Arrangement of functions, duties and responsibilities assigned for a work unit of the institution in order to achieve a particular objective is known as the job designing.
Job Analysis
Job analysis is a systematic review of the features and related behaviours of a job and the qualities and qualifications that should be possessed by the employee.
The details revealed from the job analysis are used to prepare the job description and the job specification.
Job Description
The statement describing the tasks, duties, responsibilities and the working conditions of a particular job is the job description.
Job Specification
The document prepared containing the qualifications that should be possessed by the individuals, who would be considered for recruitment is known as the job
specification.
Human Resource Planning
The process of determining the future employee requirements and making decisions regarding the activities to be implemented to fulfill those requirements in order to achieve the goals and objectives of an establishment is called Human Resource Planning.
Benefits of Human Resource Planning
Deciding the future employee requirements
Utilizing the human resources more efficiently and effectively
Reducing the cost of employees
Developing the employees
Strategic planning and implementation
Recruitment
The process of attracting the job seekers with positive attitudes and capabilities supporting the achievement of organizational goals is known as recruitment.
Functions of Recruitment
Recognizing vacancies for jobs
Studying the job specifications in relation to the job analysis
Recognizing the factors affecting the recruitment
Preparing the application form
Selecting the internal and external ways of recruiting
Implementation
Evaluation
Kinds of Recruitment
Internal recruitment
External recruitment
Internal recruitment Methods
Publishing the jobs
Skill inventory
Introductions by internal workers
Substitution plans
External recruitment Methods
Media advertisements
Through former employees
Through academic and vocational institutions
Through job agencies
Through the internet
Job Advertisements
Job advertisements are published to recruit personnel for employments.
Information contained in an advertisement:
Title of the post
Age limit
Working conditions
Educational and professional qualifications
Previous experience
Salary scale
Selection
Recognizing the best applicants to fill the vacancies from those who were recruited is known as selection.
Few methods used generally to select the most correct person for the vacancy are stated below:
Evaluation of the applications
Interviews
Intelligence Quotient Testing (IQ-test)
Personality tests
Practical tests
Background tests
Medical tests
Appointment
The process of appointing the most eligible individuals to the job is known as hiring.
The legal document issued by the management after the employee is being appointed stating the details of job specifications, conditions, tasks, duties and responsibilities is knownas the letter of appointment.
Important facts contained in an appointment letter:
Title of the position
Name of the employer and name of the employee
Effective date of appointment
Job conditions
Salary scale
Probationar period
Number of working hours/days
Benifits
Disciplinary procedure
Rights and priviledges of the employee
Termination of the service
Way to forward grievances
Confirmation and promotions
Signature of the employer and the signature of the employee
Induction
Introducing a newly enrolled employee to the organization and aware him/her about the job, work team, work environment and the entire organization is known as induction.
Probationary Period
The period of service that should be completed by a newly enrolled employee prior to be confirmed in the job is the probationary period.
The management can take following actions in the absence of proper performance of duties and responsibilities by an employee during the probationary period:
Termination of service
Warning verbally and in writing
Extending the probationary period
Giving other punishments
Performance Appraisal
The performance appraisal is the process of supervising and reporting to what extent the relevant duties are performed successfully by the employee.
Benefits gained by the employee through the performance appraisal:
To recognize the training needs
To make decisions on promotions and transfers
To take disciplinary actions
Benefits gained by the employer through performance appraisal:
Enhancing the employee productivity
Increasing the employee motivation
Recognizing the training needs
Training & Development
Training
The systematic process for upliftment of knowledge, skills and attitudes of the employees towards a specific performance of work is known as training.
Development
The set of actions taken to promote the future performance of the employees than the performance level at present is regarded as development.
Different Between Training & Developoment
Training
Development
Providing job related knowledge, skills and attitudes to the employees at nonmanagement level.
Provision of knowledge skills and attitudes to the employees at management level.
Preparing the employee to perform the duties and responsibilities of the current job.
A process of showing preprepared ness to perform prospective job requirements
These are short term programmes.
These are continuing long term programmes.
Providing knowledge and skills required for operations.
Conceptual skills are provided moslty.
Employee Movements
Changing the job/position of the employee is known as employee movements.
Several methods that can be used to move employees:
