Microsoft Word - APAM-2 4.1.doc

nal, the possibility of recruiting somebody who will be paid above the market rate, is-
sues of job security and termination as well as the extent to which the organisation’s
image should be portrayed in advertisements because this will influence the quality of
job applicants and ultimately recruitment. There cannot be any recruitment and selection
of employees without going through a process of exploring the organisation, the job to
be filled, and the required person.
The recruitment and selection processes starts with organisational analysis. This is
the process of evaluating the total organisation, its objectives, human resources, effec-
tiveness and internal environment. The most useful data and information is obtained
from the corporate strategic plan or human resource strategy if available. Other sources
are monthly or quarterly reports, management meetings decisions, government policies
and laws, market trends and global patterns.
The next step is job analysis. This is the process of analysing and listing the tasks
that are included in the job, all the steps taken to perform the different tasks and all the
requirements the respective tasks put upon the jobholder. The data on the nature of the
job and requirements can be obtained from the available human resource manuals, job
descriptions, making enquiries from departmental and section managers or supervisors,
the person doing the job and moving around to observe how the job is done.
The final step is individual analysis. This involves performance appraisal of indi-
viduals doing the job in order to compare individual knowledge, skills and competence
requirements in relation to the job objectives and possible potential for development.

Job description and person specification

The output of job analysis is the job description and specification. Job description is a
process of describing the job to be performed. The main contents are the job purpose
and the job tasks and responsibilities. A sample of job description template is given in
Table 5.1 but in order to get the real picture of a classical job description format and
contents drawn from a very successful private company in Tanzania, see Appendix 5.1.

Table 5.1 A sample of job description form

Name of the organisation

Department Section

Job title Job grade

Job location: Country, Region, District, Project

Reporting to(Title)

Subordinate (Title)

Job purpose:

Main tasks and responsibilities:

Salary and other reward packages: