Human Resource Management Fifteenth Edition Chapter 4 Job

Learning Objectives (1 of 3) 4 -1. Define talent management and explain why it is important. 4 -2. Discuss the process of job analysis, including why it is important. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Learning Objectives (2 of 3) 4 -3. Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. 4 -4. Explain how you would write a job description. 4 -5. Explain how to write a job specification. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Learning Objectives (3 of 3) 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. 4 -7. Explain competency-based job analysis, including what it means and how it’s done in practice. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

I. Define talent management and explain why it is important. Copyright © 2017, 2015,

The Talent Management Process • Decide what positions to fill • Build a pool of job candidates • Obtain application forms • Use selection tools • Decide to whom to make an offer • Orient, train, and develop employees • Appraise employees • Compensate employees to maintain their motivation Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

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

The Basics of Job Analysis • Work activities • Human behaviors • Machines, tools, equipment, and work aids • Performance standards • Job context • Human requirements Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

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 should be hired for it. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Uses of Job Analysis Information • Recruitment and selection • EEO compliance • Performance appraisal • Compensation FIGURE 4 -2 Uses of Job Analysis Information • Training Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

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 © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Processes involved in Job Analysis • Workflow Analysis FIGURE 4 -3 Process Chart for Analyzing a Job’s Workflow Source: Henderson, Richard I. , Compensation Management in a Knowledge -Based World, 9 th Ed. , © 2003, p. 137. Reprinted and Electronically reproduced by permission of Pearson Education, Inc. , Upper Saddle River, New Jersey. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Other Processes involved in Job Analysis • Business Process Reengineering – Job Redesign – Job Enlargement – Job Rotation – Job Enrichment Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

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III. Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Methods for Collecting Job Analysis Information 1. Interviews 2. Quantitative “position analysis” questionnaire 3. Additional Things to keep in mind Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

The Interview 1. Typical Questions 2. Structure Interviews 3. Pros and Cons 4. Interviewing

Questionnaires Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Observations Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Participant Diary /Logs Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Quantitative Job Analysis Techniques 1. Position Analysis Questionnaire 2. Department of Labor (DOL) Procedure

Electronic Job Analysis Methods Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights

IV. Explain how you would write a job description. Copyright © 2017, 2015, 2013

Writing Job Descriptions (1 of 2) Copyright © 2017, 2015, 2013 Pearson Education, Inc.

Diversity Counts Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Writing Job Descriptions (2 of 2) • Job identification • Job summary • Responsibilities and duties • Authority of incumbent • Standards of performance • Working conditions • Job specifications Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Job Identification FIGURE 4 -7 Sample Job Description, Pearson Education Source: Reprinted and electronically reproduced by permission of Pearson Education, Inc. , Upper Saddle River, New Jersey. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Job Summary SUMMARY (Write a brief summary of job. ) The person in this position is responsible for selling college textbooks, software, and multimedia products to professors, via incoming and outgoing telephone calls, and to carry out selling strategies to meet sales goals in assigned territories of smaller colleges and universities. In addition, the individual in this position will be responsible for generating a designated amount of editorial leads and communicating to the publishing groups product feedback and market trends observed in the assigned territory. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Relationships Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Responsibilities and Duties (1 of 6) PRIMARY RESPONSIBILITIES (List in order of importance and list amount of time spent on task. ) Driving Sales (60%) • Achieve quantitative sales goal for assigned territory of smaller colleges and universities. • Determine sales priorities and strategies for territory and develop a plan for implementing those strategies. • Conduct 15– 20 professor interviews per day during the academic sales year that accomplishes those priorities. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Responsibilities and Duties (2 of 6) • Conduct product presentations (including texts, software, and Web site); effectively articulate author’s central vision of key titles; conduct sales interviews using the PSS model; conduct walk-through of books and technology. • Employ telephone selling techniques and strategies. • Sample products to appropriate faculty, making strategic use of assigned sampling budgets. • Close class test adoptions for first edition products. • Negotiate custom publishing and special packaging agreements within company guidelines. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Responsibilities and Duties (3 of 6) • Initiate and conduct in-person faculty presentations and selling trips as appropriate to maximize sales with the strategic use of travel budget. Also use internal resources to support the territory sales goals. • Plan and execute in-territory special selling events and book-fairs. • Develop and implement in-territory promotional campaigns and targeted email campaigns. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Responsibilities and Duties (4 of 6) Publishing (editorial/marketing) 25% • Report, track, and sign editorial projects. • Gather and communicate significant market feedback and information to publishing groups. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Responsibilities and Duties (5 of 6) Territory Management 15% • Track and report all pending and closed business in assigned database. • Maintain records of customer sales interviews and adoption situations in assigned database. • Manage operating budget strategically. • Submit territory itineraries, sales plans, and sales forecasts as assigned. • Provide superior customer service and maintain professional bookstore relations in assigned territory. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Responsibilities and Duties (6 of 6) Decision-Making Responsibilities for This Position: Determine the strategic use of assigned sampling budget to most effectively generate sales revenue to exceed sales goals. Determine the priority of customer and account contacts to achieve maximum sales potential. Determine where in-person presentations and special selling events would be most effective to generate the most sales. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

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Know Your Employment Law Writing Job Descriptions That Comply with the ADA Let’s take

Standards of Performance and Working Conditions Copyright © 2017, 2015, 2013 Pearson Education, Inc.

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Steps in using O*NET to write job descriptions Step 1. Review Your Plan Step 2. Develop an Organization Chart Step 3. Use a Job Analysis Questionnaire Step 4. Obtain Job Duties from O*NET Step 5. List the Job’s Human Requirements from O*NET Step 6. Finalize the Job Description. Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

V. Explain how to write a job specification. Copyright © 2017, 2015, 2013 Pearson

Writing Job Specifications (1 of 2) Copyright © 2017, 2015, 2013 Pearson Education, Inc.

Writing Job Specifications (2 of 2) • Trained vs. untrained • Judgment • Statistical

Specifications for Trained versus Untrained Personnel Copyright © 2017, 2015, 2013 Pearson Education, Inc.

Specifications Based on Judgment Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights

Specifications Based on Statistical Analysis • Predictor • Criterion • Five Step Procedure Copyright

The Job-Requirements Matrix Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

VI. 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 Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved

Employee Engagement Guide for Managers Copyright © 2017, 2015, 2013 Pearson Education, Inc. All

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

Using Competencies Models FIGURE 4 -10 HR Manager Competency Model Copyright © 2017, 2015,

Improving Performance: The Strategic Context Daimler Alabama Example Let’s talk about it… Copyright ©

How to Write Competencies Statements 1. Name and brief description 2. Description of the observable behaviors 3. Proficiency Level Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved