HUMAN RESOURCE MANAGEMENT

TARGET AUDIENCE
I YEAR –II SEMESTER
MBA STUDENTS

Y SURYANARAYANA MURTHY
ASSISTANT PROFESSOR
VARDHAMAN COLLEGE OF ENGINEERING
 Unit-2
Recruitment and Selection: Job Design, Job
Analysis, Process and methods of data
collection, Job descriptions and Job
specification, Job enlargement, Job enrichment
and Job rotation. Human Resource Planning,
Recruitment, Sources of Recruitment,
Recruitment on Diverse Work Force, e-
Recruitment and Selection Process, Employee
Testing and Selection, Basic Types of Interviews,
Errors in Interviews.
 Job Design- Introduction
Job= A group of
homogeneous tasks
related by similarity of
functions.
+

Design= to create,
execute and construct
the plan for a specific
function

Job Design in simple, deciding the contents of job

Job Design-Objectives
 Job Design-Factors

Factors

Environmental
Behavioural
Organizational Factors
Factors
Factors • Employee
• Autonomy
• Work Nature availability and
• Feedback
• Ergonomics abilities
• Diversity
• Workflow • Socio economic
• Use of skills
• Culture and cultural
and abilities
expectations
Methods/Techniques of Job Design
Methods/Techniques of Job Design
Methods/Techniques of Job Design
Methods/Techniques of Job Design
Methods/Techniques of Job Design
JOB ANALYSIS – Important terms
S.No Term Meaning Example
1 Element Smallest segment unit into which work can be Putting the tomato on a hamburger
divided is an example of an element in the
job of a fry cook at mcdonald's

2 Task Distinct work activity tallied out for a distinct Typing a letter, preparing a lecture,
purpose or unloading a mail truck
3 Duty Number of tasks Counseling students is a duty if a
college instructor
4 Position One or more duties performed by one person in Supervisor grade IV, according to
an organization payable clerk I
5 Job Type of position within the organization If a large insurance company
employs sixty life insurance
actuaries, then there are sixty
positions, but just one life insurance
actuary job
6 Job family Group of two a more jobs that either calls for At the previously mentioned
similar worker characteristics or contain insurance company, service clerks
parallel work tasks as determined by job and policy correspondents represent
analysis two jobs that frequently are placed
in a common job family because
they have man’s similar worker
characteristics
7 Occupation A group of similar jobs found across Electrician, accountant, and service
organizations maintenance engineers
8 Career Sequence of positions, jobs, or occupations that
JOB ANALYSIS-DEFINITION
Knowing complete
information about
the duties and
responsibilities to
be performed in the
job.

JA = JD +JS

JA = GAS to know
about the conditions
and requirements to
perform the job
JOB ANALYSIS
FOUR POINT FORMULA

+ + +
JOB ANALYSIS-STEPS/PROCESS
 JOB ANALYSIS-Methods of Data
Collection/Techniques

Direct Work Critical

Observation Method Incident
Analysis Technique

Interview
Questionnaire
Method
Direct Observation
Direct Observation
 Direct Observation

Points to be noted:
This method is done for incumbents in
specific:
• What is to be observed?
• How to analyze?
• What is being observed?
 Work Method Analysis

Points that are critical: This method is

done for incumbents and seniors:
• Identifies repetitive manual operations
and eliminates them in the job.
• Calculates the starting and ending
times of a job.
• Calculates the actual amount time of
taken by the employee/worker.
Critical Incident Technique(CIT)
Critical Incident Technique(CIT)
 Interview Method
(It is asked or both the incumbents and seniors about the contents of the job)
 Questionnaire
( A set of questions are prepared to ask the employees about their job)
Types of Questionnaire
Types of Questionnaire
Job Description and Job Specification-
Contents
NWCC is urgently looking for HR Head /Head HRBP
JD FOR HR Head HRBP
As an HR Business Partner, you will be responsible for collaborating with the organization's
leadership to align human resources strategies with business goals. You will work as a
trusted advisor to managers and employees, providing guidance on HR issues, and
supporting the development and implementation of HR policies and programs.
Responsibilities
• Act as a strategic partner to business leaders, providing guidance and advice on HR
issues and strategies.
• Collaborate with managers to identify talent needs and develop workforce plans.
• Participate in the recruitment and selection of new employees, including sourcing
candidates, screening resumes, conducting interviews, and making hiring
recommendations.
• Support the onboarding process for new employees, including orientation and training.
• Develop and implement HR policies and programs, including performance management,
compensation, benefits, and employee relations.
• Analyze HR metrics and data to identify trends and opportunities for improvement.
• Provide coaching and support to managers and employees on HR-related matters.
• Conduct investigations into employee complaints and other HR-related issues
• Manage employee relations, including conflict resolution and disciplinary actions
• Employee Retention
• Maintain knowledge of HR laws and regulations and ensure compliance with all
applicable requirements
NWCC is urgently looking for HR Head /Head HRBP

