Job Analysis
A systematic analysis of jobs within an organization Job Analysis includes:
Job Description - a listing of the jobs duties; its working conditions; and the tools, materials, and equipment used to perform the job. Job Specification - a listing of the skills, abilities, and other credentials the incumbent job holder will need to do a job.
Recruiting
The process of attracting qualified persons to apply for jobs that are open.
Internal Recruiting
Considering present employees as candidates for openings.
Advantages:
Gives existing employees greater opportunity to advance their careers in the business. May help to retain staff who might otherwise leave.
Disadvantages:
TYPES OF RECRUITING
External Recruiting
Applicants Rsum Short listed candidates are invited for the interview The candidates may be required to under-go skill tests or other forms of assessments where applicable.
References Background
Interview
Checking references
Offer
Successful candidates will be offered the position subject to fulfilment of the employment conditions
6 Principles of Management Instructor: Sara Aslam
Training
Teaching operational or technical employees how to do the job for which they were hired.
Teaching managers and professionals the skills needed for both present and future jobs.
Development
PERFORMANCE APPRAISAL
Performance Appraisal (PA) refers to all those procedures that are used to evaluate the performance of employees of an organisation
REWARD MANAGEMENT
Reward refers to all of the monetary and nonmonetary payments that an organization provides for its employees in exchange for the work they perform
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TYPES OF REWARDS
An organization can provide two types of reward: Extrinsic
satisfy basic needs: survival, security, Pay, conditions, treatment etc. (reference Maslows theory)
satisfy higher needs: Esteem, development needs etc (Maslows Hierarchy of needs theory)
Intrinsic
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Thank You
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