This slide is prepare in order to give a highlight for the fundamentals of Human Resource Management through specifying the focus of the topic as basics of HR, Job analysis and HRP as well as Recruitment and Selection

1. Seminars on Fundamentals of HR Management
Prepared by: Firehun Alemu
ADMAS UNIVERSITY, BISHOFTU CAMPUS

2. Presentation Agenda
1. HR Management : An Overview
2. Job Analysis and HR Planning
3. Employee Recruitment and Selection

3. ‘EMPLOYEES ARE THE MOST
IMPORTANT ASSET OF THE
ORGANIZATION’

4. Human Resource
Management : An Overview

5. HR Management Cycle
Recruitment &
Selection
Training &
Development
Performance
Management
Reward
Management
Career
Management

6. Retention
separation/
termination
HRM Phases
Acquisition
Training &
Development
Performance
Management
Reward
Management
Career
Management
recruiting, screening,
selecting and placing
personnel
using employees in the
organization for long
time
the opposite of
retention

8. HRM
8/17/2021 PREPARED BY: FIREHUN A 8
 To assist employees in achieving their personal goals
 development of the sense of mutual respect and trust between
management and workers through sound relations.
 to increase the productive efficiency to the workers through
training, guidance and counseling and
 It tries to raise the morale of the employee.
PERSONAL

9. HRM
8/17/2021 PREPARED BY: FIREHUN A 9
• To bring about organizational effectiveness.
• HRM is not an end itself. It is only a means to
assist the organization with its primary objectives
ORGANIZATIONAL

10. HRM
8/17/2021 PREPARED BY: FIREHUN A 10
To be ethically and socially responsible to the needs and
challenges of the society while minimizing the negative impact of
such demands upon the organization.
To maintain department’s contribution and level of services at a
level appropriate to the organization’s needs.
SOCIETAL

11. HR Strategy and Business Result
Recruitment &
Selection
Training &
Development
Performance
Management
Reward
Management
Career
Management
HR
STRATEGY
Business
Strategy
Business
Result

12. JOB ANALYSIS

13. Job analysis is the systematic process of determining
Skills (Riding a motorcycle, Operating a keyboard)
 knowledge (financial procedures, particular computer
programs, disciplinary procedures)
relationships of one job to other jobs
working conditions and
Duties, responsibilities required for performing jobs in an
organization.

14. JOB ANALYSIS
Job description
1. Name of the job
2. Code Number
3. Working Conditions
4. Supervision given
5. Responsibility
6. Duties performed
7. Equipment's, tools and
machines
Job specification
1. Education
2. Experience
3. Initiatives
4. Training
5. Physical requirement
6. Mental and visual demand
7. Personality
8/17/2021 PREPARED BY: FIREHUN A 14

15. Methods of
Collecting
Job Analysis
Information
Interviews
Observation
Employee-
Log
Questionnaires

16. purposes
of
job
analysis
Organization and Manpower Planning,
Recruitment and Selection
Wage and salary Administration
job Re-engineering
Employee Training and Development
Performance Appraisal, Health and Safety

17. HOW TO DO JOB ANALYSIS
Job analysis involves five basic steps:
Step 1 Consider the enterprise as a whole
Step 2 Decide which jobs to analyze
Step 3 Collect information
Step 4 Record information
Step 5 Analyze and interpret the collected information.

18. PREPARING JOB ANALYSIS
CHECKLIST
Your checklist can be
divided into seven main
parts:
‡Enterprise information
‡Job title and
conditions
‡Job tasks and special
‡Environment
characteristics
‡Job requirements
‡Employer information
‡General comments

19. ENTERPRISE INFORMATION
1. Enterprise: Name, Address
2. Number of staff
3. Main products/services

20. JOB TITLE AND CONDITIONS
Job title
Wages
Hours
Full or part-time
Day or evening work
Weekday or weekend
work
Benefits
Number of employees in
this same position
Number of employees
during the same working
hours
Opportunities for career
advancement

21. JOB TASKS AND
CHARACTERISTICS
Lifting and carrying
Concentration
Work speed
Number and sequence of
tasks
Changes in daily routine
Visibility to
customers/public
Type of tools and
equipment
Use of tools and
equipment

22. ENVIRONMENTAL
CHARACTERISTICS
Work access
Orientation
Temperature
Noise
Lighting
Dust
Mechanical hazards
Chemical hazards
Housekeeping
Protective clothes and
equipment

23. JOB REQUIREMENTS
Appearance (grooming,
neatness)
Verbal communication
Functional writing
Functional reading
Watching requirements
Listening requirements
Initiative requirements
Social interaction (with
other workers/customers)
Calculations
Object discrimination
(e.g. size, shape, texture)
Ability to tell the time
Ability to cross streets

24. EMPLOYER INFORMATION
Financial support required
Job spaces
Special requirements (things the individual employer
regards as essential)
Job description and job specification
Labor turnover

25. GENERAL COMMENTS
General willingness to employ people with
disabilities.
Particular issues or problems in placing people with
disabilities in this enterprise.
Particular benefits in placing people with disabilities
in this enterprise.

26. Manpower Planning

27. Manpower Planning
Company Strategy
What staff do we
need to do the
job?
What staff is
available within
our
organization?
Is there a
match?
If not, what type of people
do we need, and how
should we recruit them?
Job Analysis
• Performance
appraisal
• Company data
banks
• Training
• Employee
management and
development
What is impact
on wage and
salary program?

28. REASONS FOR HUMAN
RESOURCE PLANNING
Scarcity of personnel
For better utilization of HR
More satisfied and better developed
employees

29. STEPS OF HUMAN RESOURCE PLANNING
Analyzing Objectives of the Organization
Determining future HR requirements and
availabilities
Reconciling Requirements and Availabilities
Developing action plan to close the anticipated gap
Controlling and Evaluation

30. THE BASIC ELEMENTS OF HRP
Compare
1. Forecast Labor
Requirements
2. Forecast Labor
Availabilities
3. Conduct
Environmental Scan
4. Determine Gaps
5. Develop
Action Plans

31. Employee Recruitment

32. Internal Recruitment
External recruitment
Recruitment
Sources

33. INTERNAL RECRUITMENT
source
‘personnel already on the
pay-roll’
Method
Skills inventory
Job posting
Job bidding

34. EXTERNAL
RECRUITMENT
Methods
Advertisement
Employment Agencies
Employee Referrals
Programs
Internet Recruiting
Sources
 High schools and Vocational
schools
 Colleges and Universities
 Competitors and Other
Firms
 The Unemployed

35. Employee Selection

36. Selection
criteria
Formal education
Experience and past performance
Physical characteristics
Personality characteristics and
personality type

37. SELECTION PROCESS
1. Preliminary Interview
2. Review of Application of
Employment
3. Administration of Selection
Tests
4. The Employment Interview
5. Reference and Background
checks
6. The Selection Decision
7. Physical Examination
8. Final approval or hiring
decision
9. Reviewing the hiring process

38. FACTORS GOVERNING
SELECTION
Gender Issues
Race and National Origin
Physical Handicap and
Physical Requirements
Religion
Speed of Decision Making
Organization Hierarchy
Applicant Pool
Type of Organization

39. EMPLOYEE INDUCTION/ORIENTATION
Purposes
of
orientation
Removes fears
To adjust to the organization
Creates a good impression
Act as a valuable source of information

40. LEVELS OF ORIENTATION
General information about the organization
Employee work area
Evaluation and follow up

41. THANK YOU!!!