4 Job Analysis and the

Talent Management
Human Resource Management
Process
14th Edition, Global Edition

By Gary Dessler

Copyright 2015 Pearson Education Ltd.

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 Learning Objectives

1. Define talent management and explain

why it is important.
2. Discuss the process of job analysis,
including why it is important.
3. Explain how to use at least three methods
of collecting job analysis information,
including interviews, questionnaires, and
observation.

Copyright 2015 Pearson Education Ltd.

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 Learning Objectives

4. Explain how you would write a

job description.
5. Explain how to write a job
specification.
6. Explain competency-based job
analysis, including what it means
and how its done in practice.

Copyright 2015 Pearson Education Ltd.

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 The Talent Management
Process
We can define talent management as the goal-oriented
and integrated process of planning, recruiting,
developing, managing, and compensating employees.

Talent Management:
o Tasks
o Goal-directed
o Uses the same profile
o Segments and manages employees
o Integrates/coordinates all talent management
functions

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Talent Management Process

The usual process of talent management consists of

the following steps:
1.Decide what positions to fill
2.Build a pool of job candidates
3.Application forms
4.Use selection tools
5.Make an offer
6.Orient, train, and develop
7.Appraise
8.Reward and compensate

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 Review

Thought of as
linear process
Definition
Managing talent
effectively

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Discuss the process of
job analysis, including
why it is important.

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 The Basics of Job Analysis
Work activities
Behaviors
Machines, tools,
equipment, and
work aids
Performance
standards
Job context
Human
requirements

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 Uses of Job Analysis
Information
Recruitment and
selection
EEO compliance
Performance
appraisal
Compensation
Training
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 Conducting a Job
Analysis
1. How will information be used?
2. Background information
3. Representative positions
4. Collect and analyze data
5. Verify
6. Job description and specification

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Copyright 2015 Pearson Education, Inc. 4-11
 Job Analysis Guidelines

A joint effort
Clarity of questions
and process
Different job analysis
methods

Copyright 2015 Pearson Education Ltd.

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 Review

The basics of job analysis

Uses of job analysis information
Conducting a job analysis
Job analysis guidelines

Copyright 2015 Pearson Education Ltd.

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Explain how to use at least three
methods of collecting job analysis
information, including interviews,
questionnaires, and observation.

Copyright 2015 Pearson Education Ltd.

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Methods for Collecting Job Analysis
Information

Interviews
Questionnaires
Observation
Diary/logs
Quantitative
techniques
Internet-based
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 Collecting Job Analysis
Information Interviews

The Interview
o Typical questions
o Structured interviews
o Pros and cons
o Interviewing guidelines

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 Review
Interviews
Questionnaires
Observation
Diary/logs
Quantitative
techniques
Internet-based

Copyright 2015 Pearson Education Ltd.

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Explain how you
would write a job
description.

Copyright 2015 Pearson Education Ltd.

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 Writing Job Descriptions

Job identification
Job summary
Relationships
Responsibilities and duties
o Authority
Performance standards &
working conditions
Job specifications

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Explain how to write a
job specification.

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Write a job specification.

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 Writing job specifications

Trained vs. untrained

Judgment
Statistical analysis
Task statements

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 Review

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 Explain competency-based job
analysis, including what it means
and how its done in practice.

Copyright 2015 Pearson Education Ltd.

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 Profiles in Talent Management
Competencies and
competency-based job
analysis
How to write competencies-
based job descriptions

Copyright 2015 Pearson Education Ltd.

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 Review

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