Gmb 6070 session 3 - may 23rd (fil eminimizer)
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This document summarizes a presentation on recruiting and selecting a high performing workforce. It discusses the importance of strategic human resource planning, including ensuring the availability of the correct talent with the right skills, competencies, and soft skills. It also covers job analysis, which is the process of collecting and analyzing job information to clarify job specifications, descriptions, and performance parameters. Additional topics include recruitment processes and methods, selection processes and methods, and factors that affect recruiting and employee selection.
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Gmb 6070 session 3 - may 23rd (fil eminimizer)
- 1. Session 3Recruiting and Selecting High Performing Workforce23rd May '111GMB 6070
- 2. Presentation PlanImportance of human resource planningJob Analysis Recruitment processGroup discussion tasks23rd May '112GMB 6070
- 3. importance of Strategic human resource planningA strategic Human Resource planning plays a vital role in the achievement of the organization's overall strategic objectives
- 4. HR planning will support specific outcome objectives undertaken by every function in the organization:
- 5. Marketing, Finance, Production and Technology.23rd May '113GMB 6070
- 6. The strategic importance of human resource planningHR planning focuses on capturing "the people element" of what an organization hopes to achieve in the immediate, medium to long term.23rd May '114GMB 6070
- 7. The strategic importance of human resource planningStrategic HR planning will insure:Availability of the correct talent
- 8. Right mix skills, competencies, gender, age
- 9. Full complement of soft skills where employees display the right attitudes and behaviours to optimize competitiveness23rd May '115GMB 6070
- 10. Skills and Demographic Profile Model23rd May '116GMB 6070
- 11. The strategic importance of human resource planning23rd May '11GMB 60707An HR planning will secure value adding inputs by articulating:Common drivers of strategies
- 12. Issues which must be addressed by the organization to motivate, spur commitment and promote function effectiveness. The strategic importance of human resource planningAddresses issues that help the organization to efficiently and effectively achieves its business goals through:Workforce optimization
- 14. Competencies planning23rd May '118GMB 6070
- 15. The strategic importance of human resource planningEqual opportunity employment policies
- 16. Motivation and fair treatment of employees
- 17. Competitive compensation for attracting, recruiting, onboarding and retaining high performing employees.23rd May '119GMB 6070
- 18. The strategic importance of human resource planningProvides a consistent and competitive performance management framework
- 19. Provides career development frameworks
- 20. Equips employees with "employability" status so that they can cope with the dynamism in the job market
- 21. Provides policies and frameworks to ensure systematic development of talent 23rd May '1110GMB 6070
- 22. Career Development Framework Model23rd May '1111GMB 6070Missing Critical SkillsSkills for Future RoleFutureResponsibilities Improve Performance Tenure in RolesLearnThe JobProvide LearningChallengesStretchGoalsDevelopJob SkillsPerformance Level
- 23. The strategic importance of human resource planningHR scans the horizons to reveal changes in the overall employment market demographic dynamics/ remuneration/skills
- 24. Cultural changes that may impact future employment patterns 23rd May '1112GMB 6070
- 25. The strategic importance of human resource planningClimatic changes in employee relations
- 26. Changes in legal framework surrounding employment
- 27. Emerging HR practices. 23rd May '1113GMB 6070
- 28. Session 3 Job Analysis23rd May '1114GMB 6070
- 29. Job AnalysisJob analysis is a process of collecting, analyzing and utilizing information23rd May '1115GMB 6070
- 30. Job AnalysisIt clarifies:Job specifications
- 31. Job descriptions
- 32. Recruitment data
- 36. Job evaluation for banding and grading
- 37. Performance improvement parameters 23rd May '1116GMB 6070
- 38. Job analysis InformationExisting jobs
- 39. Job incumbent contribution expectations
