Essentials of HRM

1. Define Job Specification. Create a job specification for the position of a tele caller for an E
tailer.

Answer:
Introduction:
Job specification changes the job description as far as human necessities, for example, aptitudes
and capacities, capabilities, physical and mental qualities required to play out a specific job. It
plans to fill in as a guide in settling on choices identified with contracting and remuneration.

Concept:
Job specifications, otherwise called representative specification, is an announcement that
compresses the worthy characteristics of workers, for example, their experience, bent, instructive
capabilities, and abilities, required to play out a job. It is an augmentation to job description as it
is constantly went with each job description. The accompanying are a few meanings of job
specification:

As per Edwin B. Flippo. "A job specification is an announcement of least satisfactory human
characteristics important to play out a job appropriately."

As per Dale Yoder, "The job specification, all things considered an outline legitimately
portrayed is in this way, a particular job description, underscoring faculty necessity and
composed particularly to encourage determination and position"

Gary Desslar has characterized job specification as, "A rundown of job's human necessities that
is the essential instruction, aptitudes, identity et cetera."

From the above definitions, it can be presumed that job specification helps in figuring out what
kind of individuals are required to fill specific job positions in an association.

Need and objectives of job specification

Job specification clarifies the capabilities, aptitudes, experience, and traits that a hopeful must
have for a specific job position. Along these lines, it goes about as a vital apparatus in looking at
and assessing the appropriateness of job candidates. The accompanying focuses clarify the
significance of job specification:

 Identifying imminent competitors: Job specification helps in pulling in potential

representatives by coordinating their aptitudes and capacities with job prerequisites. This
helps directors in setting up a rundown of important inquiries for job interviews.
  Attracting competitors: Job specification acquaints hopefuls with the aptitudes and
capacities required to play out a specific job in an association. Precise and clear job
specification helps in drawing in a substantial number of applicants.
 Supporting an association’s competency: Job specification causes an association to
reinforce its center competency by elucidating the aptitudes and capacities required to
perform diverse jobs in an association.

Features of job specification

Job specification is said to be compelling in the event that it pulls in the most appropriate
possibility for various jobs and aides in execution surveys by setting an unmistakable connection
amongst representative and authoritative results. The accompanying are a few highlights of
powerful job specification:

 Physical specifications: Job specification specifies the physical attributes of individuals

required to play out a specific job. Physical attributes are not required to be
characterized for each job. The physical qualities of an individual incorporate age,
stature, weight, vision, ability to work machines and hardware, and so forth.
 Emotional and social specifications: They are required to be characterized for the job
places of chiefs, directors, foremen, and so on. These specifications incorporate
passionate dependability, versatility in human connections, adaptability level, and
individual appearance as far as dress, pose, and so forth.
 Mental specifications: These specifications include capacity to perform complex
figuring’s, translate information, and design exercises, and so on. These specifications
likewise include general insight and memory level of a person.
 Behavioral specifications: These specifications include inquire about capacity,
inventiveness level, showing capacity, development level, independence, strength, and
so on of a person.

Tele caller
Tele caller is also known as telemarketing. Telemarketing is a strategy for coordinate showcasing
in which a sales representative requests forthcoming clients to purchase items or administrations,
either finished the telephone or through an ensuing up close and personal or Web conferencing
arrangement planned amid the call. Telemarketing can likewise incorporate recorded attempts to
close the deal customized to be played via telephone by means of programmed dialing.
Telemarketing is characterized as reaching, qualifying, and soliciting forthcoming clients
utilizing broadcast communications gadgets, for example, phone, fax, and web. It does exclude
regular postal mail showcasing.

E tailer
The meaning of an e-tailer is a store or person who works together just or principally on the
Internet. Amazon.com is a case of an e-posterior.

