CHAPTER 3

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Technique for job design

3. job enrichment- a medium through which management can motivate self-driven employees

2. Job enlargement- increasing the scope of a job

1. job rotation- a process employees mobilize (different department) and serve their tasks in different organizational levels.

CHAPTER 3

The recruitment Process

5.Publicize Job Openings

4.Select Source of Applicants

3.Review Source of Applicants

2.Conduct Job Analysis -Develop Job Description,Develop Job Specification

1.From Human Resource Needs

HRM Process

Ensuring that the organization retains competent and high-performing employees who are capable of high performance.

Providing employees with up-to-date knowledge and skills to do their jobs.

Ensuring that competent employees are identified and selected.

The Selection Process

6.Hiring: The manager compares the candidates without bias and decides who is best suited for the job.

5.Interviewing:The interview is the most heavily weighted selection criterion.

4.Background and Reference Checks:These check prior work performance.

3.Testing: i. Achievement tests ii. Aptitude tests, iii. Personality tests, iv. Interest tests, v. Physical exams that measure ability to perform the job.

2.Screening Interview: Specialists in the human resources department select the top candidates who will continue on in the selection process.

1.Application Form:Personal data, Education, Experience, Skills, and References.

Recruiting Sources

Enployers now routinely advertise on the internet.

Recruitment & Decruitment

-Decruitment is the process of reducing a surplus of employees in the workorce of an organization such as firing, layoffs, attrition.

Recruitment is the process of locating, identifying and attracting capable applicants to an organization.

Job analysis Components

5.Aim of a job design- to improve job satisfaction, quality and to reduce employee problems.

4.Work arrangement (or rearrangement)- aimed at reducing or overcoming job dissatisfaction and employee isolation arising from repetitive tasks.

3.Job design- referred to as work design or task design)

2.Job Specification- Knowledge, skills, and abilities required of the job holder

1.Job Description- Tasks, duties and responsibilities that the job entails

Employment Planning

Employee Assessment -Job Analysis

assessment of the kinds of: -skills, knowledge, and abilities needed to successfully perform each job in an organization.

-avoid sudden talent shortages and surpluses.

Steps in the planning process: 1. Assessing current human resources 2. Assessing future needs for human resources 3. Developing a program to meet those future needs

Importance of HRM

3. Adds value to the firm

• High performance work practices lead to both high individual and high organizational performance.

1. As a necessary part of the organizing function of management

• Selecting, training, and evaluating the work force

2. As an important strategic tool

• HRM helps establish an organization’s sustainable