Describe the basic Compare eight

methods of methods for

collecting job recruiting job
analysis information candidates
Conduct job analysis Explain how to use
Explain the process application forms to
of forecasting predict job
personnel performance
requirement
 The procedure to determine the duties
and skills requirements of a job and the
kind of person who should be hired
 The interview Participant Diary/
Log
Questionnaires
Internet-Based
Observation
1. Decide how you will use the information,
data collection technique

2. Review background information i.e

organisation charts, process charts, job
description

3. Select representative positions i.e.

sample of 10 out of 200 workers
4. Analyze the job job activities,
employee behavior, working conditions,
human trait, abilities

5. Verify the job analysis information-

worker and immediate supervisor

6. Develop job description & job

specification
 A list of a jobs duties, responsibilities,
reporting relationships, working
conditions and supervisory
responsibilities-one product of a job
analysis
 Job identification Standards of
performance
Job summary
Working conditions
Responsibilities and
duties Job specifications

Authority of
incumbent
 The Job Identification section is:-
The job title
Name of the job
i.e. marketing manager, inventory clerk, data
processing supervisor
 The Job Summary describe:-
The general nature (i.e. major functions and
activities) of the job
Summarise the essence of the job
the mailroom supervisor receives, sorts and
deliver incoming mail properly, and he/she
handles outgoing mail including the accurate
and timely posting of such mail
General statement perform other assignment
as required
 Relationships statement may show the
jobholders relationship with others inside and
outside the organisation and may include the
following sections:

i.e. Human Resource Manager

Report to: Vice president of employee relations
Supervises: human resource clerk, test administrator,
secretary
Works with: all department managers, executive
management
Outside the company: employment agencies, union
representative, state and federal employment
offices, various vendor
 Responsibilities and Duties
The heart of the job description

Detailed list of the jobs responsibilities and

duties

i.e. achieve quantitative sales goal..,

determine sales priorities, repairing
production line tools and equipment
 Authority
Define limit of authority, decision making
authority, budgetary authority

Standards of Performance
List the standards the employee is to achieve
in each of the job descriptions main duties
and responsibilities
 Working condition and Physical
Environment
List the general working conditions of the job
and may include noise level, hazardous
conditions, heat, cold, etc
 A list of a jobs human requirement,
that is the requisite education, skills,
personality and so on- another product
of a job analysis
What human traits and experience are
required to do this job well
Trained employees:-
Length of previous service, quality of relevant
training, previous of job performance

Untrained employees:-
Specifies qualities physical traits, personality,
interest, sensory skills
 A job is more than a set of closely related
activities carried out of pay

Globalization influences:-
Broadly define job description
Create flexible employee
Multi-skilled job assignments
Participative decision making
Working with team
 Job enrichment: redesigning in a way that
increases the opportunities for the worker to
experience feeling of responsibility,
achievement, growth and recognition

Let the employee plan and control own job

instead controlled by outsider

Employee do job well because they wanted to

 Dejobbing: broadening the responsibilities
of the companys jobs, and encouraging
employees not to limit themselves to what is
on their job description

Challenge: technology change, global

competition, deregulation, political instability,
demographic change
Company need to be responsive, flexible, more
competitive
 Competencies are demonstrable characteristics
of a person that enables performance

Job competencies are observable and

measurable knowledge, skills and behavior
making up the job

Traditional analysis: job centered, focus on

What

Competency-based analysis: focuses on how

1. Decide what position to fill, through
personnel planning and forecasting

2. Build a pool of candidates for the job,

by recruiting internal or external
candidates

3. Have candidates complete application

forms and undergo initial prescreening
interview
4. Use selection tools like tests, background
investigations, physical exams to identify
viable candidates

5. Decide who to make an offer to by

having the supervisor and other
interview the candidates
The process of deciding what positions
the firm will have to fill, and how to fill
them
 Trend Analysis: studying variations in your
firms employment levels over the past few
years, historical trends

Ratio Analysis: forecast data based on the

ratio between two causal factors, ex. Sales
volume and number of employee needed

Scatter plot: show graphically how two

variables are related, ex. Sales and staffing
levels
Determination of future staff needs by
projecting sales, volume of production,
and personnel required to maintain this
volume of output, using software
packages
 Projected turnover Technological
resulting in increased
Quality & skills of productivity
employees
Finance resources
Strategic decisions to available to the
upgrade quality or department
enter new markets
 Qualification inventories:
facilitate internal candidate by providing data on
employees performance records, educational
background, promotability; manual or computerized

