4 Job Analysis and the

Talent Management
Process

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 Learning Objectives

4-1. Define talent management and explain

why it is important.

4-2. Discuss the process

4- of job analysis,
including why it is important.

4-3. Explain how to use at least three

methods of collecting job analysis
information, including interviews,
questionnaires, and observation.
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 Learning Objectives

4-4. Explain how you would write a

job description.
4-5. Explain how to write
4- a job
specification.
4-6. List some human traits and behaviors
you would want an employee to bring to a
job if employee engagement is important
to doing the job well.

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 Learning Objectives

4-7. Explain competency-based job analysis,

including what it means and how it’s done
in practice.
4-

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 The Talent Management
Process

o Decide what positions to fill

o Build a pool of job candidates
o Obtain application forms
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o Use selection tools
o Decide to whom to make an offer
o Orient, train, and develop employees
o Appraise employees
o Compensate employees to maintain their
motivation
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 The Manager with Talent
Management Perspective

o treats activities as interrelated.

o All decisions are goal directed.
o Consistently uses the same
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competencies.
o Actively segments and manages
employees. (mission critical employees)
o Actively coordinates and integrates the
ongoing talent management functions.

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 Talent Management Software
Talent Management Suite

Talent Management Suite includes

recruiting, employee performance
management, a learning management
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system, and compensation
management support. It “ensures that
all levels of the organization are
aligned—all working for the same
goals.”

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 What Is Job Analysis?

• Job Analysis – is the procedure through

which you determine the duties and skill
requirements of a job and the kind of
person who should4-be hired for it.

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 What Is Job Description?
job descriptions- is a list of what the job
entails, a job’s duties, responsibilities,
reporting relationships, working conditions,
and supervisory responsibilities one
product of
4-
a job analysis.

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 What Is Job Specifications?

job Specifications- A list of a job’s

human requirements, that is,
the requisite education, skills,
personality, and 4-
so on another product of a job
analysis.

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 The Basics of Job Analysis
• Work activities
• Human behaviors
• Machines, tools, equipment,
and work aids
• Performance standards 4-
• Job context
• Human requirements

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 Uses of Job Analysis
Information
• Recruitment and
selection

• EEO compliance
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• Performance
appraisal

• Compensation

• Training
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 Conducting a Job
Analysis
1. How will information be used?
2. Review background information
3. Representative 4-positions
4. Collect and analyze data
5. Verify
6. Job description and specification

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 Processes involved in
Job Analysis
• Workflow Analysis
A detailed study of the
flow of work from job
to job in a work
process. Usually, the
analyst focuses on one
identifiable work
process, rather than on
how the company
gets all its work done.
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 Business Process Reengineering

The basic reengineering approach is to:

1. Identify a business process to be redesigned.
2. Measure the performance of the existing
processes.
3. Identify opportunities to improve these processes.
4. Redesign and implement a new way of doing the
work.
5. Assign ownership of sets of formerly separate
tasks to an individual or a team who use new.
computerized systems to support the new
arrangement.

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 Other Processes involved
in Job Analysis

• Business Process Reengineering

• Job Redesign
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• Job Enlargement
• Job Rotation
• Job Enrichment

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Job Enrichment
• Form natural work groups
• Combine tasks
• Establish client relationship
• Vertically load
4- the job
• Open feedback channels

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Improving Performance:
HR as a Profit Center

Boosting Productivity
Through Work
4- Redesign

Let’s talk about it…

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 Methods for Collecting Job
Analysis Information

1. Interviews

2. Quantitative
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“position analysis”
questionnaire

keep in mind: joint

effort, explain the
process, use several
methods. Copyright © 2017 Pearson
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 The Interview

1. Typical Questions*
2. Structure Interviews
3. Pros and Cons 4-
4. Interviewing Guidelines*

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Questionnaires

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Observations

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 Participant Diary /Logs
ask workers to
keep a diary/log;
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here for every
activity engaged
in, the employee
records the activity
(along with the
time) in a log.
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 Quantitative Job Analysis
Techniques

1. Position Analysis Questionnaire: Is a

questionnaire used
4- to collect
quantifiable data concerning the
duties and responsibilities of various
jobs.

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 Quantitative Job Analysis
Techniques
1. Department of Labor (DOL)
Procedure: U.S. Department of Labor
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did the bible of job descriptions, the
Dictionary of Occupational Titles. This
mammoth book contained detailed
information on virtually every job in
America. Internet-based tools have
largely replaced the Dictionary.
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Basic Department of Labor
Worker Functions

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 4-

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Electronic Job Analysis
Methods

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 Writing Job Descriptions

A job description is a written

statement of what the worker
actually does, how he or she
does it, and what the job’s4-
working conditions are.

We use this information to

write a job specification; this
lists the knowledge, abilities,
and skills required to perform
the job satisfactorily.
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 Writing Job Descriptions

No standard format

• Job identification
• Job summary 4-
• Responsibilities and duties
• Authority of incumbent
• Standards of performance
• Working conditions
• Job specifications

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Job Identification

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 Job Summary
The job summary should summarize
the essence of the job, and include
only its major functions or activities.
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 Relationships
For a human resource manager, such a statement might say:

Reports to: Vice president of employee relations.

Supervises: Human resource clerk, test administrator, labor

relations director, and one secretary.
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Works with: All department managers and executive
management.

Outside the company: Employment agencies, executive

recruiting firms, union representatives, state and federal
employment offices, and various vendors.

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Responsibilities and Duties

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 Trends Shaping HR:
Digital and Social Media

Social Media helping to

democratize
4- HR

Let’s take a look…

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Writing Job Specifications
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The job specification takes the job
description and answers the question,
“What human traits and experience are
required to do this job effectively?” It shows
what kind of person to recruit and what
qualities you should test that person for.
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 Writing job specifications

• Trained vs. untrained

• Judgment 4-

• Statistical analysis
• Job Requirement
Matrix

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 Specifications for Trained
versus Untrained Personnel
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 Specifications Based on
Judgment
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• educated guesses
• review the job’s duties.
• Web-based job descriptions
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 Specifications Based on
Statistical Analysis
• Predictor – Criterion:
(1)analyze the job and decide how to measure job
performance;
(2)select personal traits like finger dexterity that you
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believe should predict performance;
(3)test candidates for these traits;
(4)measure these candidates’ subsequent job
performance; and
(5)statistically analyze the relationship between the
human trait (finger dexterity) and job performance.

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 The Job-Requirements Matrix
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is a more complete description of what the
worker does and how and why he or she does it;
it depends on the task statement that clarifies
each task’s purpose and each duty’s required
knowledge, skills, abilities, and other
characteristics
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