Seminars on Fundamentals of HR Management

Prepared by: Firehun Alemu

ADMAS UNIVERSITY, BISHOFTU CAMPUS
 Presentation Agenda

1. HR Management : An Overview

2. Job Analysis and HR Planning

3. Employee Recruitment and Selection

‘EMPLOYEES ARE THE MOST
IMPORTANT ASSET OF THE
ORGANIZATION’
 Human Resource
Management : An Overview
HR Management Cycle

Recruitment & Training & Performance

Selection Development Management

Reward
Management

Career
Management
 HRM Phases
recruiting, screening,
Acquisition selecting and placing
Training & Performance
Development personnel
Management

using employees in the

Retention organization
Rewardfor long
time
Management

separation/ the opposite

Career of
Management
termination retention
 HRM

 To assist employees in achieving their personal goals

 development of the sense of mutual respect and trust between
management and workers through sound relations.
 to increase the productive efficiency to the workers through
PERSONAL training, guidance and counseling and
 It tries to raise the morale of the employee.

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 HRM

• To bring about organizational effectiveness.

ORGANIZATIONAL • HRM is not an end itself. It is only a means to
assist the organization with its primary objectives

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 HRM

To be ethically and socially responsible to the needs and

challenges of the society while minimizing the negative impact of
such demands upon the organization.
SOCIETAL
To maintain department’s contribution and level of services at a
level appropriate to the organization’s needs.

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 HR Strategy and Business Result

Recruitment &
Selection

Training & Performance

Business Business
Development Management
Strategy Result

HR
STRATEGY

Reward Career
Management Management
JOB ANALYSIS
Job analysis is the systematic process of determining
Skills (Riding a motorcycle, Operating a keyboard)
 knowledge (financial procedures, particular computer programs,
disciplinary procedures)
relationships of one job to other jobs
working conditions and
Duties, responsibilities required for performing jobs in an
organization.
 JOB ANALYSIS

Job description Job specification

1. Name of the job 1. Education
2. Code Number 2. Experience
3. Working Conditions 3. Initiatives
4. Supervision given 4. Training
5. Responsibility 5. Physical requirement
6. Duties performed 6. Mental and visual demand
7. Equipment's, tools and 7. Personality
machines
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 Interviews

Methods of
Questionnaires Collecting
Job Analysis Observation
Information

Employee-
Log
 Organization and Manpower Planning,
purposes of job
analysis Recruitment and Selection

Wage and salary Administration

job Re-engineering

Employee Training and Development

Performance Appraisal, Health and Safety

HOW TO DO JOB ANALYSIS
Job analysis involves five basic steps:
Step 1 Consider the enterprise as a whole
Step 2 Decide which jobs to analyze
Step 3 Collect information
Step 4 Record information
Step 5 Analyze and interpret the collected information.
PREPARING JOB ANALYSIS
CHECKLIST
Your checklist can be
divided into seven main
parts: ‡Environment
characteristics
‡Job requirements
‡Enterprise information
‡Employer information
‡Job title and conditions
‡General comments
‡Job tasks and special
characteristics
ENTERPRISE
INFORMATION

1. Enterprise: Name, Address

2. Number of staff
3. Main products/services
JOB TITLE AND
CONDITIONS
Job title Weekday or weekend work
Wages Benefits
Hours Number of employees in this
Full or part-time same position
Day or evening work Number of employees
during the same working
hours
Opportunities for career
advancement
JOB TASKS AND
CHARACTERISTICS
Lifting and carrying
Concentration Changes in daily routine
Work speed Visibility to
Number and sequence of customers/public
tasks Type of tools and equipment
Use of tools and equipment
ENVIRONMENTAL
CHARACTERISTICS
Work access Dust
Orientation Mechanical hazards
Temperature Chemical hazards
Noise Housekeeping
Lighting Protective clothes and
equipment
 JOB REQUIREMENTS
Appearance (grooming, Initiative requirements
neatness) Social interaction (with
Verbal communication other workers/customers)
Functional writing Calculations
Functional reading Object discrimination (e.g.
Watching requirements size, shape, texture)
Listening requirements Ability to tell the time
Ability to cross streets
EMPLOYER INFORMATION
Financial support required
Job spaces
Special requirements (things the individual employer regards
as essential)
Job description and job specification
Labor turnover
 GENERAL COMMENTS
General willingness to employ people with disabilities.
Particular issues or problems in placing people with
disabilities in this enterprise.
Particular benefits in placing people with disabilities in this
enterprise.
Manpower Planning
 Manpower Planning

Company Strategy
Job Analysis

What staff do we What staff is • Performance

need to do the available within appraisal
job? our • Company data
organization? banks
• Training
• Employee
Is there a
match? management and
What is impact development
on wage and
salary program?
If not, what type of people
do we need, and how
should we recruit them?
REASONS FOR HUMAN
RESOURCE PLANNING

Scarcity of personnel

For better utilization of HR

More satisfied and better developed

employees
 STEPS OF HUMAN RESOURCE PLANNING
Analyzing Objectives of the Organization

Determining future HR requirements and availabilities

Reconciling Requirements and Availabilities

Developing action plan to close the anticipated gap

Controlling and Evaluation

THE BASIC ELEMENTS OF HRP
3. Conduct
1. Forecast Labor Environmental Scan
Requirements

Compare 5. Develop
4. Determine Gaps
Action Plans
2. Forecast Labor
Availabilities
Employee Recruitment
 Internal Recruitment

Recruitment
Sources

External recruitment
INTERNAL RECRUITMENT
source Method
Skills inventory
‘personnel already on the Job posting
pay-roll’ Job bidding
EXTERNAL Methods
RECRUITMENT Advertisement
Employment Agencies
Sources
Employee Referrals
 High schools and Vocational
Programs
schools

Internet Recruiting
Colleges and Universities
 Competitors and Other
Firms
 The Unemployed
Employee Selection
Selection Formal education
criteria

Experience and past performance

Physical characteristics

Personality characteristics and

personality type
SELECTION PROCESS
1. Preliminary Interview
2. Review of Application of 1. The Selection Decision
Employment
2. Physical Examination
3. Administration of Selection
Tests 3. Final approval or hiring
decision
4. The Employment Interview
4. Reviewing the hiring process
5. Reference and Background
checks
FACTORS GOVERNING
SELECTION
Gender Issues Speed of Decision Making
Race and National Origin Organization Hierarchy
Physical Handicap and Applicant Pool
Physical Requirements Type of Organization
Religion
EMPLOYEE INDUCTION/ORIENTATION

Purposes Removes fears

of
orientation
To adjust to the organization

Creates a good impression

Act as a valuable source of information

LEVELS OF ORIENTATION

General information about the organization

Employee work area

Evaluation and follow up

THANK YOU!!!