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Objectives
The responsibility of the personnel department in employment is broadly that of manning the establishment: to see that-there is a sufficient and suitable supply of recruits when they are required and at the requisite level of skill and attainments. This involves both short- and long-term forecasting. Nothing in industry remains static for long, so that, as in the other administrative departments, the personnel officer is constantly trying to look ahead, to see where shortages are likely to occur and what the over-all labour position will look like in a decade’s time.
Job Specification
Detailed descriptions of work are based on job analysis in terms of the physical and mental demands, knowledge, skill, special aptitudes, and temperamental qualities. One very clear method is to distinguish between the prescribed and the discretionary content of a job, that is, to delineate the limits, whether physical or policy regulations, within which the worker must exercise his discretion. In making job specifications from such analysis, the personnel department will be wise to seek the co-operation of the foremen and over lookers, who are the people with direct and accurate knowledge of the realities of each job.
Selection
With reliable job specifications, it becomes possible to match people of the candidates can be discovered. The assessment of people can often with jobs, provided that the qualifications, characteristics, and potential be done under the same headings as those used in the job specification, the most common ones being physical capacity and health; general intelligence; special aptitudes; attainments and personality and temperamental qualities.
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Participants