Assignment

Essentials of HRM

Q-1
A-1.

Job analysis is very important part of human resource management in

an organization. It is really helpful in getting accurate and latest
information about jobs. It helps in facilitating better decisions,
increasing productivity.

To setup job analysis is our organization we can follow these activities:

Human resource planning: This activity will help us to get right

number of skilled persons into the right job at the right time. If we are
looking forward to hire more language teachers to teach students, we
can identify the exact no. of teachers required with the help of Human
resource planning.

Recruitment and selection training: To hire more teachers we first

have to start attracting applicants for the job. This activity will help us
to invite applicants for our job role and select best among the
applications.

Training and development: It is really important to identify training

needs of current employees. An employee should match their skills with
their job. Employee with suitable skills for the job can be more
productive than unskilled or less skilled for the particular job. It is really
important to train and develop employees skills for the job they
perform.
Compensation and benefits: This activity helps us in deciding
compensation for employees based on the nature of a job, skills and
abilities required, associated risks, etc. Right compensation and benefits
according to the job role can increase employee retention and
productivity.

In the future company is planning to hire teachers, sales executives to

sale subscriptions and website developer. Job analysis will be to identify
the exact no. of employees need to hire in every field, start a campaign
to announce that we hiring will allow applicants to know about the
vacancy and apply for it. For newly hired employees there should be a
training program conducted to develop and improve their skills as per
the job role and it is necessary to teach them about companies work
culture, history and vision. Right compensation for the job role keep an
employee motivated.
Q-2
A-2. Every organization aims to maintain a good job fit, effective hiring
proccess, analyse training needs, evaluate job performance, compensate
employees etc. and job analysis is the only process which can help in all
of these activities. To successfully done these activities It is necessary to
have important information about the jobs. The information collection
for job analysis is divided into three categories:

Job Content: It refers to the actions that an employee needs to perform

their job positions. Every job contains different job contents, it depends
on nature of the job. For example, a nurse has to perform different tasks
as per the jobs like taking care of patients, reporting to doctor and a
doctor needs to perform different tasks compared to nurse like
consulting a patient, running a treatment or surgery of a patient.

Job content includes following information:

• Duties of an employee
• Machines, tools and equipment required
• Additional tasks to be performed
• Training required

Job Context: It details the conditions under which an employee needs

to perform a particular job. Job context includes following
informations:
• Working conditions
• Risk and hazards involved
• Physical and mental potential
• Reporting authority
• Judgement
Job requirement: These requirements make an candidate to get eligible
for a job position. These requirements may contain experience, skills
etc. details are as follows:
• Educational qualifications such as degree, diploma or license.
• Specific skills such as IT skills, communications skills, processing
skills.
• Abilities such as mathematical abilities, problem solving abilities
etc.
• Personal traits such as aptitude, reasoning, capability of handling
unexpected or urgent situations.
Q-3
A-3. a)
If a company is planning to expand their business nationally then it is
important to hire new people to carry out new operations. It can’t be
skipper nor delayed, to run operations smoothly there should be proper
workforce available to do the work.

There are some internal factors that affects recruitment of a company:

Recruitment policy of an organization: Every organisation has a

recruitment policy for their which outlines the objectives and provides
a structure for a recruitment program. It is necessary to build a system
for starting a recruitment plan so the organization can follow the system
to fill vacant job positions with right candidates. In the future whenever
our organization plans to start hiring for vacant positions this system
will helps.

Size of business: Before starting recruiting it is necessary to measure

the size of our business and identify the right no. of employees needed
for the job. As we are planning to expand our business internationally
we have to hire more peoples to carry out operations.

Recruitment cost: It is important to evaluate different recruiting

methods and cost using their method for recruitment. Organisations
tend to use lowest cost recruitment method. As recruitment could be
really expensive sometimes.

b) External factors that influence recruitment in an organisations are

beyond our control. For example, if the supply of labour is more in the
market as compared to demand, organisations would not be able to
recruit people. This would affect the recruitment policy of
organisations to a large extent.

Some external factors that influence recruitment:

Labour market: Recruitment sometimes depend on availability of
labour in the location of organisation. Lack of labour will influence
recruitment for the vacant job positions.

Goodwill: Before joining an organization people also checks for

organisations goodwill or image of an organisation in the competitive
market. Good image can attract more skilled employees to join the
organisation.