Advantages of HR Planning Programmes

Advantages of HR Planning Programmes 

The advantages of HR planning programmes are as follows:

1. Improvement of Labour Productivity 

2. Recruitment of Qualified HR

3. Adjusting with Rapid Technological changes

4. Reducing Labour Turnover

5. Control over Recruitment and Training Costs

6. Mobility of Labour

7. Facilitating expansion Programmes

8. To treat manpower like real corporate assets.

 JOB ANALYSIS

Job analysis is an important personnel activity because it identified what people do in their jobs and what they require in order to do the job satisfactorily.

It is a systematic investigation of the tasks, duties and responsibilities necessary to do a job. It is a formal and detailed examination of jobs.

 Uses of Job Analysis

The uses of Job Analysis are as follows:

1. Provides complete knowledge of the job.

2. Job analysis provides a realistic basis for recruitment and selection of employees.

3. By indicating the qualification required for doing a specified job and the risk and hazards involved in doing a job, job analysis helps in establishing a basis for compensation.

 4. Job analysis helps to rearrange the work flow and to revise existing procedure.

5. Job analysis provides the necessary information for employee development.

6. Job analysis helps in establishing clear cut standards. This helps the employees as they can know what is expected of them.

7. Job analysis make known the required skills and knowledge for doing a job.

 Job Description

(1) A job description is a written statement of what the job holder does, how it is done, under what condition it is done and why it is done. 

(ii) It describes what the job is all about throwing light on job content, environment and conditions of employment.

(ii) It is descriptive in nature and defines the purpose and scope of a job.

(iv) The main purpose of writing a job description is to differentiate the job from other jobs and state its outer limits.

(v) A job description usually covers the following information like job title, job summary, job activities, working conditions, social environment.

Advantages of Job Description 

Advantages of job description are as follows:

1. It helps to indicate very clearly the nature and content of the job to the applicant and hence to remove uncertainties

2. Job description serve as an important basis for wage and salary administration.

 Disadvantages of Job Description

1. Job description are sometimes not updated as job duties change. 

2. They can limit the scope of activities of the job-holder, reducing organisation flexibility.

 Job Specification

1. Job specification summaries the human characteristics needed for satisfactory job completion 

2. It tries to describe the key qualifications someone needs to perform the job successfully. 

3. It skills out the important attributes of a person in terms of education, experience skills,knowledge and abilities to perform a particular job.

4.For each job description, it is desirable to have a job specification

5. This helps the organisation to determine what kind of persons are needed to take up specific jobs.

The personal attributes that are described through a job specification may be classified into various categories:

1. Essential Attributes: Skill, knowledge and abilities.

2. Desirable Attributes: Qualifications a person possess.

3.  Psychological Characteristics: Analytical ability, mental concentration and alertness mechanical aptitude

4.  Physical Characteristics: Height weight, vision, voice etc.

 RECRUITMENT

If HR department fails to identify the quality and the number of persons to be recruited and also fails to procure the services of persons with required qualifications, skills and calibre continuously a time may come ultimately when all the qualified persons have retired and no qualified person remains in the organization. Therefore, the importance of recruitment and selection of the right type of persons at the right time in indispensable to the organization.

According to Flippo, "Recruitment is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.

Recruitment Policy

1.A recruitment policy indicates the organization code of conduct in this area of activity

 2. A recruitment policy may involve a commitment to broad principles such as filling vacancies with the best qualified individuals.

 3.it fair and objective recruitment policy and standards would add to the image of the organization in the long run. 

4. Such a policy declares the objectives of the recruitment and provides a frame work of implementation of the recruitment programme in the form of procedure.

SELECTION

According to Yoder, "The hiring process is of one or many 'go-no-go' gauges. Candidates are screened by the employer and the short listed applicants go on to the next hurdle, while the unqualified once are eliminated."

 Steps in Selection Procedure

(a) Application blank: An application blank, is a traditional, widely accepted device for getting information from a prospective applicant. The application blank provides preliminary information as well as aid in the interview by indicating areas of interest and discussion.

(b) Initial interview of the candidate: Those who are selected for interview on the basis of particulate furnished in the application blank are called for initial interview by the organization. This is meant to evaluate the appearance of the candidate and to establish a friendly relationship between the candidates and the company and for obtaining additional information already on the application bank.

(c) Employment tests/Psychological tests: Employment tests objectively determine how well an applicant meets job. Requirements most companies do not hesitate to invest their time and money in selection testing in a big way. Some of the employment tests may be:

1. Intelligence tests: There are mental ability tests. The basic objective of intelligence tests is to pick up employees who are alert and quick at learning things so that they can be offered adequate training to improve their skills for the benefits of the organization. Intelligence test measure several abilities such as memory, vocabulary, verbal fluency, numerical ability, perception etc.

2. Aptitude tests: Aptitude tests measure an individual's potential to learn certain skills-clerical, mechanical, mathematical etc. These tests indicate whether or not an individual has the ability to learn a given job quickly efficiently. Aptitude tests measures ability and skills.

3. Personality tests: These are used to measure basic aspects of an applicants personality such as motivation, emotional balance, self confidence, interpersonal behaviour, introversion etc.

(d) Interviews: The interview consists of interaction between the interviewer and the applicant. If handled properly, it can be a powerful technique is achieving accurate information and getting access to material otherwise unavailable. If the interview is not handled carefully, it can be a source of bias, restricting or distorting the flow of communication.

(e) Checking References: The reference provided by the applicant has to be checked. This is to find out from the past records of the candidate. Reference checking requires he same use of skills as required by the interviewer and some amount of diplomacy.

(f) Physical or Medical Examination: The next step is getting the candidates medically examined if there is a need. Quite often the candidates are told to get medically examined before reporting for duty.

(g) Final interview and Induction: After the candidate is finally selected the management will have to explain the job to him. He should be told as to what are his duties, what is required of him and what are his future prospects the organization. Normally this info ation is given to the candidates at the time of final selection interview. He is formally appointed by issuing him an appointment letter or by concluding with him a service agreement. The appointment letter contains the terms and condition of the employment pay scale and other benefits associated with the job.