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8/14/2019 Chapter5 &6-FE&B
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Opening Case
Opening Case
HPs traditional work rules were rigid causingHPs traditional work rules were rigid causing
resentment among female executives, inresentment among female executives, inparticularparticular
Death of Chairman Lew Platts wife changedDeath of Chairman Lew Platts wife changed
everythingeverything
He became more sympathetic to the problems ofHe became more sympathetic to the problems of
women employeeswomen employees
Platt introduced several job design changesPlatt introduced several job design changes
which helped women balance their work and lifewhich helped women balance their work and life
All are happy. Woman became first CEO of theAll are happy. Woman became first CEO of the
companycompany
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Job Description and Job
Job Description and JobSepcification in Job
Sepcification in Job
AnalysisAnaly
sis
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Job Analysis offers
Job Analysis offerscompetitive Advantage to acompeti
tive Advantage to a
firm-firm-is a foundation for HRPis a foundation for HRP
foundation for employee hiringfoundation for employee hiring
foundation for t & dfoundation for t & d
foundation for performance appraisalfoundation for performance appraisal
foundation for wage and relay fixationfoundation for wage and relay fixation
foundation for safety and healthfoundation for safety and health
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Process of Job AnalysisProcess of J
ob Analysis
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Process of Job AnalysisProcess of J
ob Analysis
Strategic choicesStrategic choicesemployee involvementemployee involvement
levels of detailslevels of details
timing and frequency of analysistiming and frequency of analysispast or futurepast or future
sources of datasources of data
Information gatheringInformation gathering
Information processingInformation processing
Job descriptionJob description
Resulting in various outcomesResulting in various outcomes
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Methods of CollectingMethods of Collecting
Job DataJob Data
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Job design is the conscious efforts toJob design is the conscious efforts toorganize tasks, duties and responsibilitiesorganize tasks, duties and responsibilities
into one unit of work. It involvesinto one unit of work. It involves
identification of individual tasksidentification of individual tasks
specification of methods of performing thespecification of methods of performing the
taskstasks
combination of tasks into specific jobs to becombination of tasks into specific jobs to be
assigned to individualsassigned to individuals
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Job Design FactorsJob Design Factors
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Comparison of FiveComparison of FiveJob Design ApproachesJob Design Approaches
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Contemporary IssuesContemporary Issues
TelecommutingTelecommuting
Alternative work patternsAlternative work patterns
TechnostressTechnostress
Task revisionTask revision
Skill DevelopmentSkill Development
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Opening CaseOpening Case
Problem of Blore mushrooming B schoolsProblem of Blore mushrooming B schools
Sudden demand for MBAs with doctoralSudden demand for MBAs with doctoral
degreesdegrees
Fancy figures are quoted as compensationFancy figures are quoted as compensation
One can earn enough by acting as a guestOne can earn enough by acting as a guest
faculty member in a few collegesfaculty member in a few colleges
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Recruitment is the process of searching forRecruitment is the process of searching for
and obtaining applicants for jobsand obtaining applicants for jobs
Recruitment has several benefits for a firm:Recruitment has several benefits for a firm:
1.1. Determine the present and future requirements of theDetermine the present and future requirements of theorganisation in conjunction with its personnel-planning and job-organisation in conjunction with its personnel-planning and job-
analysis activities.analysis activities.
2.2. Increase the pool of job candidates at minimum cost.Increase the pool of job candidates at minimum cost.
3.3. Help increase the success rate of the selection process byHelp increase the success rate of the selection process by
reducing the number of visibly under-qualified or overqualified jobreducing the number of visibly under-qualified or overqualified jobapplicants.applicants.
4.4. Help reduce the probability that job applicants, once recruitedHelp reduce the probability that job applicants, once recruited
and selected, will leave the organisation only after a short period ofand selected, will leave the organisation only after a short period of
time.time.
5.5. Meet the organisations legal and social obligations regardingMeet the organisations legal and social obligations regarding
the composition of its workforce.the composition of its workforce.
6.6. Begin identifying and preparing potential job applicants whoBegin identifying and preparing potential job applicants who
will be appropriate candidates.will be appropriate candidates.
7.7. Increase Organisational and individual effectiveness in theIncrease Organisational and individual effectiveness in the
short term and long term.short term and long term.
8.8. Evaluate the effectiveness of various recruiting techniques andEvaluate the effectiveness of various recruiting techniques andsources for all types of job applicants.sources for all types of job applicants.
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Factors InfluencingFactors Influencing
RecruitmentRecruitment
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Recruitment ProcessRecruitment Process
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Recruitment PlanningRecruitment Planning
Number of Contacts: Yield ratios (yRS) whichNumber of Contacts: Yield ratios (yRS) whichexpress the relationship of applicant inputs toexpress the relationship of applicant inputs tooutput s at various decision points.output s at various decision points.
Example: advertisement generated resumes fromExample: advertisement generated resumes from2000 applicants, of which 200 were judge2000 applicants, of which 200 were judge
potentially qualified (yR=10:1). of these 200, 40potentially qualified (yR=10:1). of these 200, 40attended the interview for final selection (yR=5:1).attended the interview for final selection (yR=5:1).Of these 40, 30 were actually qualified and offeredOf these 40, 30 were actually qualified and offered
jobs (yR=4:3); and of the 30, 20 accepted (yR=3:2).jobs (yR=4:3); and of the 30, 20 accepted (yR=3:2).In this case, the overall yR is 100: 1. RequirementIn this case, the overall yR is 100: 1. Requirementof 30 hires, during a specific period mean aof 30 hires, during a specific period mean a
recruitment target of 3000.recruitment target of 3000.
Type of ContactsType of Contacts
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Recruitment PlanningRecruitment Planning
2000
40
200
20
30
Offer acceptance
Job Offer
Invited forFinal Interview
Screening
InterviewInitial Contact
10:1
4:3
3:2
5:1
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Recruitment PlanningRecruitment Planning
Type of Contacts: Type of people toType of Contacts: Type of people to
be informed about job openingsbe informed about job openings
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Strategy DevelopmentStrategy Development
Make or BuyMake or Buy
Technological SophisticationTechnological Sophistication
Where to lookWhere to look
How to LookHow to Look
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Sources of RecruitmentSources of Recruitment(How to look)(How to look)
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Evaluation and ControlEvaluation and Control1. Salaries for recruiters.
2. Management and professional time spent onpreparing job description, job specifications,
advertisements, agency liaison, and so forth.
3. Cost of advertisements or other recruitment methods,
that is, agency fees.
4. Cost of producing supporting literature.
5. Recruitment overheads and administrative expenses.
6. Costs of overtime and outsourcing while thevacancies remain unfilled.
7. Cost of recruiting suitable candidates for the selection
process.
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Philosophies ofPhilosophies of
RecruitmentRecruitment
Realistic job previews
JCQ: Job Compatibility QuestionnairesAlternatives
over time work
employee leasing
temporary employment
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Typical Consequences of JobTypical Consequences of Job
PreviewsPreviews
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AlternativesAlternatives
of Recruitmentof Recruitment
over time work
employee leasing
temporary employment