Royalty free clipart of a sporty world earth globe mascot cartoon character preparing to hit a tennis ball. Hitler at the end of the War concluded that the alliance with Mussolini and the Italians was the greatest mistake of the War. Adolf Hitler as a young poliican was a great admirer of the Benito Mussolini who seized power in Italy (1924). Mussolini and his 8 million bayonets failed in every major military campaign they initiated.
Others have suggested the poor military performance related to the Italian national character. Once the forecasting data are gathered and analyzed, the HR professional can see where gaps exist and then begin to recruit individuals with the right skills, education, and backgrounds.
Although it might seem easy, recruitment of the right talent, at the right place and at the right time, takes skill and practice, but more importantly, it takes strategic planning.
Based on this information, when a job opening occurs, the HRM professional should be ready to fill that position. Have a bidding system to recruit and review internal candidate qualifications for possible promotions.
Assuming the job analysis and job description are ready, an organization may decide to look at internal candidates’ qualifications first. Another consideration is how the recruiting process will be managed under constraining circumstances such as a short deadline or a low number of applications. Once these tasks are accomplished, the hope is that you will have a diverse group of people to interview (called the selection process). The job analysisA formal system developed to determine the tasks people actually perform in their jobs. To start writing a job analysis, data need to be gathered and analyzed, keeping in mind Hackman and Oldham’s model. The information gathered from the job analysis is used to develop both the job description and the job specifications.
Two types of job analyses can be performed: a task-based analysis and a competency- or skills-based analysis.
Once you have decided if a competency-based or task-based analysis is more appropriate for the job, you can prepare to write the job analysis.
Decision making and problem solving: this section asks employees to list situations in which problems needed to be solved and the types of decisions made or solutions provided.
Once all employees (or the ones you have identified) have completed the questionnaire, you can organize the data, which is helpful in creating job descriptions. Once the job analysis has been completed, it is time to write the job description and specifications, using the data you collected. Once the job description has been written, obtaining approval from the hiring manager is the next step.
Some companies choose to hire internal candidates—that is, candidates who are already working for the organization. A job analysis is a systematic approach to determine what a person actually does in his or her job. Why do the five steps of the recruitment process require input from other parts of the organization? The location of this new Mega dam is to be in South-Western Sichuan province on the Dadu river. The design engineers believe this new dam could generate 8 billion KW-hours of electricity every year.

The scale of the project implies that people will need to be relocated and nature relocated where possible. China’s state council is currently debating whether or not to approve this new mega dam or not.
In Chapter 2 "Developing and Implementing Strategic HRM Plans", development of staffing plans is discussed. Internal candidatesSomeone who applies for a position within the company who is already working for the company.
For example, for a high-level executive position, it may be decided to hire an outside head-hunting firm.
In addition, establishing a protocol for how applications and resumes will be processed will save time later. Before this is done, though, it is important to have information to ensure the right people are recruited. Figure 4.1 "Process for Writing the Job Analysis" shows the process of writing a job analysis. A task-based analysis focuses on the duties of the job, as opposed to a competency-based analysis, which focuses on the specific knowledge and abilities an employee must have to perform the job.
The focus of task-based analyses is the job duties required, while the focus of competency-based analyses is on how a person can apply their skills to perform the job. If there is more than one person completing a questionnaire for one job title, the data should be combined to create one job analysis for one job title. How might you handle a situation in which the employees or management are reluctant to complete a job analysis? Information made available to the public suggests this dam will be the world’s tallest at a height of 314 metres (1030 feet). Though it certainly doesn’t come without envirornmental costs, the Chinese environmental authorities gave the project the green light despite knowing the potential devastating effects of doing so.
The costs may be large but China desperately needs new ways to meet its rapidly rising electricity demand in a more green way. Please note: this image is protected by copyright law and may not be used without buying a license. RecruitmentA process that provides the organization with a pool of qualified job candidates from which to choose. An understanding of the labor market and the factors determining the relevant aspects of the labor market is key to being strategic about your recruiting processes. We discuss how to write a job analysis and job description in Chapter 4, Section 1.2 "Job Analysis and Job Descriptions". For an entry-level position, advertising on social networking websites might be the best strategy. For example, some HRM professionals may use software such as Microsoft Excel to communicate the time line of the hiring process to key managers. The purpose of a job analysis is to ensure creation of the right fit between the job and the employee and to determine how employee performance will be assessed. However, competency-based analysis might be more appropriate for specific, high-level positions.
One is not better than the other but is simply used for different purposes and different types of jobs. Feedback from managers should be taken into consideration to make this task useful in all levels of the organization. There are a number of software packages available to help human resources perform this task, such as AutoGOJA.

Before we discuss specific recruitment strategies, we should address the law and how it relates to hiring. The new mega dam will be a subsidiary of one of China’s state owned power companies the Guodian Group. If an internal candidate meets the qualifications, this person might be encouraged to apply for the job, and the job opening may not be published.
A major part of the job analysis includes research, which may mean reviewing job responsibilities of current employees, researching job descriptions for similar jobs with competitors, and analyzing any new responsibilities that need to be accomplished by the person with the position.
Job designRefers to how a job can be modified or changed to be more effective—for example, changing tasks as new technology becomes available. Job specificationsThe skills and abilities the person must have to perform the job., on the other hand, discuss the skills and abilities the person must have to perform the job. For example, a task-based analysis might be used for a receptionist, while a competency-based analysis might be used for a vice president of sales position.
A job description lists the components of the job, while job specifications list the requirements to perform the job.
Before companies recruit, they must implement proper staffing plans and forecasting to determine how many people they will need.
Many organizations have formal job posting procedures and bidding systemsA system or a process in which job advertisements may be posted internally through a predetermined method so all employees have access to them.
The two are tied together, as job descriptions are usually written to include job specifications. For example, will you perform an analysis on all jobs in the organization or just focus on one department? The basis of the forecast will be the annual budget of the organization and the short- to long-term plans of the organization—for example, the possibility of expansion. We discuss job design in Chapter 7 "Retention and Motivation" and Chapter 11 "Employee Assessment".
A job analysis must be performed first, and then based on that data, we can successfully write the job description and job specifications. Because a competency-based job analysis is more subjective, it might be more difficult to tell whether someone has met the criteria. Once you have determined how you will conduct the analysis, a tool to conduct the analysis should be chosen. For example, job postings may be sent to a listserv or other avenue so all employees have access to them.
Oldham, “Motivation through the Design of Work: Test of a Theory,” Organizational Behavior and Human Performance 16, no. Most organizations use questionnaires (online or hard copy) to determine the duties of each job title. Organization life cycle is discussed in Chapter 2 "Developing and Implementing Strategic HRM Plans". However, the advantage of publishing open positions to everyone in and outside the company is to ensure the organization is diverse. Some organizations will use face-to-face interviews to perform this task, depending on time constraints and the size of the organization.
We discuss more about internal and external candidates and bidding systems in Chapter 5 "Selection".

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