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Recruiting and Selecting High Performing Workforce

Session 3

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PRESENTATION PLAN

1. Importance of human resource planning

2. Job Analysis 3. Recruitment process4. Group discussion tasks

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IMPORTANCE OF STRATEGIC HUMAN RESOURCE PLANNING

• A strategic Human Resource planning plays a vital role in the achievement of the organization's overall strategic objectives

• HR planning will support specific outcome objectives undertaken by every function in the organization: • Marketing, Finance,

Production and Technology.

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…THE STRATEGIC IMPORTANCE OF HUMAN RESOURCE PLANNING

• HR planning focuses on capturing "the people element" of what an organization hopes to achieve in the immediate, medium to long term.

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Microsoft Office PowerPoint Presentation

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0…THE STRATEGIC IMPORTANCE OF HUMAN RESOURCE PLANNING

Strategic HR planning will insure:• Availability of the correct talent• Right mix – skills, competencies,

gender, age • Full complement of soft skills

where employees display the right attitudes and behaviours to optimize competitiveness

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0SKILLS AND DEMOGRAPHIC PROFILE MODEL

Strategic skills

Tactical skills

Specialized skills

Discretionary skills

Basic skills

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…THE STRATEGIC IMPORTANCE OF HUMAN RESOURCE PLANNING

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An HR planning will secure value adding inputs by articulating:• Common drivers of

strategies • Issues which must be

addressed by the organization to motivate, spur commitment and promote function effectiveness.

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0…THE STRATEGIC IMPORTANCE OF HUMAN RESOURCE PLANNING

Addresses issues that help the organization to efficiently and effectively achieves its business goals through:• Workforce optimization• Succession planning • Competencies planning

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0…THE STRATEGIC IMPORTANCE OF HUMAN RESOURCE PLANNING

• Equal opportunity employment policies • Motivation and fair treatment of employees• Competitive compensation for attracting, recruiting, onboarding and retaining high performing employees.

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0…THE STRATEGIC IMPORTANCE OF HUMAN RESOURCE PLANNING

• Provides a consistent and competitive performance management framework

• Provides career development frameworks

• Equips employees with "employability" status so that they can cope with the dynamism in the job market

• Provides policies and frameworks to ensure systematic development of talent

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CAREER DEVELOPMENT

FRAMEWORK MODEL2

3rd

May '1

1Improve Performance

FutureResponsibilities

StretchGoals

LearnThe Job

Missing

Critic

al

Skill

s

Skills

for

Futu

re

Role

Dev

elop

Job

Skill

sProvid

e

Learnin

g

Challen

g

es

Performance Level

Tenure

in R

ole

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…THE STRATEGIC IMPORTANCE OF HUMAN RESOURCE PLANNING

• HR scans the horizons to reveal changes in the overall employment market – demographic dynamics/ remuneration/skills

• Cultural changes that may impact future employment patterns

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0…THE STRATEGIC IMPORTANCE OF HUMAN RESOURCE PLANNING

• Climatic changes in employee relations

• Changes in legal framework surrounding employment

• Emerging HR practices.

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JOB ANALYSIS

Session 3

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0JOB ANALYSISJob analysis is a process of collecting, analyzing and utilizing information

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0…JOB ANALYSISIt clarifies:• Job specifications • Job descriptions• Recruitment data • Optimum performance parameters• Recruitment specifications• Training parameters• Job evaluation for banding and

grading• Performance improvement

parameters

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0JOB ANALYSIS INFORMATION

• Existing jobs• Job incumbent contribution

expectations• Job content• Articulation of Key Result Areas

(KRAs)• Performance standard/quality

criteria• Duties and responsibilities• Reporting relationships

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0…JOB ANALYSIS INFORMATION

o Motivation intervention factors:• Prospects for career development• Growth profiling and structure• Job enrichment roadmap• Career and succession planning

o Environmental factors• Working condition• Working hours• Mental and emotional demands of

the job

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0DATA COLLECTION METHODS

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Interviews

Questionnaire

Diary

Technical Conference

Checklists

Observation

Job Data Bank

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0JOB ANALYSIS PROCESSStep 1: Step 2: Step 3

Identify purpose of job analysis to determine method and type of data to be collected.

Select analysts from professionals in human resources, line mangers, incumbents or consultants.

