HUMAN RESOURCES

MANAGEMENT
 RECRUITMENT
When to recruit?

1) Start-up phase.

2) Periodically as per employees inventory and retirement plan.

3) Growth or expansion (according to the revenue and

organization forecasts).
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An open position represents a gap, how to properly and
effectively fill this gap?

• Job analysis
The process of determining tasks people actually perform in their
positions. It ensures the creation of the right matching between the
job and the employee, and the HRM officials should prepare job
analysis for all positions at the organization.
 RECRUITMENT
• Job analysis

Research is the key for job analysis:

• Job analysis questionnaire

reviewing job responsibilities of current employees.
• Researching similar positions or jobs with competitors
• Analyzing any new responsibilities to be accomplished.
 RECRUITMENT
• Job analysis
For collecting all pertinent job facts (Duties, responsibilities, skills,
education level, performance appraisal, compensation, work
environment, hazards,....) the job analysis questionnaire should
include:
1. Employee information (job title, education level, years of
experience)
2. Job tasks and responsibilities.
3. Decision making and problem solving (list of situations and
cases)
 RECRUITMENT

4. Level of contact with others (colleagues, managers, customers)

5. Skills (machines or softwares to be used)
6. Work conditions.
7. Compensation.
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• Job analysis

• Task-based analysis, i.e., focusing on the duties and

responsibilities of the job.
Example of the information included in the task-based analysis:
• Prepare reports
• Answer phone calls.
• Help customers and answer questions about products
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• Job analysis

• Competency-based analysis
focusing on the skills and knowledge that an employee must
have to successfully perform the job. Example of the info.:
innovative, able to work within a team,..

Which one is better?

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• Once questionnaires completed by employees, they should be
reviewed and combined to create one job analysis for one job title.
The next step after Job analysis is to write the job description.

• The job description is about forming the information gathered in the

job analysis to clearly show: duties, responsibilities, job status
required, work location, required skills and abilities, salary, and
other information that make the job requirements and conditions
clear for candidates.