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Understanding HRM and Job Analysis

Human resource management involves managing people at work, meeting organizational goals, and maintaining good employee relations. It focuses on results rather than rules and helps employees develop their full potential. Key aspects of HRM include forecasting future personnel needs, analyzing current jobs, and creating job descriptions and specifications. Demand forecasting estimates future staffing needs while supply forecasting determines if sufficient personnel can be obtained internally or externally. Job analysis involves collecting job information to create accurate descriptions and specify required skills, abilities, and qualifications.

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4 views36 pages

Understanding HRM and Job Analysis

Human resource management involves managing people at work, meeting organizational goals, and maintaining good employee relations. It focuses on results rather than rules and helps employees develop their full potential. Key aspects of HRM include forecasting future personnel needs, analyzing current jobs, and creating job descriptions and specifications. Demand forecasting estimates future staffing needs while supply forecasting determines if sufficient personnel can be obtained internally or externally. Job analysis involves collecting job information to create accurate descriptions and specify required skills, abilities, and qualifications.

Uploaded by

Adnan
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© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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HUMAN RESOURCE

MANAGEMENT
Nature of HRM
 It is pervasive in nature as it is present in all enterprises.
 Its focus is on results rather than on rules.
 It tries to help employees develop their potential fully.
 It encourages employees to give their best to the
organization.
 It is all about people at work, both as individuals and groups.
 It tries to put people on assigned jobs in order to produce
good results.
 It helps an organization meet its goals in the future by
providing for competent and well-motivated employees.
 It tries to build and maintain cordial relations between people
working at various levels in the organization.
HR Demand Forecast

Demand forecasting is the process of


estimating the quantity and quality of
people required to meet future needs of
the organisation.
HR Supply Forecast

Supply forecast determines whether the


HR department will be able to procure
the required number of personnel.
Specifically, supply forecast measures the
number of people likely to be available
from within and outside an organisation.
HR Supply Forecast

The supply analysis covers:


Existing human resources
Internal source of supply
External source of supply
Job Analysis

Job Analysis is the process of studying and


collecting information relating to the
operations and responsibilities of a
specific job. The immediate products of
this analysis are job description and job
specification.
Job analysis involves following steps:

Collecting and recording job information


Checking the job information for
accuracy
Writing job description based on
information
Using the information to determine the
skill, abilities and knowledge
Updating the information from time to
time
Job Description :

A list of job’s duties, responsibilities,


reporting relationship, working conditions,
and supervisory responsibilities.
Job Specification

A list of job’s “human requirements” that is,


the requisite education, skills, personality
and so on.
JOB ANALYSIS :
A process of obtaining all pertinent job facts

 Job Description  Job Specification


• Job Title • Education
• Location • Experience
• Job summary • Training
• Duties • Initiative
• Machine tools etc • Physical effort
• Material etc • Responsibilities
• Supervision • Communication skills
• Working condition • Emotional
• Hazards characteristics
• Unusual sensory sight
etc.

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