netrashetty
Netra Shetty
Antec, Inc. is an American-based maker of PC components and accessories.[1] Antec's principal products are computer cases and power supplies. Antec also offers PC cooling products and notebook accessories.[1] Founded in 1986, the company is headquartered in Fremont, California, U.S.A., with additional offices in Rotterdam, the Netherlands.[1] Antec products are sold in over 40 countries.[1]
JOB ANALYSIS
Introduction to Job Analysis:
A job Analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define a job’s duties, responsibilities, and accountabilities.
In POFs, engineers, welfare officers, MBAs, doctors, IT specialists and some other professional degree holders are engaged in serving the nation. Each and every post has its own job requirements. So keeping in view, the job requirements and required basic qualifications, recruitment is done.
POFs conducts job analysis when
New jobs are introduced.
Changes occur in organizational structure.
Technological changes occur.
Importance of Job Analysis for the POFs:
POFs are one of the biggest and oldest organizations in PAKISTAN. For the organizations like POFs the Job analysis is one of the most important activities for the POFs. The importance of job analysis for the POFs is as follows:
Job analysis identifies the personal qualifications necessary to perform the job and the conditions under which work is performed.
Job analysis identifies who does what.
Determine needs for new and experienced employees.
Place employees in jobs that use their skills effectively
In addition, job analysis can uncover tools and technologies commonly used on the job, working conditions, and a variety of other aspects that characterize work performed in the position
Purpose of job Analysis:
Job Descriptions:
A job description is a written statement of what the jobholder does, how it is done, under what conditions, and why.
Major duties performed
Nature of job i-e technical or managerial
Performance standards
Working conditions
Number of employees doing the job
Job identification
Job Specifications:
Statement indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of the jobs.
Education
Experience
Age
Salary
Qualification
Benefits
RECRUITMENT
What is Recruitment?
The process of discovering potential candidates for actual or anticipated organizational vacancies is called as recruitment.
POF is a well known organization engaged in serving the nation in a better way. For this purpose, a well trained, professional and diversified human resource is required for better performance. On the basis of job analysis, recruitment for different posts is carried out to fill the vacant posts.
Recruiting Goals:
Although all organizations will, at one time or another, engage in recruiting activities, some do so more than other. Certain other variables will also influence the extent of recruiting. Employment condition in local community influences how much recruiting take place. The effectiveness of past recruiting efforts will show itself in the organization’s historical ability to locate and keep people who perform well.
Constraint on Recruiting Efforts:
Factors that can limit recruiting outcomes:
Organization Image.
Job Attractiveness.
Internal Organizational policies.
Government Influence.
Recruiting Costs.
Recruitment Sources:
i) Internal Search
Many large organizations attempt to develop their own low-level employees for higher positions. These promotions can occur through an internal search of current employees who have bid for a job, been identified through the organization’s human resource management system, or even been referred by a fellow employee.
ii) Employee Referrals and recommendation
A recommendation from a current employee regarding a job applicant
iii) External Searches:
Organizations often open up recruiting efforts to the external community. These efforts include advertisement, employment agencies, schools, colleges and universities, professional organizations and unsolicited applicants.
a) Advertisement:
When vacancies are needed to be filled the Organizations announces their jobs vacancies through the advertisement. They announce the vacancies in different newspapers. Being the federal organization, all the vacancies are advertised through out Pakistan to recruit the suitable individuals/professionals from all regions/provinces of Pakistan. So POFs symbolizes unity of the whole nation. Vacancies are advertised in the well read and famous newspapers (English / Urdu / local languages) all over the country to encourage the people from all areas (Punjab, Sind, NWFP, Balochistan, FATA/NA and Kashmir).
Recruitment Alternatives:
a) Temporary Help Services:
Temporary employees are particularly valuable in meeting short-term fluctuations in HRM needs.
b) Employee Leasing:
Individual hired by one firm and sent to work in another for a specific time.
c) Independent Contractors:
Another means of recruiting is the use of independent contractors. Often referred to as consultants, independent contractors are talking on a new meaning. Companies may hire independent contractors to do specific work at a location on or off the company’s premises.
The bank views its people as a source of competitive advantage and important to its success. The goals and objectives of the HR department are linked with the overall goals and objectives of the organization. This is evident on the amount of attention the bank is giving on developing its Recruitment and Selection, Performance Appraisal, Rewards and Compensation, and Organization and Development. The bank began to expand in the 1980s and 1990s. This created problems of co-ordination. In order to deal with the problems, the bank took a strategic approach to HRM by creating a ‘Goals and Values’ statement. The goals and values statement is an articulation of deeply held values about cultural and business behavior, including how the process of change should be managed. The values statement is essentially a set of values and norms; internal controls, that substitute for external control systems. This was supplemented by developing business units into highly autonomous profit centres and then creating cross-functional synergies through more systematic communication by management across these centres.
