Day: February 1, 2022

To be effective promotion from within requires using job position, personnel records and skills banks. Job posting means publicizing the open job to employees (often by literally posting it on bulletin boards or intranets) and listing the job’s attributes, like Read More …

Assuming the company authorizes you to fill a position, the next step is to develop an applicant pool, using one or more of the recruitment sources described below. It is hard to over emphasize the importance the importance of effective Read More …

1. Trend Analysis This means studying variations in your firm’s employment levels over the last few years to predict future needs. Thus you might computer the number of employees in your firm at the end of the last five years Read More …

The recruitment and selection process as is a series of hurdles aimed at selecting the best candidates for the job. The steps employed are summarized below. 1. Decide what position you will have to fill by engaging in personnel planning Read More …

A job description is a written statement of what the worker actually does, how he or she does it and what the job’s working conditions are. You use this information to write a job specification; this list the knowledge, abilities Read More …

Qualitative approaches like interviews and questionnaires are not always suitable. For example, if your aim is to compare jobs for pay purposes, you may want to be able to assign quantitative values to each job. This calls for the use Read More …

Another approach is to ask workers to keep a diary/log of what they do during the day, for every activity he or she engages in, the employee records the activity (along with the time) in a log. (Daily listings made Read More …

Direct observation is especially useful when job consist mainly of observable physical activities – assembly-line worker and accounting clerk are examples. On the other hand, observation is usually not appropriate when the job entails a lot of mental activity. (Lawyer Read More …

Having employees fill out questionnaires to describe their job-related duties and responsibilities is another good way to obtain job analysis information. You have to decide how structured the questionnaire should be and what questions to include. Some questionnaires answers are Read More …

Managers use three types of interviews to collect job analysis data – individual interviews with each employee, group interviews with groups of employees who have the same job and supervisor interviews with one or more supervisors who know the job. Read More …