Select benchmark jobs to analyze because there may be too many similar jobs and it may not be necessary to analyze them all.

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0…JOB ANALYSIS PROCESS

Step 3: Review background information such as organization charts, process charts, and job descriptions … of positions selected

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0…JOB ANALYSIS PROCESS

Step 3:

Select appropriate method

Identify methods of job analysis - pay attention to strong aspects and areas of less value regarding each methodIdentify sample size of position.

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0…JOB ANALYSIS PROCESSStep 4: Step 5: Step 6

Train the analysts if you intend to use internal analysts

Prepare for job analysis by clearly communicating about the project.Prepare the documentation -

Interview Questions, Questionnaires

Collect data on job activities, employee behaviors, working conditions, and human traits and abilities needed to perform the job

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0…JOB ANALYSIS PROCESS

Step 6:

Collect data on job activities, employee behaviors, working conditions, and human traits and abilities needed to perform the jobYou may use one or more of the job analysis methods to collect data.

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0…JOB ANALYSIS PROCESS

Step 7:

Review, verify and consolidate the results

Be sure the information is factually correct and complete

Reviewing includes: Reviewing data with immediate supervisor, Review data by technical conference (is a job analysis method), reviewing data with incumbents by interview

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0…JOB ANALYSIS PROCESS

Step 8:

Develop a job specification

Develop a job description indicating job role, duties and responsibilities

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0…JOB ANALYSIS PROCESS

Step 8:

A job description will highlight the activities and responsibilities of the job while a job specification articulate the requirements for getting the job fitment for the job holder.

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0JOB DESIGN

Davis (1966), defined a job design as:“the specification of the

content, methods and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder”

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0…JOB DESIGN

It is a 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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APPROACHES TO JOB DESIGN

Job rotation Job reengineeringJob enlargementJob enrichment Self-managing teams Social-technical Systems

(High- performance work design)

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0JOB DESIGN FACTORS

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0RECRUITMENT PROCESS AND METHODS

Organizational activities that provide a pool of applicants for the purpose of filling job openings.

It is a process of searching for prospective employees.

Stimulates and encourages qualified candidates to apply for jobs in the organization.

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0…RECRUITMENT PROCESS AND METHODS

Sources of Recruitment: • Present Employees • Unsolicited Applicants • Educational and Professional

Institutions • Public Employment Offices • Private employment Agencies • Employee Referrals • Help wanted Advertising • Walk-Ins

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0…RECRUITMENT PROCESS AND METHODS

Selection: • Is the process of discovering the

qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position.

• A good selection requires a methodical approach to the problem of finding the best matched person for the job

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SELECTION PROCESS AND METHODS

Selection Process • Preliminary Interview • Selection Tests • Employment Interview • Reference and Background

Analysis • Physical Examination • Job Offer • Employment Contract

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FACTORS AFFECTING RECRUITMENT AND SELECTION OF EMPLOYEES

Factors Governing Recruitment

• Internal Factors Recruitment Policy of the Org Size of the org & the Number of Employees Employed

Cost Involved in Recruitment Growth & Expansion Plans of the Org.

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…FACTORS AFFECTING RECRUITMENT AND SELECTION OF EMPLOYEES 2

3rd

May '1

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Factors Governing Recruitment • External Factors

• Supply & Demand of Specific Skills in the Market

• Political & Legal considerations such as Reservations of jobs for reserved Categories

• Company’s Image Perception by the Job Seekers.

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0PRINCIPLES OF JOB DESIGN

• To influence skill variety, provide opportunities for people to do several tasks and combine tasks

• To influence task identity and form natural work units

• To influence task significance • To influence autonomy, give people

responsibility for determining their own working system

• To influence feed back, establish good relationships and open feedback channels

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CLASS TEAMS ASSIGNMENT2

3rd

May '1

1G

MB

60

70

Identify the key areas of job analysis (JA) and discuss how HR can apply the JA skills to address issues that optimize corporate competitiveness

Identify issues that HR must articulate in order for the organization to create an environment where its people are motivated and committed to work with a view to optimizing performance effectiveness

Eagles Team-6 Synergy 3

oIdentify and discuss factors of job analysis to reveal the strategic importance of HR’s contribution to performance improvement partnership in an organization

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THE END

WK3 – GMB 6070 Summer ’11

Thank you

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