recruitment & Selection process.

Job Analysis Recruitment

Job Advertisement
Receiving CV and Application
Screening the CV
Call for Preliminary Interview Selection
Written Test
Viva Test
Medical Check up
Reference Check
Issuing appointment Letter.
Fig. Recruitment Selection process.

Forecasting Tools

Forecasting Personal Needs:

It means identifying the number of people need in certain period. Which can be done by the methods
given below:

Trend Analysis Ratio Analysis Scatter Plotting

 1. Trend Analysis: Trend analysis is based on the idea that what has happened in the past gives
traders an idea of what will happen in the future. Study of reform or past employment needs
analysis.
2. Ratio Analysis: Marketing or sales-oriented companies can follow it. Sales Volume and ratio of
employee.
3. Scatter Plotting: It’s the graphical relationship between two variables.

Finding Internal Candidates:

1. Posting open Job Positions: In house stuffs family member or relatives for some existence the
notice is
2. Rehiring former Employees: Hiring those employee
3. Succession planning: Most of the company doesn’t advertise for the top ranked posts vacancies
can be
It’s the process of top ranked positions being filled up on an organization.

Internal source of Recruitment

Nd analysis

Advantage Disadvantage
1. Cost effective 2. Distortion
3. Motivation 2. Confect of interest
4. 3. Nepotism and

External source of recruitment

Advantage Disadvantage

1. Distortion a.
2. Confect of interest b. Motivation
3. Nepotism and c. Cost effective

Selection:

Test reliability
Reliability means consistency of test score. A person that attended a test day on in three different
panels with similar test score. It is a reliable test.

Validity of the Test

1. Criterion
2. Content
3. Construct
Validity of the Test score: It’s a relationship between test score and job performance. For
example: higher the test score higher the job performance.

Content Validity:
It means the test content related to the job nature. For Example: asking typing speed for a
secretarial job.

Ethics, Moral, Honesty, Managing and maintenance

Human Resource Management:

The process of acquiring, training, appraising, compensating employees and of attending their labor
relations, health and safety, fairness concerns.

Organization:

People with formally assigned roles who work together to achieve the organization’s goal.

Manager:

The person responsible for accomplishing organization’s goal, and who does so by managing the efforts
of the organization’s people.

Functions of HRM:

1.Acquisition 2.Development 3.Motivation 4.Maintenance

a. Authority: The right to make decisions, directs others’ work, and gives orders.
b. Line Authority: Traditionally gives managers the right to issue orders to other managers or
employees.
c. Staff Authority: Gives a manager the right to advise other mangers or staff.

1. Line Manager:
He/ She have the line authority with that authority they can direct or order other employee in his/ her
department.

2. Staff Manager:

They have the staff authority with that stuff authority he/she can assist and advise line manager.

Few responsibilities of Line Managers:

 Placing the right person on the right job

 Orientation ( Briefing new employee)
 Training employee for the new jobs
 Improving job performance
 Gaining creative corporation, and developing smooth working

DUTY AND FUNCTIONS OF HRM

1.L INE FUNCTION 2. COORDINATION FUNCTION 3.STAFF FUNCTION

1. Line Function: HR manager has the line authority or implied authority. By the virtue of these
authority HR manager can take all the decisions in his own department. For example: Hiring
decisions or creating befit package.
2. Coordination Function: HR manager has function authority by virtue of these authority a HR
manager can coordinate various personal activities among departments. For example: Informing
Sexual Harassment policies.
3. Staff Function: HR manager has staff authority by the virtue if these authorities he/she can assist
or advise to the other manager. For example: advise for department budget, qualification of
employee.

STRATEGIC DEVELOPMENT OF HRM

1. Corporate 2. Diversification 3. Vertical 4. Consolidation 5. Geogra

level Integration phic

a. Corporate Level Strategy: It represent the portfolio of a business. It’s the overall strategy of a
company. Example: Company size and expansion.
b. Diversification: Expansion of a company by ne developing product. Example: Toyota
c. Vertical Integration: Integrate to more stags if a function in a department of a company, which
are currently operated by separated company.
d. Consolidation: Reducing Company Size. For example: Telecom industry
 e. Geographic: Expanding the company abroad. For example: Toyota.

HRM

Job Analysis

The procedure for determining the duties and skill requirements of a job and the kind of person who
should be hired for it.

Job Description

A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory
responsibilities—one product of a job analysis.

Job Specifications

A list of a job’s “human requirements,” that is, the requisite education, skills, personality, and so on—
another product of a job analysis.

Four methods of Job analysis

5. Interview
6. Questionnaires
7. Observations
8. Diaries/logs
4. Interview Information sources

It’s a conversation between interviewer and interviewee

Information Sources

 Individual employees
 Groups of employees
 Supervisors with knowledge of the job

Advantages

 Quick, direct way to find overlooked information

Disadvantage

 Distorted information

2. Questionnaires Interview Formats

 Structured (Checklist): List of questions are pre-determined/ preset.

 Unstructured: List of question is nor determined.

Information Source

Have employees fill out questionnaires to describe their job-related duties and responsibilities
Questionnaire Formats: it contains set of questions; it is used to survey or job analysis information.

 Structured checklists: set of standardized questions with fixed skills or answers. For example:
yes, no, strongly agree and strongly disagree.
 Open-ended questions: Respondent has freedom to answer more details.

Advantages

 Quick and efficient way to gather information from large numbers of employees

Disadvantages

 Expense and time consumed in preparing and testing the questionnaire

3. Observations Information Source

Observing and noting the physical activities of employees as they go about their jobs by managers.

Advantages

 Provides first-hand information

 Reduces distortion of information

Disadvantages

 Time consuming
 Reactivity response distorts employee behavior
 Difficulty in capturing entire job cycle
 Of little use if job involves a high level of mental activity

4. Diaries/logs Information Source

Workers keep a chronological diary or log of what they do, and the time spent on each activity

Advantages

 Produces a more complete picture of the job

  Employee participation

Disadvantages

 Distortion of information
 Depends upon employees to accurately recall their activities

Job Design:

4. Job Enlargement: increasing or adding duties on someone.

5. Job Rotation: Changing the role of a job.
6. Job Enrichment: training, enriching the skills to make the job holder better at his work.

Chapter 14

Ethics: moral principles that govern a person's behavior or the conducting of an activity.

Law: Rules and regulation approved by the government. In other words, the system of rules which a
particular country or community recognizes as regulating the actions of its members and which it may
enforce by the imposition of penalties.

Ethics VS Law

Ethics Legal but Unethical

& Illegal but Ethical
Behaviour Legal and Ethical
Both Illegal and Unethical

Components of Organizational Justice:

Fairness of the process. Four components of organizational justice are distributive, procedural,
interpersonal, and informational justice.

1. Distributive Justice
2. Procedural Justice
3. Fairness of decision taken
4. Fairness of the process followed

Example: sacking process, Selection process, Pay for performance.

 Promote Ethics and Fair Treatment
Selection Training Performance Rewards & Disciplinary
Appraisals Systems