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Opening Case
HP’s traditional work rules were rigid causing
resentment among female executives, in
particular

Death of Chairman Lew Platt’s wife changed

everything

He became more sympathetic to the problems of

women employees

Platt introduced several job design changes

which helped women balance their work and life

All are happy. Woman became first CEO of the

company
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Job Description and Job
Sepcification in Job
Analysis

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 Job Analysis offers
competitive Advantage to a
firm-
is a foundation for HRP
foundation for employee hiring
foundation for t & d
foundation for performance appraisal
foundation for wage and relay fixation
foundation for safety and health

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Process of Job Analysis

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Process of Job Analysis
Strategic choices
employee involvement
levels of details
timing and frequency of analysis
past or future
sources of data
Information gathering
Information processing
Job description
Resulting in various outcomes
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Methods of Collecting
Job Data

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Job design is the conscious efforts to
organize tasks, duties and responsibilities
into one unit of work. It involves
identification of individual tasks
specification of methods of performing the
tasks
combination of tasks into specific jobs to be
assigned to individuals

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Job Design Factors

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 Comparison of Five
Job Design Approaches

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Contemporary Issues

Telecommuting

Alternative work patterns

Technostress

Task revision

Skill Development

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 Opening Case
Problem of B’lore mushrooming B schools

Sudden demand for MBAs with doctoral

degrees

Fancy figures are quoted as compensation

One can earn enough by acting as a guest

faculty member in a few colleges

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Recruitment is the process of searching for
and obtaining applicants for jobs
Recruitment has several benefits for a firm:
1. Determine the present and future requirements of the
organisation in conjunction with its personnel-planning and job-
analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by
reducing the number of visibly under-qualified or overqualified job
applicants.
4. Help reduce the probability that job applicants, once recruited
and selected, will leave the organisation only after a short period of
time.
5. Meet the organisation’s legal and social obligations regarding
the composition of its workforce.
6. Begin identifying and preparing potential job applicants who
will be appropriate candidates.
7. Increase Organisational and individual effectiveness in the
short term and long term.
8. Evaluate the effectiveness of various recruiting techniques and
sources for all types of job applicants. 14
Factors Influencing
Recruitment

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Recruitment Process

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Recruitment Planning
Number of Contacts: Yield ratios (yRS) which
express the relationship of applicant inputs to
output s at various decision points.
Example: advertisement generated resumes from
2000 applicants, of which 200 were judge
potentially qualified (yR=10:1). of these 200, 40
attended the interview for final selection (yR=5:1).
Of these 40, 30 were actually qualified and offered
jobs (yR=4:3); and of the 30, 20 accepted (yR=3:2).
In this case, the overall yR is 100: 1. Requirement
of 30 hires, during a specific period mean a
recruitment target of 3000.

Type of Contacts

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 Recruitment Planning

Offer acceptance 20
3:2
Job Offer
30
Invited for 4:3
Final Interview 40
5:1
Screeni 200
ng
Contact 200
InitialIntervie 10:1
w 0

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Recruitment Planning
Type of Contacts: Type of people to
be informed about job openings

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Strategy Development
Make or Buy
Technological Sophistication
Where to look
How to Look

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Sources of Recruitment
(How to look)

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Evaluation and Control
1. Salaries for recruiters.

2. Management and professional time spent on

preparing job description, job specifications,
advertisements, agency liaison, and so forth.

3. Cost of advertisements or other recruitment methods,

that is, agency fees.

4. Cost of producing supporting literature.

5. Recruitment overheads and administrative expenses.

6. Costs of overtime and outsourcing while the

vacancies remain unfilled.

7. Cost of recruiting suitable candidates for the selection

process.

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 Philosophies of
Recruitment
Realistic job previews

JCQ: Job Compatibility Questionnaires

Alternatives
over time work
employee leasing
temporary employment

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Typical Consequences of Job
Previews

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 Alternatives
of Recruitment
over time work
employee leasing
temporary employment

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