4 Job Analysis and the Talent Management Process

Learning Objectives 1. Define talent management and explain why it is important. 2. Discuss the process of job analysis, including why it is 4 -important. 3. Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Copyright © 2015 Pearson Education, Inc. 4 -2

Learning Objectives 4. Explain how you would write a job description. 5. Explain how to write a job specification. 46. Explain competency-based job analysis, including what it means and how it’s done in practice. Copyright © 2015 Pearson Education, Inc. 4 -3

Define talent management and explain why it is important. 4 - Copyright © 2015

The Talent Management Process • What Is Talent Management? o Tasks o Goal-directed 4 o Uses the same “profile” o Segments and manages employees o Integrates/coordinates all talent management functions Copyright © 2015 Pearson Education, Inc. 4 -5

Review • Thought of as linear process • Definition 4 - • Managing talent

Discuss the process of job analysis, including 4 why it is important. Copyright ©

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

Uses of Job Analysis Information • Recruitment and selection • EEO compliance 4 -

Conducting a Job Analysis 1. How will information be used? 2. Background information 3. Representative 4 -positions 4. Collect and analyze data 5. Verify 6. Job description and specification Copyright © 2015 Pearson Education, Inc. 4 -10

IMPROVING PEFORMANCE: HR as a Profit Center • Boosting Productivity Through Work Redesign o Workflow analysis prompted 4 several performance-boosting redesigns o Firm reduced from four to one the number of people opening mail Copyright © 2015 Pearson Education, Inc. 4 -11

Job Analysis Guidelines • A joint effort • Clarity of questions 4 and process

Review • The basics of job analysis • Uses of job analysis information 4

Explain how to use at least three methods of collecting job analysis 4 information,

Methods for Collecting Job Analysis Information • Interviews • Questionnaires • Observation 4 -

Collecting Job Analysis Information – Interviews • The Interview o Typical questions o Structured

Review • Interviews • Questionnaires • Observation • Diary/logs 4 - • Quantitative techniques

Explain how you would write a job 4 description. Copyright © 2015 Pearson Education,

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

IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs • O*NET o The U. S. Department of Labor’s online 4 occupational information network o O*NET lists the specific duties associated with numerous occupations Copyright © 2015 Pearson Education, Inc. 4 -20

Review • Job descriptions o Identifying the job, 4 - summary, relationships o Responsibilities,

Explain how to write a 4 job specification. Copyright © 2015 Pearson Education, Inc.

Write a job specification. 4 - Copyright © 2015 Pearson Education, Inc. 4 -23

Writing job specifications • Trained vs. untrained • Judgment 4 - • Statistical analysis

Review 4 - Copyright © 2015 Pearson Education, Inc. 4 -25

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

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

IMPROVING PERFORMANCE: HR Practices Around the Globe • Daimler Alabama emphasizes o Just-in-time inventory o Work teams 4 - o Continuous improvement • Stressing competencies rather than duties Copyright © 2015 Pearson Education, Inc. 4 -28

Review 4 - Copyright © 2015 Pearson Education, Inc. 4 -29

Translating Strategy into HR Policies & Practices: Improving Performance at the Hotel Paris • Based on the hotel’s stated strategy, list at least four more important employee behaviors important 4 -for the Hotel Paris’s staff to exhibit. • If time permits, spend some time prior to class observing the front-desk clerk at a local hotel. In any case, create a job description for a Hotel Paris front-desk clerk. Copyright © 2015 Pearson Education, Inc. 4 -30