Job specification for the position of a tele caller for an E tailer

 Job Title:
 Purpose of the Job: (Provide an overview of the job, its context in the company, and the
contribution that it makes)
 Duties & Responsibilities: (Outline the main daily duties, tasks and responsibilities of
the position)
 Candidate: (E.g. will the person be working independently or in a team environment)
 Reporting to: (To whom will the person report) Working H ours: (Full/Part Time;
Contract/Permanent)
 Salary: (Indicate what salary you want or are prepared to pay) Benefits & Perks: (E.g.
health insurance, subsidized canteen, car, gym membership, etc.)
 Probation: You may want to establish a probationary period (typically 3 or 6 months.)
 Start Date:
 Closing Date:
 Person Specification
 Knowledge: (e.g. If understanding of a defined system, practice, method or procedure)
 Work Skills (Indicate what skills specific to the job are required, e.g. language fluency,
typing skills, etc)
 General Skills Attributes: (What more general characteristics are required to do the job
effectively, e.g., communication skills, writing skills, ability to delegate, motivation etc.)
2. Differentiate between recruitment and selection. List and explain some of the recruitment
methods in the digital age.

Answer:
Introduction:
The achievement or disappointment of any association depends an awesome arrangement on its
bore most essential resource, i.e., its human asset. An association can't advance without its
commitment a people. Along these lines, it is of most extreme significance for the association to
have a staff with vital aptitudes, characteristics, and mastery to play out its activities and achieve
its objectives. The staffing procedure of an association comprises of two expansive ideas, which
are recruitment and selection.

Recruitment and selection assume a vital part in forming the execution of an association. This is
on the grounds that enrolling and choosing individuals successfully limits unwanted expenses
caused on high work turnover, poor execution, and so on. In this section, you will consider the
ideas of recruitment and selection, their procedure, and significance in detail.

Concept:
Recruitment Meaning and definition
Recruitment is a process of pulling in the most qualified and gifted possibility for a job from an
expansive pool of intrigued applicants. Recruitment centers on getting the fascination of
individuals by influencing them to apply for jobs; in this manner encouraging the selection
procedure. Recruitment has been characterized diversely by different administration specialists.
The accompanying are some famous meanings of recruitment:

As per Edwin B. Flippos, "Recruitment is a procedure of scanning for forthcoming

representatives and empowering them to apply for jobs in the association."
Recruitment gives a chance to associations to connect with an extensive pool of educated and
capable competitors. The recruitment procedure contrasts crosswise over various associations
relying upon their size, business exercises, and practices.

Selection meaning and definition

Selection is a procedure of picking hopefuls who have the required learning and aptitudes to
complete a specific job. This procedure is normally completed from an expansive gathering of
potential job candidates.

As indicated by Cooper et al., "Selection includes the dealing with of candidates for an empty
job and the disposal of those candidates who don't fit the necessity of the job or potentially the
association."
The fundamental motivation behind selection is to discover the best hopeful accessible from an
expansive gathering of individuals to do the required job effectively. A great many people see
selection as an adverse procedure in light of the fact that there are a considerable measure of
competitors who are dismissed in this procedure. At times because of the carelessness and
absence of aptitudes and experience of HR staff, capable competitors are denied the chance to
work in an association. Along these lines, associations need competent HR staff who can
guarantee the opportune individuals with the correct potential. Associations can develop and
grow later on in the event that they have productive individuals.

Difference between recruitment and selection

The two terms recruitment and selection are frequently utilized synonymously. In any case, these
are two distinct ideas inside and out. The contrasts between the two:

Distinguishing between recruitment and selection

 Recruitment is a seeking procedure where representatives are urged to apply for a job.
Selection is a procedure of picking the best hopeful among the gathering of intrigued
candidates to fill a job opportunity.
 Recruitment gives a huge pool of hopefuls from which just those applicants are
shortlisted by the HR staff whose abilities and capabilities intently coordinate with the
association's job prerequisites. Selection occurs after recruitment and the most
appropriate individual is looked over an expansive gathering of individuals gave by the
recruitment procedure.
 No contracts or terms and conditions are available in the recruitment organize. Contracts
or terms and conditions are normally present once the competitor is chosen.
 A substantial number of individuals can apply at this phase for a specific job position.
The best applicant is chosen at this phase in the wake of screening out of different
competitors.

