How 2 Make Business

Part B:

Management uses job analysis methods to develop job descriptions , these in turn become the basis for recruiting employees for the jobs. Firms may recruit outside or inside the firm.

For inside recruiting, job skill inventories and job posting are used. Specialized recruitment seeks specific individuals for specific jobs. General recruitment is most often used for entry-level or blue-collar positions.

To select good employees, organizations may use information from application forms, screening and selection interviews, testing, recommendations and references and physical examinations. Before work begins, employees often undergo training to learn new skills or upgrade current ones for a particular job.

Later on, the firm may ask the employee to participate in management development programs aimed at improving overall knowledge, skills, attitudes and understanding.

Most organizations use performance appraisals to generate data for making promotion and pay decisions. Graphic rating scales, essay rating, critical incident rating, forced distributions and ranking are some of the appraisal methods employed.

To make performance appraisal effective and to ensure that it meets the organization’s goals, managers must select the methods most appropriate for their particular organization.

Compensation plans may be based on hierarchical position, classification level, or points. Fixed-rate and output-based salaries are commonly used, but regardless of which pay plan a firm adopts, it is critical that the plan clearly link employee performance to compensation. Managers should select compensation methods appropriate for the goals and activities of their particular organization.

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