Job analysis: The process of describing and
recording many aspects or elements of the job. The
outcome of job analysis has two components-
Job description
Job specification
JOB ANALYSIS: IMPORTANCE & PURPOSE
•Legal validation of employment decisions
• Defines duties & tasks
•Identifies reporting relationships
•Basis for determining relative worth of jobs
•Identifies redundancy
WHEN JOB ANALYSIS IS USED
1. Most commonly for personnel selection
2. For recruitment in providing realistic job
data
3. For legal compliance
4. For performance appraisal
5. To identify job similarity for easy transfer
6. Job evaluation
7. Job redesign and re-engineering
JOB DESCRIPTION
According to Gary Dessler, - "Job description is a list
of job duties, responsibilities, reporting relationships,
working conditions, and supervisory responsibilities."
1. Job identification - It may include the job title,
alternative titles, department, division, plant, the unit
where it exists, code number of the job and so on.
2. Job summary - It is a condensed statement of the
primary functions of the job. It may also include a
short definition which may be useful as additional
identification information if the job title is not
sufficient for identification of the job.
3. Duties performed - It is a brief description of the
functions performed by the employee, that is, what is
being done, how it is done, why it is done and how
much percentage of time is to be devoted to each
major duty. 4. Extent of supervision given and
received - The nature and extent of supervision that
is, whether it will be general or close supervision.
5. Machines, tools and equipment used - The trade
names, types, models of
machines, tools and equipment are also mentioned,
for example, working on lathe machine or drilling
machine and so on. What raw materials are to be used
and the like are also mentioned.
6. Working conditions - The conditions in which the
job holder is to work, for example, noise;
temperature; postures, that is, standing, sitting,
stooping, walking, climbing, lifting and so on
7.Hazards involved - Accident risk and health hazards
such as nerve
strain, eye strain, physical strain, acid, exposure to
weather and so on.
8.Pay - Method of payment-hourly, daily, weekly,
monthly, piece rate range of pay from minimum to
maximum, bonus and so on
required to do the job well.
9.Training and promotion - Whether training or
apprenticeship required; if yes, then of what type and
duration, basis and line of
promotion.
A Good Job Description Should Have The Following
Characteristics:
•Proper title
•Comprehensive job summary
•Completeness - Every detail should be very precise.
•Elasticity - Job descriptions should be elastic so as to
have scope for making them up to date from time to
time.
JOB DESCRIPTION - NEED
•It helps in placement and orientation of new
employees
•It helps in promotion and transfer of new employees
•It helps in developing work standards and counseling
of employees
• It helps in defining and outlining career path
• It helps in work measurement and work
improvement
•It helps in health and fatigue study
•It helps in vocational guidance of employees
• It helps in avoiding accidents
•It helps in the grievances procedure of employees.
JOB SPECIFICATION
• Also known as employee specifications, a job
specification is a written statement of educational
qualifications, specific qualities, level of experience,
Human resources: Meaning
Human resources means the collection of
people and their characteristics at work. These
are distinct and unique to an organization in
several ways. Definition:Human Resource are
"A whole consisting of inter-related, inter-
dependent & interacting psychological,
sociological & ethical components".-Michael
J. Jucius
What is HRM?
Human Resource Management is "the
planning, organizing, directing and controlling
of the procurement, development,
compensation, integration, maintenance and
separation of human resources to the end that
individual, organizational, and social
objectives are accomplished."
Human resource management: Definition-
Human resource management is concerned
with policies and practices that ensure the best
use of the human resources for fulfilling the
organizational and individual goals.-Edwin B.
Flippo
Characteristics of HRM
•People oriented
•Young discipline
•Action-oriented
•Nervous system
•Individual-oriented •Development-oriented
•Pervasive Function
•Continuous Function
•Future-oriented
•Challenging function Science as well as art
•Staff function
Objectives of HRM
• To act as a liaison between the top
management and the
employees.
• To arrange and maintain adequate manpower
inventory
• To devise employee benefit schemes
• To ensure and enhance the quality of work
life
•To offer training
• To help keep up ethical values and behaviour
amongst employees both within and outside
the organization.
•To maintain high morale and good human
relations within the organization.
HR Objectives of TATA Group
•Tata company shall provide equal
opportunities to all its
employees.
• HR policies shall promote diversity and
equality in the workplace.
•Employees shall be treated with dignity.
• Maintain a work Environment free of all
forms of harassment.
•Respect for the right to privacy and the right
to be heard. Equal opportunity to all eligible.
•Decisions are based on merit.
Scope of HRM
1-) Personnel or Labour Aspect
Planning, recruiting, selection, placement,
transfer, promotion, training and development,
Lay-offs, retrenchment, remuneration,
incentives and productivity
2. Welfare Aspect
Housing, transport, medical assistance,
canteen, rest rooms, health and safety,
education, etc.
3. Industrial Relation Aspect Union-
management relations, collective bargaining,
disputes.
grievance and disciplinary actions, settlement
of disputes.
Functions of HRM
Operative Functions
• Procuremen
• Development
• Compensation
• Maintenance and motivation
• Integration
• Industrial Relations
Managerial Functions
•Planning
Difference between HRM and PM
•HRM is proactive in nature while PM is
reactive.
