MGNT21- Chapter 2 and 3

Chapter 2: Job Analysis and Talent Management Process

Difference Between Job and Work

• Job: A regular activity done for pay; considered a profession or occupation (e.g., full-time, part-time).

• Work: More general; refers to any effort to accomplish a goal, can occur inside or outside a job.

Job Analysis

What is Job Analysis?

• Detailed examination of job content and human requirements.

• Involves collecting data on:

  • Knowledge and skills required

  • Duties and responsibilities

  • Education and experience needed

  • Physical and emotional characteristics required.

Purpose of Job Analysis

• Recruitment and Selection: Identify qualifications and skills needed for specific jobs.

• Performance Analysis: Assess if job goals are met; set performance standards.

• Training and Development: Identify training needs based on performance discrepancies.

• Compensation Management: Determine pay packages and benefits; assess employee worth.

• Job Designing and Redesigning: Optimize job content to enhance employee satisfaction and output.

Methods of Collecting Data

1. Observation Method: Analyst observes jobholder at work.

2. Interviews: Structured interviews with jobholders and supervisors.

3. Questionnaires: Gather data in a standardized format.

4. Checklists: Yes/no response sheets covering specific tasks.

5. Technical Conferences: Engage supervisors to gather job details.

6. Diary Method: Jobholders record daily activities for accurate data.

Job Description (JD)

• A written narrative detailing:

  • General tasks and responsibilities

  • Qualifications and skills needed

  • Working conditions and physical demands

  • Salary range.

Uses of Job Description

• Clarifies employee expectations.

• Assists candidates in assessing suitability for roles.

• Supports recruitment and interview preparation.

• Forms a legally binding contract.

• Aids in employee performance evaluation and training plans.

Chapter 3: Manpower Planning and Recruiting

Stages of HR Planning

1. Forecasting: Predicting future labor needs based on current data and trends.

2. Goal Setting: Establishes targeted HR objectives aligned with business strategy.

3. Program Implementation and Evaluation: Turns strategies into actions; monitors effectiveness.

Sources of Recruitment

Internal Sources

• Drawing suitable candidates from within the organization through promotions, transfers, or demotions.

External Sources

• Employment Exchanges: Facilitate connections between jobseekers and employers.

• Advertisements: Broadly reach potential candidates through various media.

• Educational Institutions: Direct recruitment of qualified candidates from schools and universities.

• Factory Gates: Particularly for unskilled labor, workers seek employment actively.

• Referrals from Existing Employees: Current staff recommend candidates.

• Labor Unions and Contractors: Provide access to a pool of workers for specific industries.