Expression of IFI16 protein in human mammary cell lines

Job analysis is defined as the process of determining by observation and study the tasks which comprise the job, the methods&

equipment used and the skills and attitudes required for successful performance of the job.

Job- it is a group of task positions involving same duties, responsibility, knowledge & skills. Each job has definite title & is different from other jobs.

Positions- it implies a collection of tasks & duties regularly assigned to one person.

Occupation- it implies a group of jobs which are similar as to the type of work & which contain common characteristics.

Duty- it means a related sequence of tasks.

Task- it refers to distinct work activity with an identifiable beginning & end.

Job Family- it implies a similar type of jobs.

Job classification- it means grouping of jobs in to certain categories on some specified basis.

Job evaluation- it implies determining the worth of a job to an organization by comparing it with other jobs within the organization & with job market outside.

Job is impersonal whereas position is personal. Objectives of Job Analysis-

1) Job redesign – job may be analyzed to simplify the process & methods involved in it. Such work simplification helps to improve productivity.

2) Work standards

Uses of job Analysis- 1) Organizational design 2) HR planning 3) Recruitment & selection 4) Placement & orientation 5) Training

& development 6) Performance appraisal 7) Career path planning 8) Job design 9) Job evaluation, labour relations, employee counselling, health & safety.

Process of job Analysis- 1) Organizational analysis 2) Organizing job analysis programme 3) Deciding the uses of job analysis information 4) Selecting representative jobs for analysis 5) Understand job design 6) Collection of data 7) Developing a job description 8) Preparing job specifications.

Job Analysis- the process of obtaining all pertinent facts about a job.

Job description- A factual statement of tasks and duties involved in a job.

Job specifications – A statement of the minimum qualifications required for the job

Job Evaluation – the process of ascertaining the relative worth of a job.

Techniques of job analysis- 1) Job performance 2) Personal observation 3) Interview 4) Critical evidence 5) Log records

Job descriptions / position descriptions- it is a functional description of what the job entails. It is a written record of the appropriate & authorized contents of a job. It is factual and organized statement describing the job in terms of its title, location, tasks, and duties, responsibilities, working conditions, hazards & relationship with other jobs. It tell us what is to be done, how is to be done & why?

Job duties & responsibility is the heart of job descriptions.

Job analysis is a process where as job description & job specifications is a Statement.

Job specifications/ position specifications- it is a statement of the minimum acceptable human qualities required for the proper performance of a job. It is a written record of the physical, mental, social, psychological & behavioral characteristics which a person should possess in order to perform the job effectively.

Job design- it is the process of deciding on the contents of a job in terms of its duties & responsibilities on the methods to be used in carrying out the job, in terms of techniques, systems and procedures & on the relationships that should exist between the job holder & his superiors, subordinates & collegues.

Methods of Job design- 1) Job rotation

2) Job enlargement 3) Job enrichment

Job rotation- it implies the shifting of an employee from one job to another without any change in the jobs. It relieves the employee from the boredom. It broaden the knowledge & skills of an employee. It improves the self respect & personal worth of employee.

Job enlargement- It is a process of increasing the scope of a job by adding more tasks to it. The related tasks are combined. The widened & more complex job is expected to satisfy the higher order needs of employees. It reduces monotony & boredom by providing the employee a more complete or whole job to do. It also helps to increase interest in work & efficiency. Horizontal loading of jobs. More task of similar nature are added to the job.

Job enrichment- it involves designing a job in such a way that it provides the worker greater autonomy for planning &

controlling his own performance. It is based on the assumption that in order to motivate employees the job itself must provide opportunities for achievement, recognition, responsibility, advancement & growth. Through job enrichment a job is made more interesting and challenging thereby removing the functions of narrow specialization. It involves vertical loading of job and quality of jobs are improved.

RECRUITMENT

It is the process of searching for prospective employees & stimulating & encouraging them to apply for jobs in an organization.

Recruitment needs are of three types-

1) Planned recruitment – it arises from change in organization & retirement policy.

2) Unexpected recruitment – when resignations, deaths, accidents occurs.

3) Anticipated recruitment- When an organization predicts by studying trend in the internal & external environment.

Features of Recruitment- 1) It is a process or series of activities. 2) It is linking activity between employer & employees. 3) It is a positive function. 4) It is a pervasive function as all organizations engage in recruitment. 5) It is a two way process. 6) It is a complex process. 7) It aims to create a large pool of candidates.

Recruitment process begins with human resource department.

