Job Evaluation Job analysis also provides required information which are necessary for evaluating the worthiness of jobs. After the preparation of job description and job specification statements, it assists for the evaluation of actual performance against the predetermined standard. Job evaluation is the rating of job in an organization which attempts to compare the relative intrinsic value of each job and forms a job hierarchy.
Job specification is prepared along with job description statement to explain the minimum acceptable human qualities necessary to perform the task effectively.
It specifies the physical, psychological, personal, social and behavioural characteristics of each job-holder.
Recruitment is a process of identifying and preparing potential candidates to fill the application form. Recruitment may be defined as a process of bringing right people for right position, at the right time to perform organizational activities in order to achieve the objectives.
Communicating The Information The potential candidates are informed about vacancy announcement. Receiving Application Recruitment process ends receiving the application forms dropped by different applicants who are interested to apply for a job.
It provides a pool of candidates for selection. Internal Sources And Methods Of Recruitment Internal sources refer to recruiting employees from within the organization. Promotions It refers to promoting or upgrading an employee who is already existed in the pay roll and contributed for organizational performance.
Transfers Under it, employees are internally recruited through transfer from one work place to another. Recalling of laid-off employees. Methods Of External Recruitment External recruitment is concerned with generating a pool of qualified candidates from outside of the organisation.
Direct Recruitment Direct recruitment refers to a process of recruiting qualified candidates from external sources by placing a notice of vacancy in an organization's notice board.
Casual Callers This method of recruitment is concerned with using previously applied candidates as a source of recruitment. Advertising Advertising is one of the most common and popular methods of external recruitment under which the job vacancy is announced through different print and electronic media 4. Employment Agencies Employment agencies run by private, public or government sectors are regarded as an important source of recruitment for unskilled, semi-skilled and skilled jobs.
Schools, Colleges And Universities It is also known as campus recruitment. Under this method of external recruitment, educational institutions such as schools, colleges and universities offer opportunities for recruiting fresh candidates. Labour Contractors Labour contractors are an important source of recruitment under which workers are recruited through contractors.
Recommendations Under this method of external recruitment, applicants are introduced by friends and relatives. Advantages Of External Recruitment 1.
Wider Choice 2. Qualified Personnel 3. Fresh Talent 4. Competitive Spirit 5. Widens opportunity for all. The process of selection provides an employment opportunity to the persons who possess the abilities and qualifications to perform a specific job. It is used to assess the ability, aptitude and personality of prospective candidates.
Selection test is conducted in order to select a right person for the right job who will be capable of performing organizational activities if hired. Types Of Selection Tests 1. Intelligence Test Intelligence test is used to judge the mental ability of the candidates 2. Aptitude Test It measures the probability of performing the job in terms of how often and how well.
Personality Test It is the measurement of personal characteristics of the candidates. It is also known as personality inventory.
Interest Test The personal interests such as like and dislikes are identified by interest test. Situational Test It evaluates whether a particular candidate can perform the job in a given situation.
Honesty Test Honesty test measures to what extent the information provided by the prospective candidates is accurate. Interview is a procedure designed to obtain information through the exchange of ideas and the answering of queries. It attempts to secure maximum amount of information that cannot be obtained from other methods Steps Involved For Conducting Interview Or Interview Process Preparation Under this an interview schedule or plan for the interview is prepared.
Conducting The prepared plans and actions are implemented which is called conduction of the interview. Evaluation In this the information received from the interviewee or candidate is evaluated. Types Of Interview A. Preliminary Employment Interview — For Collecting preliminary data. Final Selection Interview — at the time of final selection. Follow-up Placement Interview - to provide the selected applicant with permanent duties and responsibilities D.
Exit Interview-at the time of leaving the organization. Types Of Structured Interview - follows a standard list of questions or plan F. Unstructured Interview - follows a list of questions which are not prepared in advance. The Stress Interview - to evaluate the patience of an employee.
The Depth Interview - for higher level or managerial jobs. The people become human resource only when they are competent to perform organizational activities HRD imparts the required knowledge and skill in them through effective arrangement of training and development programs.
Increase in Employ Commitment 4. Gives Job Satisfaction 5. Opportunities For Training And Development 7. Performance Improvement. Concept And Meaning Of Training Training can be defined as an on-going process of teaching new employees the basis skills they need to perform their task effectively and efficiently.
Training is a short term skill development campaign intended to impart the basic skills of work to middle and lower level employees. It focuses on teaching operational skills to the technical persons.
OJT method is suitable for imparting operative or technical skills to operative personnel. Off-the-job Training Off-the-job training is another method of employee training which is concerned with the arrangements organized away from organizational work station. It takes place outside the work station and is mostly classroom base. Class room lecturers Films - Simulation exercise - Program instruction.
Motivation thus, is to move to do or not to do something. Motivation is one of the essential aspects of HRM which is concerned with the process of inducing, inspiring, organizing and stimulating employees to do the better job in organization.
Motivation activates people for better job performance and high productivity. Motivation is a step-by-step process that prompts an individual into action. The three basic elements of motivation are: needs, drives and goals. It is not same as motivation, rather it is concerned with the attitude and internal state of an individual regarding a particular job.
Concept And Meaning Of Performance Appraisal Performance appraisal is a process of identifying, measuring and managing employee's performance in order to enhance organizational efficiency and effectiveness. Performance appraisal systematically evaluates the personality and performance of each employee so that the productivity can be measured in terms of efficiency and effectiveness. Concept And Meaning Of Reward Management Reward means a thing given to any one because of his contribution to organization.
Source: University of Calicut 7. Managing Human Resources author Stephen J. Skripak Source: Virginia Tech 9. Human Resource Management author Panosa. Selection Assessment Methods author Elaine D. Recruitment and Selection author Tutorialspoint Source: Tutorialspoint Gusdorf Source: Cdn ymaws The impact of recruitment and selection criteria on organizational performance author Joy O.
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