Its becoming

perception today
that
Artificially Intelligent Environment
is enough now.

Is it so……. ?
Hi-tech machinery even then ……….
Life saving LATEST equipment even then ……….
Advance MIS but ………… Oh my God !
 Even then ………?

Even then ………?

Even then ………?

Lets complete the WORLD

Hi-tech machinery even then ………. An ENGINEER

Life saving equipment even then ………. A DOCTOR

Advance MIS but ………… Still an OPERATOR

It means SOME THING what ?

 Hey ….! World is
INCOMPLETE without
ME

Oahu ….! World

is Still
INCOMPLETE
with ME
 YES, I got it
Artificially Intelligent Environment is
NOT enough for US
We still need
Really Intelligent People
We need only Really Intelligent People
Technically speaking we (organizations) need to
Induct Suitable Resources
 1.2

Recruiting Suitable Resources directs companies towards a

process called Human Resource Planning

Studying Corporate
Goals

Forecasting Demand

Assessing Current Resources

Preparing Plans and Policies

 1.2

Preparing Plans and Policies – of ?

Recruiting New Staff

Training and Development

Performance Appraisal

Redundancies

Retraining

Remember: when plans are Goal : Suitable Resource

being developed, they are kept
under continuous observations :
Internal & External
 1.2

HR Plans should consider ……… ?

Competitor

Education Employment
System Pattern

Govt.
Policies

Population Outsourcing
Trends trend

Changes in
IT
 2.1

Why organizations need to recruit staff ?

Companies expanded its

operations Promotion of existing staff

Employee left Job rotation

Legal compliance Technological Change

So, we got it ! Why do companies need staff ….?

 2.2

Lets learn how companies let people enter in …

Job Offer to Selected Candidates

Short listing for Interview
STAGE 1
1. Agree to fill vacancy ?
2. Skill required ?
3. Invite Applications

1.
2.
STAGE 2
STAGE 3
Appointment to suitable position

Next So, Lets give every stage a technical name ……!

 2.2

Lets Technically DESIGNATE the process…

RECRUITMENT

SELECTIO
N
PLACEMENT

Next We learnt it’s a process. Process some time fail. Why ?

 2.2

Lets Complete the WHOLE process…

Stage 1
Recruitment Do you really want to fill vacancy

Identify skills for position

Invite application

Stage 2
Selection Shortlist invited applications

Conduct Interviews

Screen out suitable resource

Appoint required resource

Next We learnt it’s a process. Process some time fail. Why ?

 2.5

But still sometimes HR plan/process fail, Why ?

Poor job analysis

Min. acceptable req

Recruitment Stage Unattractive job

Improper pay scale

Job advertisement
Ineffective Plan

Application form

Selection technique
Selection Stage
Selectors

Selection process review

Next Cover this Risk then, But How ?

 3

How management can cover risk of HR plan failure ……. ?

Its SIMPLE

Develop Effective HR Plan

So,
we need to learn how to build up this

Next Effective HR Plan (Recruitment Stage)

 3&4

Effective Recruitment Plan ……. ?

Objectives of Job Analysis
1 1. Tasks of job holder
2. Skills required to perform job
Job Analysis 3. Authority to perform task
How ?
1. Observation on site
2. Interviews (Boss, employee)
Result 3. Questionnaire

Specificatio
2 Job Person

Job
When fruitful ?

n
Description Specification
KSAOS 1. Will improve R & S
2. Job evaluation exercise for
review of salaries & wages

3 External When Harmful ?

Internal Recruitment agencies
Advertise 1. Already improved Job spec.
• Performance Newspaper 2. Dynamic environment
Appraisal Vacancy
Journals & Megzine 3. High cost of analysis
• In-house
magazine Social Media
• Co. website 4 Internet
• Open-house Application
Intelligence, Motivation (personal traits)
Form Limitations
False Information
 7

Selection Methods

Individual Selection Methods 1. Reason for application

2. Communication skills
3. Psychology
Factual information only

Application Forms Application Letters

1. Intelligence test
Tests 2. Aptitude test Interview
3. Competence test
1. Face 2 face interview
4. Psychometric test
1. 1-2-1 interview
2. Panel interview
3. Sequential interview
Group Selection Methods Every 2. Stress interview
method has 3. Problem solving interview
1. Individual selection method, and its own + /
2. Group Role plays -
 8

Selection Decision - Authorities

Manager in charge
• Lower level job
• Limited career development

HR Department
• Good career development

Committee of Individuals
• HOD is being hired
• Expert is being hired
 6.1

Changing nature of work

Attitudes of employees are changing, for example

1. People avoids formally structured environment
2. Flexible timings
3. Portfolio Workings
4. Downshifting

Attitudes of employers are changing, for example

5. Job for life to Contractual jobs
6. Flatter organizations
7. Outsourcing
8. Globalization and telecommunication means for employees
 6.2

Shamrock Organization

Shamrock predicted a shift from Formal Organizations to what he called Shamrock

Organization

1. Core Workforce
2. Flexible Workforce
3. Outsourced sub-contractors
 Learning Outcomes of Chapter 11
1. HR planning
2. Considerations to build up HR plan
3. Does HR participate significant role in technologically advanced
time
4. When and Why companies need to hire new staff
1. Recruitment stage
2. Selection stage
5. How changing environment is affecting employment
6. Solution to cater this concern
 JOB ANALYSIS

• Aims to produce
purpose
– JOB DESCRIPTION
• Purpose of job
• Scope of job
• Responsibilities regarding job position
Job evaluation
• Authorities matching job responsibilities
• Working condition in which employee is to perform task(s)
• Future job opportunities and/or career development (sometimes)

Evaluate what ?

– PERSON SPECIFICATIONS (KSAOs)

• Knowledge of employee
Recall…..
• Skills in employee “identify & agree
• Abilities in employee skills
• Other characteristics
Is there any guideline for
Person Specification

Yes,
Alec Rodger and Munro Fraser guide on said issue
 Roger’s seven-point plan

Physical Personal Appearance ?

make-up ?

Apparent physical issue ?

Attainments ? Academic qualification (Schooling, university) ?

Professional qualification ?

Experience ?

Occupational training, professional certifications

General Quick responsive

Intelligence ?

Aptitude

IQ level
 Roger’s seven-point plan

Interests Intellectual
Physically active
Social
Artistic
Special Aptitude Mathematical ability

Analytical skills

Reasoning capabilities

Disposition Dis Position

Sensitive to relationship
Honest
Introvert, extrovert
Circumstances Domestic circumstances

Family structure

Financial health
 Alec Roger’s contribution

 Categorized personal characteristics of an individual in 7 groups

 Interviewer can use these as guidance for resource selection
 Develop a questionnaire relating to 7 categories
 Interviewer then seeks answers of his/her questions (in questionnaire)
 Another approach: Munro Fraser

5 categories of person’s characteristics.

Prospective employees are graded according to his/her capabilities enlisted by
J. Munro Fraser

1. Impact on other people

2. Qualifications
3. Brains and Abilities
4. Motivation
5. Adjustment (stress management, emotional stability)
Practicality of Approaches

Personal Characteristics
of Persons are matched with
Personal Requirements then