MODULE VI

DR. SHWETA DANI

 MODULE VI

• Human Resource Planning: (a) Meaning and Importance

• b) HRP: Process
• Job Analysis: Meaning & Components
• Recruitment: (a) Meaning and Importance (b) Sources of Recruitment
• Selection: (a) Meaning (b) Selection Process
 LEARNING OUTCOME – MODULE VI (CLO2)

• This module will not only cover the staffing element of management but also form the
basis for detailed discussion on Human Resource Management in subsequent
semesters.
 HUMAN RESOURCE MANAGEMENT
Human Resource Management is concerned with the “people” in the management. Every
organization is made up of people and thus acquiring their services, developing the
skills, motivating them to high levels of performance, and ensuring that they continue
to maintain their commitment to the organization are essential to achieving
organizational objectives.
 Human Resource Planning
It is the process by which an organization ensures that it has the right
number and kinds of people, at the right places, at the right time, capable of
effectively and efficiently completing those tasks that will help the
organization to achieve its overall objectives.

Human Resource Planning is viewed as a process by which an organization

should move from its current manpower position to its desired manpower
position.
E.W. Vetter
Human Resource Planning includes estimation of how many qualified people are
necessary to carry out the assigned activities, how many people will be available and
what, if anything, must be done to ensure that personnel supply equals personnel
demand at the appropriate point in the future.
Terry L. Leap and Michael D. Crino
 Six-Steps HRP Process
Step 1 : Environmental Scanning
a) External b) Internal
Step 2 : Forecasting demand of manpower Demand Forecast
Step 3. Forecasting Supply of Manpower
Step 4 : RAG analysis (required, available and gap) analysis
Step 5 : Plan of action
Step 6 : Control and Assessment
 JOB ANALYSIS

Job : A job is a collection or aggregation of tasks, duties, and responsibilities which as a

whole is regarded as a regular assignment to individual employees and which is different
from other assignments.
(Dale Yoder)
Job Analysis : It is the process of getting information about jobs: specially, what the
worker does; how he gets it done; why he does it ; skill, education and training required;
relationship to other jobs, physical demands; environmental conditions
(Jones and Decothis)
Job analysis can be defined as an assessment that describes jobs and the behaviour
necessary to perform them.

Two major aspects of job analysis are :

1. Job Description
2. Job Specification
 JOB DESCRIPTION

• Functional Description of the contents of the job. It is a

description of the activities to be performed in a job, the
relationship of the job with other jobs, the equipments and
tools involved, the nature of supervision , working conditions
and hazards of the job and so on. It is a written statement of
what a job holder does, how it is done, and why it is done.
 JOB SPECIFICATION

• It is a statement of the minimum levels of qualifications, skills, physical and other

abilities, experience, judgement and attributes required for performing job effectively.

• Job specification specifies the physical, psychological, personal, social and

behavioural characteristics of the job holders.
CONTENTS OF JOB DESCRIPTION AND JOB
SPECIFICATION
Job Description Job Specification
Job title Education
Location Experience
Job Summary Training
Duties Judgement
Machines, tools and equipment Initiative
Materials and forms used Physical effort
Supervision given or received Physical skills
Working conditions Responsibilities
Hazards Communication skills
Emotional Characteristics
Unusual sensory demands such as sight,
smell, hearing
 RECRUITMENT
A PROCESS OF SEARCHING FOR PROSPECTIVE EMPLOYEES AND STIMULATING AND
ENCOURAGING THEM TO APPLY FOR JOBS IN AN ORGANISATION.
FLIPPO

RECRUITMENT IS THE PROCESS OF LOCATING, IDENTIFYING, AND ATTRACTING CAPABLE

APPLICANTS.
BERGMANN AND TAYLOR
 FACTORS AFFECTING RECRUITMENT

Internal Factors External Factors

Size of the Organisation Demographic Factors

Recruiting Policy Labour Market

Image of Organisation Unemployment Situation

Image of Job Labour Laws

Legal Considerations
 SOURCES OF RECRUITMENT
Internal Sources External Sources
Present Employees Employment Exchange

Employee Referrals Advertisements

Former Employees Employment Agencies

Previous Applicants Professional Associations

Absorption of Trainees Campus Recruitment

Succession Planning Career Website

Raiding

Job sites
 EVALUATION OF INTERNAL SOURCES
Advantages Disadvantages
Familiarity with own employees Limited Choice

Better use of talent Discourages competition

Economical recruitment Stagnation of skills

Improves morale Creates conflicts

Motivator
 EVALUATION OF EXTERNAL SOURCES
Advantages Disadvantages
Open Process Expensive and time Consuming

Availability of talented candidates Unfamiliarity with the Organisation

Opportunity to select best candidates Discourages the Existing Employees

Provides healthy competition

Selection is the process by which candidates for employment are divided into class- those
who will be offered employment and those who will not.
(Yoder)
Selection is a managerial decision-making process as to predict which job applicants will
be successful if hired
(David and Robbins)
Selection is the process of choosing from among the candidates from within the
organisation or from the outside, the most suitable person for the current position or for
the future position.
(Koontz)
 DISTINCTION BETWEEN RECRUITMENT AND
SELECTION
RECRUITMENT SELECTION
Recruitment technically preceds selection. Selection follows recruitment.

Recruitment refers to the process of identifying Selection involves choosing the best out of those
and encouraging potential candidates to apply for recruited
jobs in the organization.

Recruitment is positive as it aims at increasing Selection, on the other hand, is said to be

the number of job seekers (applications) for negative in its application as much as it rejects a
wider choice or increasing the selection ratio. large number of unqualified applicants in order to
identify those who are suitable for the jobs.

In sum, recruitment involves searching Selection involves comparing those already

searched
 ASSIGNMENT

• Assure you are the manager in a small restaurant ; you are responsible for hiring
employees, supervision them and recommending them for promotion, working
individually or in group, compile a list of potentially discriminatory management
practices you should avoid.
 ASSIGNMENTS

• As individuals or groups, contact the recruitment/hiring managers of a company from

different industries. Explore the different selection techniques used by them and make
a presentation about the same.
• In a group develop a list of specific selection techniques that you would suggest your
dean use to hire the next HR Professor at your college. Explain why you choose each
selection technique.
 ASSIGNMENT

• From the career’s section of the national dailies, pick up advertisements of firms from
three different sectors. Compare the various job descriptions for similar positions in
each of the sectors.
 Assignment
Working in groups, obtain copies of job descriptions
for clerical/Administrative Staff positions at the
college or university where you study. What types of
information do they contain? Do they give you
enough information to explain what the job involves
and how to do it? How would you improve on the
description?
Write Job Description and Job Specification for
Faculty.