The bank also maintains its small size, and align all its strategies with its business philosophy. The management also believes that as the bank grows, the management philosophy, policies, procedures and Human Resource Management must be assessed and developed.
JOB ANALYSIS
Introduction to Job Analysis:
A job Analysis is a systematic exploration of the activities within a job. It is a technical procedure used to define a job’s duties, responsibilities, and accountabilities.
In POFs, engineers, welfare officers, MBAs, doctors, IT specialists and some other professional degree holders are engaged in serving the nation. Each and every post has its own job requirements. So keeping in view, the job requirements and required basic qualifications, recruitment is done.
POFs conducts job analysis when
New jobs are introduced.
Changes occur in organizational structure.
Technological changes occur.
Importance of Job Analysis for the POFs:
POFs are one of the biggest and oldest organizations in PAKISTAN. For the organizations like POFs the Job analysis is one of the most important activities for the POFs. The importance of job analysis for the POFs is as follows:
Job analysis identifies the personal qualifications necessary to perform the job and the conditions under which work is performed.
Job analysis identifies who does what.
Determine needs for new and experienced employees.
Place employees in jobs that use their skills effectively
In addition, job analysis can uncover tools and technologies commonly used on the job, working conditions, and a variety of other aspects that characterize work performed in the position
Purpose of job Analysis:
Job Descriptions:
A job description is a written statement of what the jobholder does, how it is done, under what conditions, and why.
Major duties performed
Nature of job i-e technical or managerial
Performance standards
Working conditions
Number of employees doing the job
Job identification
Job Specifications:
Statement indicating the minimal acceptable qualifications incumbents must possess to successfully perform the essential elements of the jobs.
Education
Experience
Age
Salary
Qualification
Benefits
RECRUITMENT
What is Recruitment?
The process of discovering potential candidates for actual or anticipated organizational vacancies is called as recruitment.
POF is a well known organization engaged in serving the nation in a better way. For this purpose, a well trained, professional and diversified human resource is required for better performance. On the basis of job analysis, recruitment for different posts is carried out to fill the vacant posts.
Recruiting Goals:
Although all organizations will, at one time or another, engage in recruiting activities, some do so more than other. Certain other variables will also influence the extent of recruiting. Employment condition in local community influences how much recruiting take place. The effectiveness of past recruiting efforts will show itself in the organization’s historical ability to locate and keep people who perform well.
Constraint on Recruiting Efforts:
Factors that can limit recruiting outcomes:
Organization Image.
Job Attractiveness.
Internal Organizational policies.
Government Influence.
Recruiting Costs.
Recruitment Sources:
i) Internal Search
Many large organizations attempt to develop their own low-level employees for higher positions. These promotions can occur through an internal search of current employees who have bid for a job, been identified through the organization’s human resource management system, or even been referred by a fellow employee.
ii) Employee Referrals and recommendation
A recommendation from a current employee regarding a job applicant
iii) External Searches:
Organizations often open up recruiting efforts to the external community. These efforts include advertisement, employment agencies, schools, colleges and universities, professional organizations and unsolicited applicants.
a) Advertisement:
When vacancies are needed to be filled the Organizations announces their jobs vacancies through the advertisement. They announce the vacancies in different newspapers. Being the federal organization, all the vacancies are advertised through out Pakistan to recruit the suitable individuals/professionals from all regions/provinces of Pakistan. So POFs symbolizes unity of the whole nation. Vacancies are advertised in the well read and famous newspapers (English / Urdu / local languages) all over the country to encourage the people from all areas (Punjab, Sind, NWFP, Balochistan, FATA/NA and Kashmir).
Recruitment Alternatives:
a) Temporary Help Services:
Temporary employees are particularly valuable in meeting short-term fluctuations in HRM needs.
b) Employee Leasing:
Individual hired by one firm and sent to work in another for a specific time.
c) Independent Contractors:
Another means of recruiting is the use of independent contractors. Often referred to as consultants, independent contractors are talking on a new meaning. Companies may hire independent contractors to do specific work at a location on or off the company’s premises.
The bank views its people as a source of competitive advantage and important to its success. The goals and objectives of the HR department are linked with the overall goals and objectives of the organization. This is evident on the amount of attention the bank is giving on developing its Recruitment and Selection, Performance Appraisal, Rewards and Compensation, and Organization and Development. The bank began to expand in the 1980s and 1990s. This created problems of co-ordination. In order to deal with the problems, the bank took a strategic approach to HRM by creating a ‘Goals and Values’ statement. The goals and values statement is an articulation of deeply held values about cultural and business behavior, including how the process of change should be managed. The values statement is essentially a set of values and norms; internal controls, that substitute for external control systems. This was supplemented by developing business units into highly autonomous profit centres and then creating cross-functional synergies through more systematic communication by management across these centres.
The bank also maintains its small size, and align all its strategies with its business philosophy. The management also believes that as the bank grows, the management philosophy, policies, procedures and Human Resource Management must be assessed and developed.