Modern recruitment practices

Aside from the previously mentioned methods of recruitment, associations utilize numerous
present and inventive practices of recruitment, for example, e-enrolling. Associations utilize job
sheets, their own particular sites, and other expert site's to pull in applicants. For instance,
associations that require HR faculty post their HR-related jobs on proficient HR destinations, for
example, Society for Human Resource Management (SHRM). A portion of the other modern
recruitment practices received by associations are as per the following:

 Corporate ability systems: With the approach of long range interpersonal

communication locales like Facebook, Twitter, and so on., numerous associations have
begun utilizing ability systems where they post jobs as well as expects to draw in
potential hopefuls. These systems go about as basic item and administration groups
 where clients, accomplices and forthcoming workers are pulled in. These systems are
worked by different merchants like Smashfly, Avature, and so forth.
 Social sourcing:Linkedln and other interpersonal organizations alongside innovation
instruments, for example, RemarkableHire, TalentBin, Gild and Entelo enable
associations to acquire data about forthcoming workers. Associations can make a profile
of forthcoming workers and guide their competency levels in view of individual, social
and expert information gave by competitors on social destinations.
 Modern business mark: as of late, associations have begun building a 'modern work
mark' whereby it can draw in a huge pool of intrigued competitors effectively.
Associations advance their job opportunities on the principal page of their site separated
from the 'Professions segment'. TMP and Future advance Pinstrip are the organizations
that assistance associations fabricate this modern ability mark, which limits the look for
the correct hopefuls.
 Applicant following frameworks: Modern programming frameworks, worked by
Kenexa (IBM), Taleo (Oracle), Bullhorn, and so forth enable organisations to deal with
their general recruitment process. The product stores vital information on planned
hopefuls and enables enrollment specialists to break down data as required for the
recruitment procedure.
 Other inventive administrations: Firms like Broadbean, eQuest, and so forth give
fundamental information and administrations to organisations in order to enable them to
examine and upgrade their recruitment procedure. So as to select the ideal individuals for
the correct job, associations take the assistance of these organizations to acquire
fundamental logical devices to gauge its recruitment procedure.
3. ‘Speedcall’ is a five year old telecommunications company. As a part of the strategic
management to achieve its vision, it decides to conduct training for its first line staff selling over
the counter products. The company does a thorough research and decides to conduct trainings on
the topic of ‘customer centricity’, realizing that giving importance to customers will be the only
way to sustainable business. The company hires outside trainers to conducts training based on
the outline created by the L&D department of the company. Almost 500 first line staff members
are trained and after a year the company sees no effect on sales/ revenue.
a. What do you think is the reason behind failure of the above initiative?

Answer:
Introduction:
Effective training and development practices help representatives to fortify their aptitudes and
capacities and advance new and imaginative thoughts. This thus brings about general quality,
enhanced client benefit, improved efficiency, hierarchical viability, et cetera.
Aside from this, training and development fabricate a hierarchical culture where there is cheerful
representative manager relationship, cooperation, joint effort among various sub-units, and
dynamism.