The human resource requisitions contain details about the position to be filled, number of persons to be recruited the duties to be performed, qualifications required from the candidate, terms & conditions of employment and the time by which the person should be available for appointment.

Lower level staff is recruited centrally whereas middle & top level executives are recruited in a decentralized manner.

Sources of Recruitment –

1) Internal sources (within an organization).

Promotions.

Transfer.

Up gradation.

Retired& retrenched (employees who want to come).

Dependent of disabled or deceased employees.

2) External sources (outside an organization)

Press advertisement.

Recruitment at factory gate/ gate recruitment/ direct recruitment.

Similar organizations.

Casual callers – Due to unemployment many job seekers visit the offices of well - known companies on their own also called unsolicited visitors mainly for lower level jobs.

Similar organizations- Experienced employees can be recruited by offering better benefits to the people working in similar organizations also called poaching or raiding for talent.

Technique of recruitment-

1) Direct recruitment (campus recruitment)

2) Indirect recruitment (advertisements in TV, journal, newspaper) 3) Third party (Consulting firm)

4) Internet recruitment (online)

Tempting or hiring is used for same word.

SELECTION

It is the process of choosing the most suitable persons out of all the applicants.

It is the process of matching the qualifications of applicants with the job requirements.

It is a process of weeding out unsuitable candidates and finally identify the most suitable candidates.

Difference between Recruitment & selection

Recruitment

1) It is the process of searching for prospective candidates &

encouraging them to apply for jobs.

2) It is positive process

3) It aims to create large pool of candidates 4) It always preceeds selection

5) It does not result in contract of service 6) It involves searching.

Selection

1) It is the process of choosing the right candidates 2) It is a negative process

3) It aims to identify & reject unsuitable candidates 4) It always succeeds recruitment

5) It leads to a contract of services between the employer &

selected candidates.

6) It involves comparison & choice

STEPS IN SELECTION PROCESS

The hurdles or screens are designed to eliminate an unqualified candidate at any point in the selection process. This technique is called successive hurdles techniques.

Hiring process consists of go no go gauages – It means candidates who qualify hurdles go to the next stage while those who do not qualify are dropped out.

Steps are – 1) Preliminary interview 2) Application blank ( biodata / curriculum vitae) 3) Selection test ( psychological test – behavior/ attitudes/ performance) 4) Employment interview 5) Medical examination 6) Reference checks 7) Final approval

Selection tests

1) Psychological test- It is based on the assumption that no two individuals are equal in terms of intelligence, attitudes & personality, behavior. This test is used to judge the ability of a candidate is a given job situation.

2) Aptitude or potential ability test- It measures the latent ability or potential of a candidate to learn a new job. It includes 1) mental or intelligence test (IQ) 2) mechanical or aptitude tests 3) psycho-motor or skill tests (ability to perform specific job)

3) Achievement or proficiency test- It measures the proficiency in typing, shorthand etc. it includes job knowledge test or trade test and sample test (a Candidate is given a piece of work to judge how efficiently he does)

4) Personality test – These are call pen & paper test. It measures the ability of adjustment of employees in stress of everyday life. It shows all round picture of a candidate personality. It includes objective test, projective test, and situation test.

5) Interest test- These tests are inventories of a candidates like & dislikes in relation to work.

Validity- It means the degree to which a test measure what it is designed to measures. A test cannot be valid unless it measures with reasonable accuracy the future job performance of a candidate

Reliability – Test should be used only when found reliable. Test reliability implies the ability of a test to give consistent results.

Test reliability is the consistency of scores obtained by the same person when re- tested again & again.

INTERVIEW

Interview is a process of face to face interaction between two persons for a particular purpose.

Types of interview-

1) Informal interview (interview may take anywhere)

2) Formal interview (pre-planned and held in formal atmosphere)

3) Patterned or structured interview (also known as directed or guided interview, preplanned to a high degree of accuracy &

precision)

4) Non directed or unstructured interview (unplanned/ candidate is allowed to his mind freely)

5) Depth interview – it is a semi-structured approach wherein details concerning one key areas are sought. To examine the candidates proficiency in his area of special interest. To get a true picture of candidate through deep probing into his mind.

6) Group interview

7) Stress interview (how candidate behaves in a stressful situation)

8) Panel or board interview (Interview is conducted by a group of interviewers.

Group discussion is a useful means of judging the leadership ability & social traits of candidates.

Competency mapping – Also known as competency modelling it is the process of describing skills, traits, knowledge &

experience required for a person to be effective in job.