- 40. Job content
- 41. Articulation of Key Result Areas (KRAs)
- 42. Performance standard/quality criteria
- 44. Reporting relationships23rd May '1117GMB 6070
- 45. Job analysis InformationMotivation intervention factors:
- 46. Prospects for career development
- 47. Growth profiling and structure
- 49. Career and succession planning
- 52. Working hours
- 53. Mental and emotional demands of the job 23rd May '1118GMB 6070
- 54. Data collection methods23rd May '1119GMB 6070InterviewsQuestionnaireObservationJob Data BankDiaryChecklistsTechnical Conference
- 55. Job Analysis Process23rd May '1120GMB 6070
- 56. Job Analysis Process23rd May '1121GMB 6070
- 57. Job Analysis Process23rd May '1122GMB 6070
- 58. Job Analysis Process23rd May '1123GMB 6070
- 59. Job Analysis Process23rd May '1124GMB 6070
- 60. Job Analysis Process23rd May '1125GMB 6070
- 61. Job Analysis Process23rd May '1126GMB 6070
- 62. Job Analysis Process23rd May '1127GMB 6070
- 63. Job DesignDavis (1966), defined a job design as:the specification of the content, methods and relationships of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder 23rd May '1128GMB 6070
- 64. Job DesignIt is a conscious efforts to organize tasks, duties and responsibilities into one unit of work. It involves:Identification of individual tasks
- 65. Specification of methods of performing the tasks
- 66. Combination of tasks into specific jobs to be assigned to individuals23rd May '1129GMB 6070
- 67. Approaches to job design Job rotation Job reengineeringJob enlargementJob enrichment Self-managing teams Social-technical Systems (High- performance work design)23rd May '1130GMB 6070
- 68. Job design factors23rd May '1131GMB 6070
- 69. Recruitment process and methodsOrganizational activities that provide a pool of applicants for the purpose of filling job openings. It is a process of searching for prospective employees. Stimulates and encourages qualified candidates to apply for jobs in the organization. 23rd May '1132GMB 6070
- 70. Recruitment process and methodsSources of Recruitment: Present Employees
- 72. Educational and Professional Institutions
- 77. Walk-Ins 23rd May '1133GMB 6070
- 78. Recruitment process and methodsSelection: Is the process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position.
- 79. A good selection requires a methodical approach to the problem of finding the best matched person for the job 23rd May '1134GMB 6070
- 80. Selection process and methodsSelection Process Preliminary Interview
- 81. Selection Tests
- 83. Reference and Background Analysis
- 85. Job Offer
- 86. Employment Contract 23rd May '1135GMB 6070
- 87. Factors affecting recruitment and selection of employeesFactors Governing Recruitment Internal Factors Recruitment Policy of the Org Size of the org & the Number of Employees Employed Cost Involved in Recruitment Growth & Expansion Plans of the Org. 23rd May '1136GMB 6070
- 88. Factors affecting recruitment and selection of employees23rd May '1137GMB 6070Factors Governing Recruitment
- 89. External Factors
- 90. Supply & Demand of Specific Skills in the Market
- 91. Political & Legal considerations such as Reservations of jobs for reserved Categories
- 92. Companys Image Perception by the Job Seekers. Principles of Job DesignTo influence skill variety, provide opportunities for people to do several tasks and combine tasks
- 93. To influence task identity and form natural work units
- 94. To influence task significance
- 95. To influence autonomy, give people responsibility for determining their own working system
- 96. To influence feed back, establish good relationships and open feedback channels 23rd May '1138GMB 6070
- 97. Class Teams assignment23rd May '1139Eagles Team-6Synergy 3Identify and discuss factors of job analysis to reveal the strategic importance of HRs contribution to performance improvement partnership in an organizationIdentify the key areas of job analysis (JA) and discuss how HR can apply the JA skills to address issues that optimize corporate competitiveness Identify issues that HR must articulate in order for the organization to create an environment where its people are motivated and committed to work with a view to optimizing performance effectivenessGMB 6070
- 98. The EndWK3 GMB 6070 Summer 11Thank you23rd May '11GMB 607040