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HRM - Unit-2 -Vignan MBA - TOPIC: Job Analysis

The main purpose of this chapter is to show you how to analyze a job and write job description. THE BASICS OF JOB ANALYSIS Job analysis  is the procedure through which you determine the duties of these positions and the characteristics of the people to hire for them. Job analysis produces information used for writing  job descriptions (a list of what the job entails) and  job specifications (what kind of people to hire for the job). The human resources specialist normally collects one or more of the following types of information via the job analysis: Work activities. the job’s actual work activities, such as cleaning, selling, teaching, or painting. Human behaviors. like sensing, communicating, deciding, and writing. Machines, tools, equipment, and work aids. regarding tools used, materials processed, knowledge dealt with or applied, and services rendered. Performance standards. management will use these standards to appraise employees. Job context. ...
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HRM - Unit-5 - Vignan MBA - TOPIC: Establishing Strategic Pay Plans

The main purpose of this chapter is to show you how to establish a pay plan. We explain job evaluation–techniques for finding the relative worth of a job–and how to conduct online and offline salary surveys. We also explain how to price the jobs in your firm by developing pay grades and an overall pay plan. BASIC FACTORS IN DETERMINING PAY RATES Employee compensation  refers to all forms of pay going to employees and arising from their employment. It has two main components,  direct financial payments  (wages, salaries, incentives, commissions, and bonueses) and  indirect financial payments  (financial benefits like employer-paid insurance and vacations). In turn, there are two basic ways to make direct financial payments to employees: base them on increments of time or on performance. 1) Direct financial payments  2) Indirect financial payment Several factors determine the design of any pay plan: legal, union, company strategy and policy, an...
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HRM - Unit-2 - Vignan MBA - TOPIC: Persnnel Planning and Recruiting

The purpose of this chapter is to improve your effectiveness in recruiting candidates. The topics we discuss include personnel planning and forecasting, recruiting job candidates, and developing and using application forms. THE RECRUITMENT AND SELECTION PROCESS Decide what positions to fill, through personnel planning and forecasting. Build a pool of candidates for these jobs, by recruiting internal or external candidates. Have candidates complete application forms and perhaps undergo initial screening interviews. Use selection tools like tests, background investigations, and physical exams to identify viable candidates. Decide who to make an offer to, by having the supvisor and perhaps others interview the candidates. PLANNING AND FORECASTING The recruitment and selection process starts with employment or personnel planning. This is the process of deciding what positions the firm will have to fill, and how to fill them. Steps in Recruitment and Selection Process Emp...
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