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Opening Case

Opening Case

HPs traditional work rules were rigid causingHPs traditional work rules were rigid causing

resentment among female executives, inresentment among female executives, inparticularparticular

Death of Chairman Lew Platts wife changedDeath of Chairman Lew Platts wife changed

everythingeverything

He became more sympathetic to the problems ofHe became more sympathetic to the problems of

women employeeswomen employees

Platt introduced several job design changesPlatt introduced several job design changes

which helped women balance their work and lifewhich helped women balance their work and life

All are happy. Woman became first CEO of theAll are happy. Woman became first CEO of the

companycompany

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Job Description and Job

Job Description and JobSepcification in Job

Sepcification in Job

AnalysisAnaly

sis

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Job Analysis offers

Job Analysis offerscompetitive Advantage to acompeti

tive Advantage to a

firm-firm-is a foundation for HRPis a foundation for HRP

foundation for employee hiringfoundation for employee hiring

foundation for t & dfoundation for t & d

foundation for performance appraisalfoundation for performance appraisal

foundation for wage and relay fixationfoundation for wage and relay fixation

foundation for safety and healthfoundation for safety and health

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Process of Job AnalysisProcess of J

ob Analysis

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Process of Job AnalysisProcess of J

ob Analysis

Strategic choicesStrategic choicesemployee involvementemployee involvement

levels of detailslevels of details

timing and frequency of analysistiming and frequency of analysispast or futurepast or future

sources of datasources of data

Information gatheringInformation gathering

Information processingInformation processing

Job descriptionJob description

Resulting in various outcomesResulting in various outcomes

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Methods of CollectingMethods of Collecting

Job DataJob Data

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Job design is the conscious efforts toJob design is the conscious efforts toorganize tasks, duties and responsibilitiesorganize tasks, duties and responsibilities

into one unit of work. It involvesinto one unit of work. It involves

identification of individual tasksidentification of individual tasks

specification of methods of performing thespecification of methods of performing the

taskstasks

combination of tasks into specific jobs to becombination of tasks into specific jobs to be

assigned to individualsassigned to individuals

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Job Design FactorsJob Design Factors

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Comparison of FiveComparison of FiveJob Design ApproachesJob Design Approaches

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Contemporary IssuesContemporary Issues

TelecommutingTelecommuting

Alternative work patternsAlternative work patterns

TechnostressTechnostress

Task revisionTask revision

Skill DevelopmentSkill Development

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Opening CaseOpening Case

Problem of Blore mushrooming B schoolsProblem of Blore mushrooming B schools

Sudden demand for MBAs with doctoralSudden demand for MBAs with doctoral

degreesdegrees

Fancy figures are quoted as compensationFancy figures are quoted as compensation

One can earn enough by acting as a guestOne can earn enough by acting as a guest

faculty member in a few collegesfaculty member in a few colleges

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Recruitment is the process of searching forRecruitment is the process of searching for

and obtaining applicants for jobsand obtaining applicants for jobs

Recruitment has several benefits for a firm:Recruitment has several benefits for a firm:

1.1. Determine the present and future requirements of theDetermine the present and future requirements of theorganisation in conjunction with its personnel-planning and job-organisation in conjunction with its personnel-planning and job-

analysis activities.analysis activities.

2.2. Increase the pool of job candidates at minimum cost.Increase the pool of job candidates at minimum cost.

3.3. Help increase the success rate of the selection process byHelp increase the success rate of the selection process by

reducing the number of visibly under-qualified or overqualified jobreducing the number of visibly under-qualified or overqualified jobapplicants.applicants.

4.4. Help reduce the probability that job applicants, once recruitedHelp reduce the probability that job applicants, once recruited

and selected, will leave the organisation only after a short period ofand selected, will leave the organisation only after a short period of

time.time.

5.5. Meet the organisations legal and social obligations regardingMeet the organisations legal and social obligations regarding

the composition of its workforce.the composition of its workforce.

6.6. Begin identifying and preparing potential job applicants whoBegin identifying and preparing potential job applicants who

will be appropriate candidates.will be appropriate candidates.

7.7. Increase Organisational and individual effectiveness in theIncrease Organisational and individual effectiveness in the

short term and long term.short term and long term.

8.8. Evaluate the effectiveness of various recruiting techniques andEvaluate the effectiveness of various recruiting techniques andsources for all types of job applicants.sources for all types of job applicants.

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Factors InfluencingFactors Influencing

RecruitmentRecruitment

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Recruitment ProcessRecruitment Process

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Recruitment PlanningRecruitment Planning

Number of Contacts: Yield ratios (yRS) whichNumber of Contacts: Yield ratios (yRS) whichexpress the relationship of applicant inputs toexpress the relationship of applicant inputs tooutput s at various decision points.output s at various decision points.

Example: advertisement generated resumes fromExample: advertisement generated resumes from2000 applicants, of which 200 were judge2000 applicants, of which 200 were judge

potentially qualified (yR=10:1). of these 200, 40potentially qualified (yR=10:1). of these 200, 40attended the interview for final selection (yR=5:1).attended the interview for final selection (yR=5:1).Of these 40, 30 were actually qualified and offeredOf these 40, 30 were actually qualified and offered

jobs (yR=4:3); and of the 30, 20 accepted (yR=3:2).jobs (yR=4:3); and of the 30, 20 accepted (yR=3:2).In this case, the overall yR is 100: 1. RequirementIn this case, the overall yR is 100: 1. Requirementof 30 hires, during a specific period mean aof 30 hires, during a specific period mean a

recruitment target of 3000.recruitment target of 3000.

Type of ContactsType of Contacts

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Recruitment PlanningRecruitment Planning

2000

40

200

20

30

Offer acceptance

Job Offer

Invited forFinal Interview

Screening

InterviewInitial Contact

10:1

4:3

3:2

5:1

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Recruitment PlanningRecruitment Planning

Type of Contacts: Type of people toType of Contacts: Type of people to

be informed about job openingsbe informed about job openings

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Strategy DevelopmentStrategy Development

Make or BuyMake or Buy

Technological SophisticationTechnological Sophistication

Where to lookWhere to look

How to LookHow to Look

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Sources of RecruitmentSources of Recruitment(How to look)(How to look)

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Evaluation and ControlEvaluation and Control1. Salaries for recruiters.

2. Management and professional time spent onpreparing job description, job specifications,

advertisements, agency liaison, and so forth.

3. Cost of advertisements or other recruitment methods,

that is, agency fees.

4. Cost of producing supporting literature.

5. Recruitment overheads and administrative expenses.

6. Costs of overtime and outsourcing while thevacancies remain unfilled.

7. Cost of recruiting suitable candidates for the selection

process.

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Philosophies ofPhilosophies of

RecruitmentRecruitment

Realistic job previews

JCQ: Job Compatibility QuestionnairesAlternatives

over time work

employee leasing

temporary employment

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Typical Consequences of JobTypical Consequences of Job

PreviewsPreviews

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AlternativesAlternatives

of Recruitmentof Recruitment

over time work

employee leasing

temporary employment