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    Job Analysis: Human Resources Planning

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    darshan jain
    The document discusses the key functions of personnel management related to procurement. It outlines seven main functions: job analysis, human resources planning, recruitment, selection, placement, induction and orientation, and internal mobility. These functions are concerned with analyzing jobs, determining staffing needs, finding and evaluating suitable candidates, onboarding new employees, and managing movement within the organization.

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    Job Analysis: Human Resources Planning

    Uploaded by

    darshan jain
    26 views1 page
    The document discusses the key functions of personnel management related to procurement. It outlines seven main functions: job analysis, human resources planning, recruitment, selection, placement, induction and orientation, and internal mobility. These functions are concerned with analyzing jobs, determining staffing needs, finding and evaluating suitable candidates, onboarding new employees, and managing movement within the organization.

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    procurement

    Original Title

    Procurement Net

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    The document discusses the key functions of personnel management related to procurement. It outlines seven main functions: job analysis, human resources planning, recruitment, selection, placement, induction and orientation, and internal mobility. These functions are concerned with analyzing jobs, determining staffing needs, finding and evaluating suitable candidates, onboarding new employees, and managing movement within the organization.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    26 views1 page

    Job Analysis: Human Resources Planning

    Uploaded by

    darshan jain
    The document discusses the key functions of personnel management related to procurement. It outlines seven main functions: job analysis, human resources planning, recruitment, selection, placement, induction and orientation, and internal mobility. These functions are concerned with analyzing jobs, determining staffing needs, finding and evaluating suitable candidates, onboarding new employees, and managing movement within the organization.

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    © All Rights Reserved
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    PROCUREMENT:

    The first operative function of personnel management is procurement. It is concerned with


    procuring and employing people who possess necessary skill, knowledge and aptitude. Under its
    purview you have job analysis, manpower planning, recruitment, selection, placement, induction
    and internal mobility.

    Job analysis:

    It is the process of collecting information relating to the operations and


    responsibilities pertaining to a specific job.

    Human resources planning: It is a process of determining and assuring that the


    organisation will have an adequate number of qualified persons, available at proper times,
    performing jobs which would meet their needs and provide satisfaction for the individuals
    involved.

    Recruitment: It is the process of searching for prospective employees and stimulating them
    to apply for jobs in the organisation.

    Selection:

    It is the process of ascertaining qualifications, experience, skill and knowledge of


    an applicant with a view to appraising his/her suitability to the job in question.

    Placement:

    It is the process that ensures a 360 fit, matching the employees qualifications,
    experience, skills and interest with the job on offer. It is the personnel managers responsibility to
    position the right candidate at the right level.

    Induction and orientation:

    Induction and orientation are techniques by which a


    new employee is rehabilitated in his new surroundings and introduced to the practices, policies, and
    people. He must be acquainted with the principles which define and drive the organisation, its
    mission statement and values which form its backbone.

    Internal Mobility:

    The movement of employees from one job to another through


    transfers and promotions is called internal mobility. Some employees leave an organisation due to
    various reasons leading to resignation, retirement and even termination. These movements are
    known as external mobility. In the best interest of an organisation and its employees, such job
    changes should be guided by well-conceived principles and policies.

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