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Mission
( To be world’s No-1 Car Manufacturer)
* It is foundation for every decision in
the organization
Objectives
Broad statements that establishes the
target of the organization
Organizing
Who will do what, when and how
The Strategic HR Linkage
What is job analysis?
• Job Analysis
– A systematic approach to collect information
about a job such as
• Nature of tasks,
• Responsibilities and the
• Skills required to perform those tasks
– An important part of Human Resources (HR)
planning
Methods of Job Analysis
• Observation
• Interview
– Individual
– Group
• Questionnaires
• Diary
• Technical Conference
• Critical Incident Technique
Methods of Job Analysis
• Technical Conference Method
– Uses experts to gather information about job
characteristics
Method of Job Analysis
• Critical Incident Technique (CIT)
– Takes past incidents of good and bad behavior
– Organizes incidents into categories that match the job
they are related to
– 4 Steps
• Brainstorm and create lists of dimensions of job behaviors
• List examples of effective and ineffective behavior for each
dimension
• Form a group consensus on whether each incident is
appropriately categorized
• Rate each incident according to its value to the company
HRM Case study: role and job analysis
• Job Description at Red Lobster (Phillip – Gully 2009)
• Red Lobster operates over 670 casual-dining seafood restaurants in the US
and Canada, employing more than 63,000 people. When Red Lobster
developed a new business strategy to focus on value and improve its
image, it established a new vision, mission, and goals for the company.
The restaurant chain simplified its menu with the highest-quality seafood
it could offer at mid-range prices, traded its restaurants’ tropical themes
for a crisp, clean look with white-shirt-and-black-pants uniforms for its
employees, and added Northeastern coastal imagery to its menu and
Web-site. Executing the new mission and differentiation strategy required
hiring fun, hospitality-minded people who shared its values.
• Although Red Lobster had not had any problem with hiring restaurant
managers, the company felt that the managers it hired did not always
reflect Red Lobster’s strategy, vision and values. The company also realized
that their old job descriptions did not reflect the passion its new strategy
needed from its employees.
• Red Lobster ask your opinion of what it should do in writing its job
descriptions to improve the fit between its new management hires and
its new business strategy.
Why to Recruit?
Employee Selection
• Recruitment
– According to Barber “Recruitment includes all
those practices and activities carried on by the
organization with the primary purpose of
identifying and attracting potential employees”.
– Three phases
• (a) Generating applicants
• (b) Maintaining applicant data pool or status and
• (c) Influencing the applicant’s job choice decisions
Selection Process
• Eight Steps
– Initial Screening Interview/Test
– Completing the application form
– Employment Tests
– Comprehensive Interview
– Background Investigation
– Conditional Job offer
– Medical or Physical Examination
– Permanent Job Offer
Employee Selection
• Selection
– Aims to select the right person for right job at
right time is the prime objective of the selection
process.
– Method
• How to select?
Employee Selection
• Choose
– The Employment Interview
• Structured Interview
– Nature, sequence and order of the question is fixed
– The applicants exhibiting the same response were selected for
the job
» More reliable
» More Valid
• Unstructured Interview
– Nature, sequence and order of question is not fixed
Employee Selection
• Biases of Interviews
– Leniency Effect
– Central Tendency Effect
– Halo Effect
Employee Selection
Choose test !!
– A battery of test is selected to assess the desired
competencies in a person.
• For example clerical test may include a battery of test on
numerical ability, verbal ability etc.
• Personality test:
– Assessing personality traits which may increase the
performance and keep motivating the employees.
– Use of Big five Test
Employee Selection
• Interest test:
– Assess the interest level of a candidate in a particular
activity.
• Achievement test:
– To assess the subjective knowledge and job
knowledge in areas like
• Marketing, economics, HR etc.
• Test of motor and physical ability:
I. These test are used to assess finger movement and
II. Speed and accuracy of other locomotors.
Finger dexterity test is one such example.
Employee Selection
• And/or
– Medical Test/Physical Examination
• To assess the physical fitness
• Color blindness other hereditary diseases
• Locomotors Ability etc
• Salary Negotiation and terms of employment
– After the selection process is done
• Selected candidate is contacted through the hiring managers for
salary negotiation process and terms of employments.
• If the candidate agrees to the terms of condition and the salary
negotiation then finally the
• HR manager rolls down the permanent offer letter specifying the
CTC, date, venue, timing and the reporting manager for the joining
formalities.
CV/Resume/ Biographical Information
• Objective of Resume
– To circulate current information about self to the
prospective employer
– Communicating the areas of strength and positivity
– Contains
• Name and Age
• Place of domicile
• Objective
• Work experience
• Technical (JAVA specialist) and Behavioral skills (leadership, team
player)(KSA)
• Interest areas/ Hobby/ Passion
• Other responsibilities
– Coordinator of Student Council
– Event Management etc.
• References
Resume/ Biographical Information
Background Investigation
• Aim
– To verify the information provided by the candidate
• Includes
– Former employer
• About his/her work performance
• Behavior
– Police stations
• Inquiring about his legal status, criminal records etc.
– Personal References
• School Teachers
– Verifying about education and his character
• Friends/Relatives
Background Investigation
• Who does this?
– Internal Investigation
• HR Manager cross verifies
– External Investigation
• Professional investigation third party
• Why to do?
