Escolar Documentos
Profissional Documentos
Cultura Documentos
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Topics to be covered:
= Job Analysis
= Human Resource Planning
= Recruitment
= Selection
= Induction
Some Definitions:
Job: A group of tasks that must be performed if an
organization has to achieve its goals.
Recruitment
Tasks Responsibilities Duties
Selection
Compensation
Safety &
Knowledge Skills Abilities Health
Employee &
Labor Relations
Equal
Employment
Types of Job Analysis Information
Work Activities
Work-oriented Activities
Machines, tools, equipment, and work aids used
Job-related tangibles and intangibles
Work Performance
Job Context
Personal requirements for the job
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Contents
= Concept & Definition
= The Planning Process at the Heart of the Diagnostic
Approach
= Why Human Resource Planning
= How Human resource Planning Fits the Broader
Planning Process
= Employment Planning
= How Business Activity Goals can lead to Human
Resource Shortages or Surplus and Actions
Concept & Definition
Forward Looking
Continuous Process
Integral Part of Corporate Planning
Optimal Utilization
Quantitative & Qualitative Aspects
Systems Approach
Two-phased process
The Planning Process at the Heart of the iagnostic Approach
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hy Human Resource Planning
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EMPLOYMENT PLANNING
How to Measure Human Resource Demand & Supply
Supply analysis
Internal External
Organizational Current Inventory
Conditions Analysis
Marketing Plans
Finance plans
Operations plan Employee Employee Attracting candidates
Technology plans Activity Selecting new hires
Quantity
Changes Changes
Promotion Compensatio
emotion n
Transfer Training
Retirement Job esign
Layoffs
Forecast
Forecast ismissal
external supply
emand
Quantity
Quantity Forecast internal Experience
Experience available supply Capability
Capability Quantity iversity
iversity Experience
Capability
Reconcile through decisions
How Business Activity Goals can lead to Human
Resource Shortages or Surplus and Actions
Business activity = Quantity of Employees or work time x Productivity per employee or work time
Business Strategy Shortage/Surplus Human Resource Goals HRM Example
Maintain existing
Moderate Small Shortage Hold employee activity
employee production or
increase in stable while increasing
sales levels but add
activity employee quantity
staff in same
proportion to increase
in business activity
Large decrease Large surplus Decrease employee Reduce the amount of
in activity activity while scheduled overtime and
decreasing employee do not replace
quantity employees who choose
to leave
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Organizational Strategy
Computerized testing:
Integrity Tests:
Polygraph Test: or lie detector , measures and
graphs respiration, blood pressure, and
perspiration while the person being tested
answers questions.
Paper & Pencil Honesty Test: These are
basically of two types: overt integrity test that
assess attitudes toward theft and ask about past
dishonest behavior, and personality- oriented
tests that focus on broader traits such as
dependability, rule following and impulse
control.
Selection Interview:
A selection Interview is designed to identify
information on a candidate and clarify information
from other sources.
Types of Interview:
Structured
Situational
Behavioral Description
Nondirective
Stress
Panel
Structured Interview: uses a set of standardized
questions that are asked of all applicants. Every
applicant is asked the same questions, so that
comparisons among applicants can be easily be
made. These interviews provides us greater
consistency and accuracy. They are useful in the
initial screening of large pool of candidates.
They are less flexible.
Academic references
Prior work references
Financial references
Law enforcement records
Personal references