Recap

• Evolution – Personnel to SHRM

• Source of Competitive advantage – “People”

• Top 5 HR game changers
• Transition stage of HR function
Points to remember

• Strategic HRM is the process of defining how the

organization’s goals will be achieved through people by
means of HR strategies and integrated HR policies and
practices with business goals.

• Strategic approach to the effective management of people in

an organization such that they help their business gain a
competitive advantage.

• The basic idea: establishing and maintaining competitive

advantage through people.
 Top 5 HR game changers*
• HR – Business alignment

• Multigenerational workforce

• Innovation and Risk taking culture (e.g., Eureka Forbes, Lemon tree hotels,
Kolapasi)
– https://www.ft.com/content/4257b9bc-e4e0-11e7-a685-5634466a6915
– https
://www.thehindu.com/society/giving-transgenders-a-shot-at-a-normal-
career/article18455791.ece

• Developing leaders (Make not buy talent)

• Evolution of Performance Management Systems

 HR – Transition Phase
• Change in Workforce
(tech savvy, creative, less loyal)
• Employee centric HR
(Learning & Development, Flexible working hours, wellness
programs, leadership planning)
• Mobile, Big Data & Analytics
(Feedback, Entrance to exit) – Eg. Google
• Employer branding
(to attract best talent, infrastructure, culture etc.) Eg. Facebook,
Amazon
• Job analysis and related concepts
• Group activity – Job description caselet
 Job
– Generally defined as “a set of closely related
activities carried out for pay.”
Redesigning jobs in a way that increases the opportunities for
theFrom
worker Specialized to Enlarged
to experience feelings Jobs
of responsibility,
achievement, growth, and recognition.

• Job rotation
• Job enlargement
• Job enrichment
Job rotation
Moving an employee from department to
department to broaden his or her experience
and identify strong and weak points to prepare
the person for an enhanced role with the
company.

Systematically moving employees from one job

to another to enhance work team performance.
For example:

In most banks the
staff gets rotated in
every 6 months and
the officers
get rotated in every 3
years.

Another example,
Management trainees.
 Job Enlargement
Assigning workers additional same
level activities, thus increasing the
number of activities they perform and
reduce monotony.

Example
A person hired to handle the reception
work is responsible for handling customer
enquiries, queries and calls on the front
desk. 

She kept on doing the same work for two

years and got bored.
Few more task were added to her job
profile like interacting with the clients
and making outbound calls to create new
customers for the company. These added
tasks reduced her monotony.
 Job enrichment
A human resource executive was initially
responsible for maintaining the employees’
record and calling the candidates for
interviews as directed by the HR
manager.

To add more value to the HR executive’s

job profile, the manager gave him some
authority related to the work.

The new responsibilities included providing the employees’ provident fund

details to the accounts department, keeping contact with the provident fund office
and initial scrutinizing of the candidates for the interviews.
These additional responsibilities hold authority and accountability, making the
employee more efficient, confident and satisfied with the job.
POLL 1
Riya's manager decides to assign her with additional same-level activities of her job.
This is known as Job _______

A) enrichment

B) assignment

C) enlargement

D) rotation
 Job Analysis
• Job analysis
– The procedure for determining the duties and skill
requirements of a job and the kind of person who should
be hired for it.
• Job description
– A list of a job’s duties, responsibilities, reporting
relationships, working conditions, and supervisory
responsibilities—one product of a job analysis.
• Job specifications
– A list of a job’s “human requirements,” that is, the
requisite education, skills, personality, and so on—another
product of a job analysis.
EXAMPLE
 Job Analysis: A Basic Human Resource Management Tool
Human Resource
Tasks Responsibilities Duties Planning
Recruitment
Selection
Training and
Job Development
Descriptions
Performance Appraisal
Job
Analysis Compensation and
Job Benefits
Specifications
Safety and Health
Employee and Labor
Relations

Knowledge Skills Abilities Legal Considerations

Job Analysis for Teams
• Patanjali is planning to recruit a “product manager” to be in-charge
of a new product (assume any product) which the company has
planned to launch in the market.
• You have been given the responsibility to define the
requirements/skills of the candidate you plan to hire for your
concern.
• Considering the organization as well as the market, suggest the roles
and responsibilities and other requirements of the planned recruit.
Steps in Job Analysis
Job Analysis Methods
• Questionnaires (Surveys)
• Electronic logs
• Observation
• Interviews
• Combination of methods
 Sources of job analysis information

• Manager
• Employee
• SME
• Job analyst
• Online sources
• Work activities
• Types of Information
Human behaviors Collected
• Machines, tools, equipment, and work aids
• Performance standards
• Job context
• Human requirements
POLL 2
Nelson wants to use one of the following methods to collect data in conjunction with
direct observation. Which one is the most preferred?
 

A) interview

B) questionnaire

C) electronic log

D) survey
CASELET – GROUP ACTIVITY
 Group Assignment
• Groups must select an organization (mutually exclusive) and analyse
any two HR functions in detail.
• Submit two interviews (video taped) of employees working in the
same company. You can show few minutes of each interview during
your presentation. Edit accordingly.
• Relate the interview findings with your learnings.
• In addition to the primary source, you can also include any published
secondary sources or any movie clips/videos to support your
presentation.
• Prepare one pager on your proposed suggestions to the company–
Submission - the day before your presentation
• Presentations (September) – Dates will be shared.
• Time – 15 minutes plus 5 minutes Q & A
THE FINAL POLL..!

Which of the following refers to the human requirements needed for a job, such as
education, skills, and personality?
 

A) job specifications

B) job analysis

C) job placement

D) job descriptions