– Study shows that past behavior is a good predictor of
future behavior/performance
– Nearly half of the candidates provide fake information
(as cited in Robbins & Decenzo)
– To avoid negligent hiring
Training & Development
• Training
– A process of enhancing the desired competence
(KSA) level of the employee
• Enhancing what they know, how they work, how they
behave
– Seeks a relatively permanent change in employees
that improves their job performance
Training & Development
• Employee Training
– Present day oriented
– Focuses on current jobs
– Enhancing skills needed to perform current job
• Employee Development
– Future oriented
– Future job roles and progression
– Adding new skills for the future role
Training & Development
• Determining Training Needs
– Organizational Goals give indication of kind of
Knowledge, skills and attitude is needed
– HR Manager in the beginning of the Performance
cycle generates/provides the list of training to be
provided to the employees
– Each Department Head communicates the kind of
training is required for their employees
– HR Manager collates and prepares a training
calender
Training & Development
• Mid term Training need identification
– If the employee is not able to perform well
– If the performance is declining
– If quality is declining
– If accidents are increasing
Employee Development Methods
• Job Rotation
– Moving employees from one position to other
positions
– To meet his future assignments
– Can be vertical or horizontal
– Turning a specialist to generalist
Employee Development Methods
• Assistant to Positions
– Employees with desired potential work under
successful manager
– In variety of fields
• Committee Assignments
– Gives an opportunity to the employees to identify
specific issues of the organization
– Gives opportunities to share his decision makings
and ideas to complete the assigned task
Employee Development Methods
• Lectures Courses and Seminars
– Traditional forms
• Inviting internal subject expert
• Inviting external subject expert
– Help in enhancing conceptual knowledge about a
particular field
– Through distance mode as well
• Telecast from some specific location not
Employee Development Methods
• Simulations
– Training employees on actual work experiences
– Includes case studies, role play etc
• Identify the problems
• Find alternate ways to solve that problem
• Identify the best solution
• Implement it
Employee Development Methods
• Outdoor Training
– Use of outdoor location such as
• Mountain climbing, rafting
– Fills a sense of team spirit in the members
– Work more cohesively
• Vestibule Training
– Giving real instruments to perform a task but in
simulated situation
• Example given computer to train on typing speed etc.
• Given welding instrument
Performance Management
• Performance Management
– Includes set of activities which ensure that
• Goals are consistently met in an effective and efficient way
– It focuses on the performance of
• Organization
• Department
• Employee or
• Even processes
And/Or
• Performance Management
– Is a process by which organizations
• Strategically align their
– Resources
– Systems
– And employees
• To achieve their objectives and priorities
Performance Management
• Performance Management is not only
reviewing or evaluating employees
But also
• Getting feedback from the employees about
the evaluation and other processes
– To make it more efficient and effective
• Getting aware about the constraints of the
system and processes
Purposes of Performance
Management
• Three purpose
• Performance evaluation
–Evaluating an employee and giving
feedback to her/him
• Development of the employee
• Documentation of the processes
Performance Management
• Performance Evaluation/Appraisal
– Must communicate about the performance of
employee
• I.e. how well they have performed on the set
parameters
– Improper feedback induces the chance of decreasing the
motivation of the employee
• Development of the employees
– Pointing out the weak areas or improvement areas
• Which could have increased the performance
Performance Management
• Documentation
– Performance management should be in concern with the
legal aspects of employee performance
• E.g. PM should not be used to discriminate against employees on
the basis or race, religion, age and gender
– Labor welfare Officer often asks about the documents
related to the performance appraisal of the employees
– Termination of an employee must be performance
document supported
• His/her performance should decrease sufficiently and
continuously
• Then only terminate
• He/she must be given clear cut warning in advance of 6-7 months
– Document also provide the list of top performers
• Used for identifying future leaders
Performance Appraisal Steps
Appraisal Methods
• HR Managers
– Establish the performance standards
– Measure them with the actual performance
• Three approaches to do appraisal
– Appraising on absolute standards
– Appraising on relative standards
– Appraising on outcomes
Appraisal Methods
• Absolute standards
– Employees are compared to a
standard/benchmark
– It is independent of other employees in the group
– Employee is assessed on job traits and behavior
– Includes following methods
• The Critical Incident Appraisal
• The Checklist
• The adjective rating scale
• Forced Choice
• Behaviorally anchored rating scale
Absolute Standards Appraisal Types
1. The Critical Incident Appraisal
i. Appraiser focuses on critical/important behaviors that
differentiate between doing a job effectively and doing it
ineffectively
ii. The appraiser writes the anecdotes describing employee
actions that were especially effective or ineffective
i. E.g. Police man bringing order in an hostile
environment
iii. In this method specific behaviors are cited and not traits
iv. It is more valid method of appraisal as the behavior is
clearly job related
v. This method judges behavior related to performance and
not personalities
vi. Employees have clear cut reference for desired behavior
Absolute Standards Appraisal Types
• The Critical Incident Appraisal
– Demerits
» Time consuming process since writing down incidents on daily
basis is burdensome.
» Quantification and comparison of behavior becomes difficult
2. Checklist Appraisal
i. Evaluator uses behavioral descriptions and checks off behavior that
apply to the employee
ii. Merely checks and ticks “yes” or “no”
Absolute Standards Appraisal Types
Absolute Standards Appraisal Types