Concept:
The reason behind failure of training
Is one that gives a learning knowledge to members and enhances profitability? Nonetheless,
there are sure factors that impact the accomplishment of a training program. These elements are:

1. Top management bolster: As examined prior, top management is the patron of a

training program in the association. On the off chance that best management does not
demonstrate any enthusiasm for the training program, the reason for the whole training
program would be vanquished. In this way, a mentor ought to guarantee that the assent of
the best management is taken before outlining a training program.
2. Acceptance of members: The association must sustain the positive effect of a training
program among members with the goal that they can learn out of it. Without the
acknowledgment of members, it would be troublesome for them to accomplish the
coveted objectives of training. Along these lines, the goals of training ought to be very
much imparted to members.
3. Adoption of nonstop process: so as to accomplish the targets of training, a persistent
and methodical approach ought to be taken after towards its outline and development.
This is on account of if a training program is outlined in an indiscriminate way, it may
not accomplish its coveted targets.
4. Technological progression: Technology impacts the method of conveying training to a
substantial degree. Throughout the years, the utilization of PCs and introductions has
 changed the way training had been led previously. Along these lines, it is of most
extreme significance for an association to make the best utilization of innovation
wherever conceivable.
5. Type and time of training: With an expansion in rivalry, it has turned out to be vital for
the association to direct training all the time. For this, it is critical for a mentor to choose
the kind of training that best matches the association's necessities. Also, the selection of
appropriate planning to a great extent impacts the adequacy of a training program. This is
on account of if the span of the program is too long, it might squander the members'
opportunity and influence their job execution.

Conclusion:
‘Speedcall’, have the above reason may corporate training programs come up short. This isn't an
arraignment of the programs, however to a greater degree a guide to the knocks, potholes and log
sticks that numerous programs experience in their development and conveyance. Keeping away
from these issues can just improve numerous programs and more profitable.
b. Elaborate on the concept of training need analysis with reference to the above case.

Answer:
Introduction:
The present workplace expects representatives to be talented in performing complex
undertakings in a proficient, practical, and safe way. Training (a performance change apparatus)
is required when workers are not performing up to a specific standard or at a normal level of
performance. An effective training needs analysis will recognize the individuals who require
training and what sort of training is required. It is counter-gainful to offer training to people who
needn't bother with it or to offer the wrong sort of training. A Training Needs Analysis puts the
training assets to great utilize.

Concept:
Training Analysis (sometimes called Training Needs Analysis (TNA)) is the way toward
recognizing the hole in representative training and related training needs.

Training Need Analysis (TNA) is the way toward distinguishing the hole between worker
training and needs of training. Training needs analysis is the primary stage in the training
procedure and includes a system to decide if training will in fact address the issue which has
been recognized. Training can be depicted as "the securing of aptitudes, ideas or states of mind
that outcome in enhanced performance inside the job condition". Training needs analysis takes a
gander at every part of an operational space with the goal that the underlying abilities, ideas and
states of mind of the human components of a framework can be adequately distinguished and
suitable training can be indicated.

Types of Needs Analyses

Numerous needs appraisals are accessible for use in various work settings. Sources that can
enable you to figure out which needs analysis is suitable for your circumstance are depicted
beneath.

 Organizational Analysis. An analysis of the business needs or different reasons the

training is wanted. An analysis of the association's methodologies, objectives, and targets.

 Person Analysis. Analysis managing potential members and educators associated with
the procedure. The essential inquiries being replied by this analysis are who will get the
training and their level of existing information regarding the matter, what their learning
style is, and who will lead the training.

 Work analysis/Task Analysis. Analysis of the errands being performed. This is an

analysis of the job and the necessities for performing the work. Otherwise called an
 errand analysis or job analysis, this analysis tries to determine the fundamental
obligations and expertise level required.
 Performance Analysis. Are the workers performing up to the set up standard? On the off
chance that performance is beneath desires, can training enhance this performance? Is
there a Performance Gap?

 Content Analysis. Analysis of records, laws, methodology utilized at work. This analysis
answers inquiries regarding what learning or data is utilized on this job. This data
originates from manuals, archives, or controls.

 Training Suitability Analysis. Analysis of in the case of training is the coveted

arrangement. Training is one of a few answers for business issues.

 Cost-Benefit Analysis. Analysis of the arrival on venture (ROI) of training. Viable

training brings about an arrival of significant worth to the association that is more
noteworthy than the underlying venture to create or oversee the training.