• HRM is a resource-centred activity whereas
PM is a employee-centred activity.
•HRM emphasizes on flexible, open-ended
contracts but PM emphasizes the strict
observance of defined rules, procedures and
contracts.
• HRM views better performance as a cause of
job satisfaction whereas PM considers job
satisfaction as a source of better performance.
• HRM seeks to develop the competencies of
the employees on a sustained basis while PM is
a regular, status quo-based administrative
function.
Significance of HRM
1-) Significance for an enterprise
•Attracting & retaining the required human
resource, recruitment & selection, placement,
orientation, compensation & promotion
policies.
•Developing the skills & necessary attitude
among the employees by T&D & performance
evaluation
•Providing them social & job security by
grievance
handling, motivating & participation in mgt *
•Utilizing effectively the available human
resources
•Ensuring that the enterprise will have in future
a team of competent & dedicated employees.
2-)Professional significance
•Providing maximum opportunities for
personal development of each employee.
•Maintaining healthy relationships among
individual & different work groups.
•Allocating work properly.
3-)Social Significance
•Sound human resources management has a
great significant for the society. It help to
enhance the dignity of labour in the following
ways.
•Providing suitable employment that provides
social & psychological satisfaction to people.
•Maintaining a balance between the job
available & the jobseekers in terms of
numbers, Qualification, needs & aptitudes.
•Eliminating waste of human resource through
conservation of physical & metal health
4-)National Significance
•Increase in the size & complexity of
organization.
Recruitment and selection
WHAT IS RECRUITMENT?
-Recruitment is the overall process of
identifying, sourcing screening, shortlisting,
and interviewing candidates for jobs within an
organization.
-Recrutment is the process of actively seeking
out, finding and hiring candidates for a specific
position or job. The recruitment definition
includes the entire hiring process, from
inception to the individual recruit's integration
into the company.
-According to Edwin & Flippa, "recruitment is
the process of searching for prospective
employees and stimulating them to apply for
jobs in the organization."
Functions of Recruitment
-Assessing recruitment
-Advertisement and publicity
-Preliminary examination and assessment of
applications
-A selection process like interviewing or
testing
-Job design and development
-Making initial contact with prospective
candidates
-Shortlisting of probable candidates for
selection
-Hiring the bost candidates
-Fixing standards
-Identification and seeking applicants
-Calling the shortlisted candidates for
physical, emotional, technical and communication •Organizing Interview
skills required to perform a job, responsibilities • Staffing -Recording and documentation
involved in a job. It also includes general health, • Directing -Fixing pay packages to the selected
mental health, intelligence, aptitude, memory, •Controlling candidates
judgment, leadership skills, emotional ability, Operative Functions of HRM Purpose or Objectives of Recruitment:-
adaptability, flexibility, values and ethics, manners 1-)Procurement -Ensures Uninterrupted Business Process -
and creativity, etc. Job analysis and design Identifies Present and Future Personnel
PURPOSE OF JS- • Described on the basis of job Human resource and planning -Purpose or Objectives of Recruitment
description, job specification helps candidates analyze Recruitment -Requirement Acquisition of Maximum -
whether are eligible to apply for a particular job Selection Number of Relevant
vacancy or not. It helps recruiting team of an Placement -CVS
organization understand what level of qualifications, Orientation -Improves Cost Effectiveness
qualities and set of characteristics should be present Socialization -Accelerates the Selection Process
in a candidate to make him or her eligible for the job 2-)Development Factors Influencing Recruitment:
opening, Job Specification gives detailed information Career planning and development *External Factors
about any job including job responsibilities, desired Workers training -Political and Legal
technical and physical skills, conversational ability Executive development -Technological
and much more. Organizational development -Socio-Economic
•It helps in selecting the most appropriate candidate 3-) Compensation -Supply and Demand
for a particular job. Job evaluation -Labor Market
Job Specification Performance evaluation -Organization's Image
• Qualifications Wages administration *Internal Factors
• Experience Benefits and incentives -Recruitment Policy
• Training 4-) Maintenance and motivation -Size of Business Unit
• Skills Employees well being -Cost of Action
• Responsibilities Social Security -Growth
• Emotional Characteristics Workers participation -Working
• Sensory Demands. Motivation -Effective Human Resource Planning
Job Design Job rotation Process of Recruitment
•Job Simplification HR records, research and audit -Identifying Job Requirement
•Job Rotation HR information system -Preparing Job Description and Job -
•Job Enrichment 5-) Integration Specification
•Job Enlargement Industrial relations -Advertising the Vacant Position
JOB DESIGN Discipline -Attracting Candidates to Apply for Job
The Job Design means outlining the task, duties, Grievance redressal -Managing Applications
responsibilities, qualifications, methods and Dispute settlement -Scrutinizing Applications
relationships required to perform the given set of a Collective bargaining -Shortlisting Candidates
job. eg.MNC employees, Rapid technological SELECTION
Job Simplification development like automation, computerisation -The selection process can be defined as
• The Job Simplification means breaking the job into •Rise of professional & knowledgeable shortlisting the right candidates with the
relatively easier sub-parts with the intention to workers, Increasing proportion of women in required qualifications to fill the vacancies in
enhance the individual's productivity by minimizing the workforce Growth of powerful nationwide an organization. The process varies from
the physical and mental efforts required to perform a trade unions. company to company hence need to be
