Job Analysis: Meaning, definition and purpose. Methods of job analysis: job analysisinterviews, job analysis questionnaire, task analysis inventory, position analysis questionnaire,subject expert workshops, critical incident technique, F1eisclunann job analysis survey,functional job analysis, job element method, repertory grid, critical incident technique
Hiring Process & Hiring decision: Nature of hiring: regular, temporary, full time, part time,apprentice, contractual, and outsourcing, Existing post or new post to be created, Need analysis,cost analysis and job analysis.
Hiring internally: Meaning and definition of internal recruitment, Advantages anddisadvantages in terms of cost, time, quality and suitability.Sources of internal recruitment: - circulars, intranet advertisements, employee referrals,Appointment or promotion, Policy guidelines and union settlements
External Hiring: Meaning and definition of external recruitment.Sources of recruitment:- advertisement, in newspaper, TV/Radio, Internet, search on the internet,wanted signboards, consultants, employment exchange, campus recruitment, employee referralsand unsolicited applications. Advantages and disadvantages of the above sources in terms ofcost, time, convenience, reach of the targeted population, and quality of applicant pool.Job advertisement: drafting, size and contents. Contents of public sector recruitment: single ormultiple sources and choosing the best source
Screening the candidates: Application Forms: bio-data / resume / curriculum vitae andweighted application blanks: meaning definition, purpose, advantages and disadvantages – takinga Behavioural approach to recruitment: spotting personality patterns, making basic assumptions,predicting the future, strategy Vs. Technique, Pinning down what is needed: targetedinterviewing, focusing on behaviour, assessing how person performs, assuming they have beenhired. – Identifying the ingredients of success: the winning candidate‟s profile, challenges in theinterview, the starting point, day to day execution, dealing with people, the inner person,additional characteristics. Studying the CV.
Testing: Meaning, definition, purpose, advantages and disadvantages, Ability tests clericalability test, mechanical ability test, mental ability test, physical ability test, personalityassessment test, typing test, shorthand test, computer proficiency testInterviewing: Planning the interview, Interview process - getting started, examining the 5interview areas, examining the strengths & weaknesses, listening to what are being said, diggingfor Behavioural gold, probing for specifics, spotting patterns, using an interview checklist,Allowing candidates to ask questions at the end, explaining the procedure of selection andconcluding with a happy note, making the decision. Interview in public sector undertaking,statutory requirements
Reference checking & Appointment orders: meaning, definition and purpose. Verification ofcharacter, criminal antecedents, previous work behavior and education qualifications.Verification of community certificates in public sector companiesMeaning, definition, and purpose. Statutory requirements (under the Shops and commercialestablishments Act). Contents of appointment letter, hard copy (or soft copy), method of deliveryand retrieving the acknowledgement copy. Medical Examination & acceptance of offer forjoining.