Personnel replacement charts:

Company records showing present performance &
promotability for the most important position, internal
candidates

Computerized Information System:

Link between HR, annual performance appraisal,
training; automatically updated
 Employees, supervisor or HR professional
enter information via company intranet

Information: employee background,

working experience, skills, education level

Managers can retrieve data immediate if

they require a person for a position
1. Background checks on staff going to access the HR
system

2. Do not hire a temporary employee, bring other trusted

employee from another department

3. Random background check, ex. Drug test

4. Limit access to information such as SSN, health

information, sensitive data
 Job posting

Rehiring

Succession Planning
Publicizing an open job to employees
(often by literally posting it on bulletin
boards)
 It depends.

Advantage: familiar with company culture, style,

ways of doing things

Disadvantage: less-than-positive attitudes,

influence current employees

How to reduce adverse reactions:-

Give credit
Inquiry on what they did during layoff, how they feel return
to company
Details the companys long-range plan
to fill its most key positions by making sure
a qualified supply of successors exist &
employee careers can be optimally
managed
 Identifying & analyzing key job
Firm strategic goal, formulate job description &
specification

Creating & assessing candidates

Identify potential internal/ external candidates
future positions
Provide developmental experience, training, cross-
functional experiences, job rotation,
global/regional assignments

Selecting who will fill the position

Talent management involves identifying,
recruiting, hiring and developing high
potential employees
 Recruiting via the Offshoring/Outsourci
Internet ng White-Collar &
Advertising other jobs
Employment On Demand
Agencies Recruiting Services
Temp Agencies & College Recruiting
Alternative Staffing Referral & Walk-Ins
User-friendly company websites can be
used as an efficient recruiting tools if:

Potential employees able to easily access &

view current opening from homepage

Pre-employment screening assessment simple

Users are allowed to apply online, fax, e-mail

Virtual job fair or posting on networking sites

Advantage Disadvantage
Free or low cost Too much response

Longer lifespan than Legal pitfall

traditional medium regarding
unintended
Fast-can start discrimination
receiving
application EEOC compliance is
immediately difficult to prove
 An Applicant Tracking System:
software purchased & installed to track
applicants & perform other services such as
pre-screening & scheduling interview
Compile a searchable database for employer
use

Application Service Provider(ASPs):

contracted by employers for whatever reason to
process applicant tracking work off site
 Select the best medium for the specific
position. i.e local newspaper, magazine

Experienced advertisers construct ads

based on a four-point guide labeled
AIDA(Attention, Interest, Desire, Action)
Three types:
1. Public agencies operated by federal, state, local
government. Ex National Job Bank

2. Agencies associated with non profit organisation

3. Privately owned agencies: fee paid jobs

Why?
Does not have HR department

Has found generating an applicant pools is difficult

in the past or must fill in the post urgently

Wants to attract minority group

Want to reach employed individuals who might be

more comfortable dealing with agency than
competitor
The role of temporary workers:
Supplements regular workforce

Fills in for vacationing or sick employees

Cost effective

Allows employer to expand & contract with

changes in demand

Allows employers to try-out an employee before

hiring them as a regular employee
 In-house temporary employees: short
term basis

Contract technical employees: highly

skills workers, long term project, contract
basis
 Executive recruiter = headhunters

A special employment agencies

retained by employers to seek out top
management talent and can be useful
in making contact
Advantage: Disadvantage:
Have many contact more interest in
Future employee persuade than
qualified finding appropriate
Target employed
candidates
candidate who are Always claim client
not actively looking say but actually not
to change jobs really
Keep firm name
confidential
Save time, save cost
Issues:-
cultural misunderstanding (customers &
employees abroad)

Security & privacy concern

Foreign contract

Legal systems
 A service that provides short-term
specialized recruiting to support specific
projects without the expense of retaining
traditional search firm

Paid by hour or project

Handle recruiting, analysis, pre-screening,
left client with short list candidates
 Sending an employers representative to
college campuses to prescreen
candidates graduating class

Can be problematic:-
Can be expensive & time consuming
Recruiter ineffective: do not screen
effectively, unprepared, show little interest
and act superior
Training to recruiter
On-site Visit:
Employer invite good candidates to office
or plant for site visit

Internship:
Win-win situation
Allow employer to test, try out candidate
Allow student to sharpen up business skills,
any skills
Referral campaign
youve got friends, we want to meet them
Prizes, rewards offered for referral
Quality people know quality people

Walk-In
Direct application to employers
In office, hotel, convention centre