Meaning and significance, approaches in job analysis,methods of data collection and analysis.Job description and jobspecification. Contents of job description and job specification.
Nationality, gender, age, jobreservation for weaker sections of the society, equal opportunityemployment, employment of foreign workers and visa restrictions, agreementwith employee unions, organizational policy on hiring.
Meaning and significance of human resourceplanning, data gathering, analysis, decision making and budget approval inHR planning.
Meaning and significance, principles of recruitment, strategicchoices in recruitment- automating, out sourcing, contracting and recruiting.Targeting right source, internal recruitment- meaning and significance,advantages and disadvantages. External recruitment- meaning andsignificance, advantages and disadvantages.
What is right medium and how to choose it-Reach and Economics? Medium of internal recruitment- Display banners atworkplace, internal circulars, emails, display on the company website,scanning the database of HR department. Medium of external recruitment-Campus recruitments, display banner in front of workplace, display on thecompany website, social networking sites, display on the recruitment portals,accessing the data base of recruitment portals, news paper advertisement, jobfairs, employment exchanges, recruitment consultants, labour contractors,employee referrals, display banners at public places, data base of professionalassociations, ex- servicemen rehabilitation centre, unsolicited applicants,blending internal and external recruitments, segregation of eligible andineligible persons.
Assessing candidates for selection: Testing for aptitude and Skills:Meaning and significance of aptitude and skills, assessing approaches-application blanks, skill tests, aptitude tests etc, reliability and validity oftests, testing methods, testing conditions and procedure, evaluating testscores, short listing ratio, short listing criteria- benchmark approach anddescending order approach.Interviewing-Meaning and significance, methods, advantages andlimitations. Interviewers and their preparedness. Interview content andprocess. Factors to be assessed in interviewing. Personality and physicalfeatures, emotional maturity, oral communication, job knowledge, person-jobfitness, person-organization fitness, expectation-offer compatibility andsalary negotiation.Assessing physical fitness and health- Meaning and significance, methods,age, gender, sensory fitness, motor fitness, testing for physical endurance,acceptable standards of health.Antecedent Verification- Meaning and significance, education, age,qualification, experience, good behavior at work, performance at work,verification for criminal antecedents.
Appointment and joining: Appointment - Meaning and significance, offerof appointment and acceptance, appointment order, contents of appointmentorder and its acceptance. Bond for minimum service, bond for good conduct,caution deposit against possible losses.Joining- Fixing a joining date. Joining day formalities, verification andcollection of certificate copies, collecting photos, PAN number and passportcopy. Providing access to enter and exit. Providing place to work, providingfurniture, stationary, equipment, entering name in the muster roll, opening thepersonal file etc.
Meaning, significance, methods, and contentsintroducing new employee to the existing employees in person or throughcommunication. Showing all the departments and facilities to the newemployee. Basic rules to be followed at work to deal with people issues,processes and task issues. Deployment of right person to right position.