4 Job Analysis and the Talent Management Process

4 Job Analysis and the Talent Management Process Human Resource Management 14 th Edition, Global Edition By Gary Dessler Copyright © 2015 Pearson Education Ltd. 4 -1

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. 4 -2

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 it’s done in practice. Copyright © 2015 Pearson Education Ltd. 4 -3

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 Copyright © 2015 Pearson Education Ltd. 4 -4

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 Copyright © 2015 Pearson Education Ltd. 4 -5

Review • Thought of as linear process • Definition • Managing talent effectively Copyright © 2015 Pearson Education Ltd. 4 -6

Discuss the process of job analysis, including why it is important. Copyright © 2015 Pearson Education Ltd. 4 -7

The Basics of Job Analysis • Work activities • Behaviors • Machines, tools, equipment, and work aids • Performance standards • Job context • Human requirements Copyright © 2015 Pearson Education Ltd. 4 -8

Uses of Job Analysis Information • Recruitment and selection • EEO compliance • Performance appraisal • Compensation • Training Copyright © 2015 Pearson Education Ltd. 4 -9

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 Copyright © 2015 Pearson Education Ltd. 4 -10

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Job Analysis Guidelines • A joint effort • Clarity of questions and process • Different job analysis methods Copyright © 2015 Pearson Education Ltd. 4 -12

Review • The basics of job analysis • Uses of job analysis information • Conducting a job analysis • Job analysis guidelines Copyright © 2015 Pearson Education Ltd. 4 -13

Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Copyright © 2015 Pearson Education Ltd. 4 -14

Methods for Collecting Job Analysis Information • Interviews • Questionnaires • Observation • Diary/logs • Quantitative techniques • Internet-based Copyright © 2015 Pearson Education Ltd. 4 -15

Collecting Job Analysis Information – Interviews • The Interview o Typical questions o Structured interviews o Pros and cons o Interviewing guidelines Copyright © 2015 Pearson Education Ltd. 4 -16

Review • Interviews • Questionnaires • Observation • Diary/logs • Quantitative techniques • Internet-based Copyright © 2015 Pearson Education Ltd. 4 -17

Explain how you would write a job description. Copyright © 2015 Pearson Education Ltd. 4 -18

Writing Job Descriptions • • Job identification Job summary Relationships Responsibilities and duties o Authority • Performance standards & working conditions • Job specifications Copyright © 2015 Pearson Education Ltd. 4 -19

Explain how to write a job specification. Copyright © 2015 Pearson Education Ltd. 4 -20

Write a job specification. Copyright © 2015 Pearson Education Ltd. 4 -21

Writing job specifications • Trained vs. untrained • Judgment • Statistical analysis • Task statements Copyright © 2015 Pearson Education Ltd. 4 -22

Review Copyright © 2015 Pearson Education Ltd. 4 -23

Explain competency-based job analysis, including what it means and how it’s done in practice. Copyright © 2015 Pearson Education Ltd. 4 -24

Profiles in Talent Management • Competencies and competency-based job analysis • How to write competenciesbased job descriptions Copyright © 2015 Pearson Education Ltd. 4 -25

Review Copyright © 2015 Pearson Education Ltd. 4 -26