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RECRUITMENT, SELECTION AND TRAINING:Job Description, Job Specification

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SME Management (MGT-601)
VU
Lesson 26
RECRUITMENT, SELECTION AND TRAINING
Talented employees are the key assets of the company. The problem with small business entrepreneur is
that it cannot afford the luxury of a full time specialist in personnel area. The entrepreneur himself is
generally a novice and tends to look after this aspect rather haphazardly. Either the owner personally takes
care of the personnel function or delegates it to an employee who performs it along with his main job. The
general tendency is to hire the first person who comes the way and accepts the lowest salary. Their basic
thrust is on marketing, regarded as primary to existence.
DEFINING JOB REQUIREMENT
The pre-requisite to efficient selection is the systematic defining of requirements of each task. The
identification process has three phases;
·
Conducting job analysis,
·
Developing job descriptions, and
·
Preparing job specifications.
JOB ANALYSIS
It is the process of investigation and collection of pertinent information about each task in terms of skill,
abilities, duties and responsibilities. It covers;
a)
Job title,
b)
Department to which it relates,
c)
Line of supervision,
d)
Description of job including major and minor duties
e)
Relationship with other jobs i.e. promotional avenues. Transfer, possibilities, experience required
etc.
f)  Unique job characteristics (location, physical setting),
g) Type of material and equipment used,
h) Educational qualifications,
i)  Experience,
j)  Mental and manual dexterity,
k) Physical requirements,
l)  Working conditions.
Job Description
It consists of a written statement of the major and minor duties involved in each task along with a
description of responsibilities, work conditions and task requirements e.g. hazards, time involvement etc.
The job description, therefore, focuses on what, why, when and how tasks are to be performed.
Job Specification
It describes the salient features of the person expected to fit in the job. It enumerates qualities, knowledge,
skills and abilities an individual should possess to perform satisfactorily along with such other characteristics
as planning, leadership and decision-making abilities, experience, education etc. It provides a standard
against which to measure how well an applicant matches the job.
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SME Management (MGT-601)
VU
RECRUITMENT- ENGAGING THE EMPLOYEE
It is the translation of job specifications into actual recruitment of the employee by exploring main sources
of supply. The major sources of supply could be;
1. Current employees or references i.e. asking friends and acquaintances to provide a good person.
2. Newspaper advertisement specifying the requirements of the position to attract individual with
appropriate qualification.
3. Drop-in applicants i.e. individuals who occasionally drop in to inquire if any job is available. It is
better to take down some information relating to them.
4. Unsolicited application i.e. those who may have applied in anticipation of vacancy. Maintenance
of record of them could be advantageous.
5. Technical journals to look up to candidates with specific technical qualifications and background.
6. Universities, colleges and technical institutes.
7. Employment agencies ­ public and private.
8. Former employees who may have voluntarily quit.
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Table of Contents:
  1. THE HISTORY:Cottage Industry, CONCEPT OF SMALL BUSINESS
  2. THE RELATIONSHIP BETWEEN SMALL AND BIG BUSINESS:The SME’S in Pakistan
  3. THE ROLE OF ENTREPRENEURSHIPS IN SMEs:Focus and Perseverance Guide the Entrepreneur
  4. THE ROLE OF ENTREPRENEURSHIPS IN SMEs:Kinds of Entrepreneurs
  5. SMALL ENTREPRENEURS IN PAKISTAN:National Approaches
  6. THE DEVELOPMENT OF SMES IN PAKISTAN:The Industrial History of Pakistan
  7. GOVERNMENT’S EFFORT TOWARDS SME DEVELOPMENT:Financing Programs
  8. THIS LECTURE DEFINES THE ROLE OF NGOS AND SMEDA:Mission Statement
  9. ISSUES AND POLICY DEVELOPMENT FOR SME:Monitoring Developments
  10. ISSUES IN SME DEVELOPMENT:Business Environment, Taxation Issues
  11. LABOR ISSUES:Delivery of Assistance and Access to Resources, Finance
  12. HUMAN RESOURCE DEVELOPMENT:Market and Industry Information, Monitoring Developments
  13. MARKET AND INDUSTRY INFORMATION:Measuring Our Success, Gender Development
  14. LONG TERM ISSUES:Law and Order, Intellectual Property Rights, Infrastructure
  15. THE START UP PROCESS OF A SMALL ENTERPRISE:Steps in Innovative Process
  16. TECHNICAL FEASIBILITY:Market Feasibility, Market Testing
  17. FINANCIAL FEASIBILITY:Financial resources and other costs, Cash Flow Analysis
  18. ASSESSMENT OF PERSONAL REQUIREMENTS AND ORGANIZATIONAL CAPABILITIES:Analysis of Competition
  19. Post Operative Problems of a New Enterprise:Environmental Causes
  20. HOW TO APPROACH LENDERS:Bank’s Lending Criteria, Specific Purpose, Be Well Prepared
  21. WHAT A BANK NEEDS TO KNOW ABOUT YOU:General Credentials, Financial Situation
  22. COMMERCIAL INFORMATION:Checklist for Feasibility Study, The Market
  23. GUARANTEES OR COLLATERAL YOU CAN OFFER:Typical Collateral
  24. Aspects of Financial Management:WINNING THE CASH FLOW WAR, The Realization Concept
  25. MEANING OF WORKING CAPITAL:Gross Working Capital, Net Working Capital
  26. RECRUITMENT, SELECTION AND TRAINING:Job Description, Job Specification
  27. SELECTION AND HIRING THE RIGHT CANDIDATE:Application Blank, Orientation
  28. TRAINGING AND DEVELOPMENT:Knowledge, Methods of Training
  29. CONDITIONS THAT STIMULATE LEARNING:Limitations of Performance Appraisal, Discipline
  30. QUALITY CONTROL:Two Aspects of Quality, Manufactured Quality
  31. QUALITY CONTROL:International Quality Standards, MARKETING
  32. MARKETING:Marketing Function, MARKETING PROCESS - STEPS
  33. MARKETING:Controllable Variable, Marketing Uncontrollable, Marketing Mix
  34. MARKETING:Demerits of Product Mix, Development of new product, SMEDA
  35. ROLE OF TECHNOLOGY:Training programmes, Publications
  36. ROLE OF TECHNOLOGY:Measure to Undertake for Promoting Framework.
  37. EXPORT POTENTIAL OF SME IN DEVELOPING COUNTRIES I:Commonly Seen Assistance Programme
  38. EXPORT POTENTIAL OF SME IN DEVELOPING Countries. II:At the national level
  39. WORLD TRADE ORGANIZATION (WTO):WTO Agreements: Salient Features
  40. WTO MINISTERIAL CONFERENCES:PAKISTAN AND WTO
  41. WORLD TRADE ORGANIZATION (WTO) PAKISTAN & WTO. II:International Treaties
  42. WORLD TRADE ORGANIZATION (WTO) PAKISTAN & WTO. III:Agriculture
  43. WORLD TRADE ORGANIZATION (WTO):PAKISTAN & WTO. III
  44. WORLD TRADE ORGANIZATION (WTO):CONCLUSIONS AND RECOMMENDATIONS
  45. SUMMARY & CONCLUSIONS:Financing Tool, Financing Tool