Nature of job

• Job analysis is a process of gathering relevant information about various

aspects of her job and is concerned with the identification of task required
to be performed as part of it.
• it helps in establishing the jobs worth to an organization.
• It stablish is job relatedness which is a crucial input for HR decision
involving recruitment, selection, compensation, training, health and safety.
• it facilitates the process of understanding the impact of environmental own
individual jobs.
 Uses of Job
Provide base for different jobs
• Job analysis provide the basis for identifying the contents of different jobs,
their enter relationship interdependence, responsibility involved in a job,
authority that may be required to perform the job.
Help in organizational design
• job analysis provides all the required information to get the framework of
organizational. Organization designing is building a network of relationships
among various functions and positions.
Human resource planing
• Job analysis proves to be off great help in case of human resource training by
providing information for forecasting human resource needs in terms of
knowledge, skill and experience.
Recruitment and selection
• Job analysis provides the basic ingredient required 4 recruitment and selection. It
understood that the groupement ends listen, taken together, is a process of
identifying the shows from where the personnel can be hired, motivating them
analyzing them and selecting the one who matched the conquered job.
 Human resource planning
human resource is the most important assets of an organization. Human
resource planning are the important managerial function it ensured the right
type of people, in the right number, at the right time and place, who are trained
and motivated to do the right kind of work at the right time, day generally a
shortage of suitable person.
According to E.W Vetter human resource planning age the process by which a
management determines how an organization should make from its current
mental position to its desired manpower position.
 Manpower recruitment process
according to victor, the process by which management determines how the
organization should move from its current manpower position to its desired
manpower position. Through planning, management strives to have the right number
and the right kind of people, at the right place at the right time, doing things which
result in both the organization and the individual receiving maximum long run
benefits.
Stainers defines manpower planning as strategy for the acquisition, utilization,
improvement, and prevent an enterprise human resource. It relates to establishing job
specifications all the quantities requirements of jobs determining the number of
personnel required and developing source of manpower.
Making an inventory of present manpower resources and assigning the extent
to which these resources are employed optimally
Anticipating manpower problem by projecting present resources into the future
and comparing them with the forecast of requirements to be determined there
adequacy, quantitatively and qualitatively
Planning the necessary program of requirement, selection, training,
development, utilization, transfer, prmotion and compensation to ensure that
future manpower requirements are properly met.
 Process of manpower planning
• deciding goals or objectives
• auditing of the internal resources
• formulation of the recruitment plan
• Estimating future organizational structure and manpower requirements
• developing a human resource plan