Requirements
• Should have 10-12 years of experience in HR, with at least 5 to 10 years of
experience in
• Senior Human Resource Profile.
• Strong knowledge of HR policies, programs, and best practices
• Excellent communication and interpersonal skills
• Demonstrated ability to build strong relationships with stakeholders at all levels of
the organization
• Strong analytical and problem-solving skills
• Ability to work independently and manage multiple priorities
• Knowledge of HR laws and regulations and experience ensuring compliance with
applicable requirements
• Proficiency in HR information systems and other relevant technology tools
• Education Qualification-MBA in HR
Role: Head - HR
Industry Type- Courier / Logistics
Department- Human Resources
Salary : Best in the Industry
Location : Head Office Gurgaon
Looking candidate for Management Trainee Position (Male)
• Total Year of Experience Required- 0-6 Months
• Location-Ranjangaon, Pune
• Education Qualification- MBA HR (2022 pass out)
• Reporting: Admin Head
Job Description
• Budgetary Control, Cost Efficiency & Cost saving and timely payments of
administrative expenses.
• Data Analysis
• Transportation of Female Employees – Arrival and Departure in B & C Shifts
• Guest House Management
• Hotel Booking and upkeep Record.
• Stationary Management
• Courier Services
• Maintain all documents related to ISO & OHSAS
• All Audits related to Administrative Functions.
• Air Travel – Visa and Tickets – Domestic and International.
• Maintain and Recharge Sodexo Card
• Verification of Travel & Tours, Car Repairs, Uniforms, Hotel bills, Telephone bills etc.
pertaining to Admin.
This role involves shift working. The shift will change every week.
Interested candidates kindly share your resumes on email id- [email protected]
 Job Enlargement & Job Enrichment
Planning of
a policy V
E
R
T
I
Task 2
C
Task 1 (Observing the
Same/ A
(Checking the attendance of
Present Job L
punctuality of employee
E
the employee) monthly wise)
X
P
A
N
Controlling S
of a I
performance O
N
Horizontal Expansion of different tasks related to the same job/present job
Features of Job Enlargement and Job Enrichment
Identify this is it Job Enlargement/Job Enrichment?
Identify this is it Job Enlargement/Job Enrichment?
Identify this is it Job Enlargement/Job Enrichment?
Identify this is it Job Enlargement/Job Enrichment?
Identify this is it Job Enlargement/Job Enrichment?
Identify this is it Job Enlargement/Job Enrichment?
 JOB ROTATION
Job Rotation is a management approach where employees
are shifted between two or more assignments or jobs at
regular intervals of time in order to expose them to all
verticals of an organization.
OBJECTIVES OF JOB ROTATION
TYPES OF JOB ROTATION
HORIZONTAL
JOB
ROTATION
TYPES OF JOB ROTATION
VERTICAL
JUNIOR LEVEL SENIOR POSITION JOB
ROTATION

DIFFERENT LEVELS WITHIN

THE ORGANIZATION
TYPES OF JOB ROTATION
INTER
DEPARTMENTAL
MARKETING HUMAN RESOURCE JOB ROTATION
LEVEL LEVEL

DIFFERENT DEPARTMENTS
WITHIN THE ORGANIZATION
TYPES OF JOB ROTATION
LOCATION
EMPLOYEE-A EMPLOYEE-B BASED JOB
(HYDERABAD) (BENGAURU)
ROTATION

DIFFERENT GEOGRAPHICAL
LOCATION WITHIN THE
ORGANIZATION
TYPES OF JOB ROTATION
SKILL BASED
EMPLOYEE-A EMPLOYEE-B JOB
(CUSTOMER (TECHINCAL ROLE)
SERVICE) ROTATION

DIFFERENT SKILLS WITH IN

THE ORGANIZATION
Human Resource Planning(HRP)
/Man Power Planning(MPP)

• 4 “R” Approach
• Understanding the
approximate capacity of
employees in the business
firms.
• Aims at removing the gap
between the current human
resource capacity of
business and their
prospected capacity.
• Aims at full utilization of
employees working in the
organisation to achieve
desired goals timely.
Human Resource Planning(HRP)-
Objectives
Human Resource Planning(HRP)-
Objectives
Human Resource Planning(HRP)-Need
Human Resource Planning(HRP)-
Factors
Human Resource Planning(HRP)-
Steps/Process
Recruitment
Sources/Methods of Recruitment
Methods of Recruitment on Diverse Work Force
Methods of Recruitment on Diverse Work Force
Methods of Recruitment on Diverse Work Force
E-Recruitment
Methods of E-Recruitment
Selection
Process of Selection
Employee Testing
Basic Types of Interviews
Example of Selection Process
Example of Selection Process
Example of Selection Process
Example of Selection Process
Example of Selection Process
Example of Selection Process
Example of Selection Process-Deloitte
Example of Selection Process
Example of Selection Process