complex job • Widening scope of legislation designed to understood what type of process suits
protect the interests of the working class. accordingly
•Revolution in the information technology that -The Selection Process is quite a lengthy and
Meaning of training and development :- Training might affect the work force. complex process as it involves a series of steps
and development involve improving the effectiveness •Rapidly changing jobs & skills requiring before making a final decision. To know more
of organizations and employees. long-term manpower planning. f. •Growing about the selection process of an organization,
Training and development are two sides of the Expectations of society from employers. read the article below
coin.Training and development programs help SELECTION TOOLS
employees learn and acquire new skills and gain the -Interview-most common method
professional knowledge required to progress their -Psychometric testinging the personality of the
careers. Definition :- Training and development refer applicants
to educational activities within a company created to -Aptitude testing-assessing the skills of
enhance the knowledge and skills of employees while applicants
providing information and instruction on how to -. In-tray exercise-activity based around what
the applicant will be doing
better perform specific tasks. Process of training -• Presentation looking for different skills as
1. Identifying the need of training. well as the ideas of the candide
The first step in the training process is to assess the -• Assessment Centres-battery of tests
need for training the employees. The need for training
could be identified through a diagnosis of present and
future challenges and through a gap between the
employee’s actual performance and the standard
performance.
2. Establish specific objectives & goals which need to
be achieved
The goals and objectives of the training and
development have to be established. Whether the goal
is awareness about new products or even installation
is required to be learnt.
3. Select the methods of training
Next, methods have to be defined. The training can be
done as a : a. On the Job Training
b. Off the Job Training 4. Conduct and implement the
programs for employees.After the plan and methods
are finalized, the training and development programs
have to be executed where courses and instructions
are taught to the employees, partners or vendors.
5. Evaluate the output and performance post the
training and development sessions.
Training and Development is incomplete without
proper monitoring. Monitoring can be done through
evaluation of the instructor as well as attendees.
Instructor evaluation can be done through feedback or
ratings but attendees can be evaluated through
internal or external certifications or scores.
6. Keep monitoring and evaluating the performances
and again see if more training is required .Based on
the evaluation results in the previous step,
management needs to ascertain that if the training and
development program was sufficient for now or more
training and enablement would be required. Also, if
future trainings are to be planned.

1)On-the-job -Training,Coaching, Job Instruction

Training, Job Rotation ,Mentoring,Apprenticeship
2)off the job training- -Lectures,Group
Discussion,Brainstorming Electronic Training,Role
Playing,Internship Training •Case Study
-Simultation
On the job training: When the employees are trained
while they are performing the job it is called On-the-
job training. Under this method, the employees learn
by doing. The employees can learn the practical
problems while working on the job. Job rotation :-
Job rotation is a technique used by some employers to
rotate their employees' assigned jobs throughout their
employment. 
Apprenticeship:- Apprenticeship is a formal
agreement between an individual who wants to learn
a skill and an employer who needs a skilled worker.
Apprenticeship training is an “ earning while
learning”. Coaching :- Coaching is an activity of
guiding a manager by senior one. A senior manager
must play an active role in guiding and teaching
skills. Mentoring :- Mentoring is about teaching and
learning. Mentoring is a relationship in which a senior
manager in an organization assumes the responsibility
for grooming a junior person. Mentoring is done by
someone inside the company.
JIT is a procedure for training employees one-on-one.
JIT is a simple step-by-step technique that is used to
train new employees when they first start a job.
2) Off the job training :- Off the job training means
training the employees by taking them away from
their work position which means employees are given
a break from the job and sent for training.
Job instructions training :- It is a form of conversation
in which several members of a group participate and
express their views. Each member expresses his
opinion on the subject which is announced at the
time. Brain storming :- It means the group of five or
ten members sitting on the round table. It works by
focusing on a problem and then deliberately coming
up with as many solutions as possible and by pushing
the ideas as far as possible. Lecture :- The concepts,
ideas, theories, and principles are explained through
lectures. The speaker is an expert who collects the
material and delivers a lecture to the trainee
executives. Internship training :- In internship
training, educational institutions and business firms
have a joint program of training. Selected candidates
carry on regular studies for the prescribed period.
Role play :- It is a method of human interaction that
involves realistic behavior in imaginary situation.
Role-play training is an active learning strategy that
requires participants to perform realistic scenarios
under the supervision of a trainer or facilitator
Role playing involves action, doing and practice.
Case study :- Under this technique the cases based on
actual business situations are prepared and given to
trainee managers for discussion and arriving at a
proper decision. Managers are given the opportunity
to find out the latent problems and suggest
alternatives to tackle them. Development :-
Development is an attempt to improve current or
future management performance by imparting
knowledge, changing attitudes, or increasing skills.