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Unit 1 HRM

The document discusses key concepts in human resource management including job analysis, job design, job evaluation, talent management, recruitment, and selection. Job analysis identifies job duties and requirements. Job design organizes work tasks to achieve goals. Job evaluation assesses job worth using factors like skills. Talent management involves acquiring and retaining top employees. Recruitment identifies vacancies while selection evaluates candidates to fill roles.

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mayank
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47 views

Unit 1 HRM

The document discusses key concepts in human resource management including job analysis, job design, job evaluation, talent management, recruitment, and selection. Job analysis identifies job duties and requirements. Job design organizes work tasks to achieve goals. Job evaluation assesses job worth using factors like skills. Talent management involves acquiring and retaining top employees. Recruitment identifies vacancies while selection evaluates candidates to fill roles.

Uploaded by

mayank
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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UNIT 1

Objectives
 Demonstration of basic concepts and functions
of HRM
Functions of HRM
Job Analysis
 Job Analysis is a process to identify and
determine in detail the particular job duties
and requirements and the relative importance
of these duties for a given job. Job Analysis is
a process where judgements are made about
data collected on a job.
Job Analysis
JOB ANALYSIS
Job design
 Job design is the process of organizing work
into the tasks required to perform a specific job.
Job design involves the conscious efforts to
organize tasks, duties and responsibilities into a
unit of work to achieve certain objectives.
 Job design is an ongoing process. The goal is to
make adjustments as conditions or tasks change
within the workplace.
Job Design
Overall goals of Job Design
 1. Task Variety
 2.Skill variety
 3.Work breaks/ Rest Breaks
 4.Training
 5.Vary mental activities
Job evaluation
 Job evaluation is the process of analyzing and
assessing various jobs systematically to
ascertain their relative worth in an
organization. Job evaluation is an assessment
of the relative worth of various jobs on the
basis of a consistent set of job and personal
factors, such as qualifications and skills
required.
Methods of job evaluation
 1.Job ranking
 2.Job classification
 3.Factor Comparison
 4.Point Method
5 p Model of SHRM
 Introduced by Randal Schuler. This model
melds 5 human resource activities with
strategic highlight just how significant the
strategy activity link can be.
 philosophy of human resources
 Policies human resources
 Programme of human resources
 Practices of human resources
 Processes of human resources
Talent management
 Talent management is an organization's
commitment to recruit, hire, retain, and
develop the most talented and superior
employees available in the job market. So,
talent management is a useful term when it
describes an organization's commitment to
hire, manage, develop, and retain talented
employees.
Sources of talent acquisition
 Advertisements
 Recruiting Agencies
 Job boards
 Career sites
 Employee Referrals
Recruitment process
 Recruitment process is a process of identifying
the jobs vacancy, analyzing the job
requirements, reviewing applications,
screening, shortlisting and selecting the right
candidate.
Steps involved in recruitment process
 The five steps involved in recruitment process
are as follows:
 (i) Recruitment Planning
 (ii) Strategy Development
 (iii) Searching
 (iv) Screening
 (v) Evaluation and Control.
Sources of Recruitment
Selection
 The selection process can be defined as the
process of selection and shortlisting of the
right candidates with the necessary
qualifications and skill set to fill the vacancies
in an organization. The selection process varies
from industry to industry, company to
company and even amongst departments of
the same company.

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