Chapter 4 Job Analysis and the Talent Management Process 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. 4. Explain how you would write a job description. 5. Explain how to write a job specification. 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. 7. Explain competency-based job analysis, including what it means and how it’s done in practice. 1
18
Embed
What is Organizational Behavior?site.iugaza.edu.ps/saross/files/2019/02/Ch-4-Job...Job redesign (job enlargement –job rotation –job enrichment) Step 4 Select representative positions.
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Chapter 4
Job Analysis and the Talent Management Process
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.
4. Explain how you would write a job description.
5. Explain how to write a job specification.
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.
7. Explain competency-based job analysis, including what it means and how it’s done in
practice.
1
The Talent Management Process
2
Talent Management
The goal-oriented and integrated process of planning, recruiting, developing,
managing, and compensating employees.
The Talent Management Process
Chapters 4 –13 represent the heart of the book
Specifically recruitment, selection, training, appraisal, career planning, and compensation.
Holistic, integrated, and results / goal oriented
The Talent Management Process
3
Talent Management Approach
1Start with results by making sure that all talent management decisions such as staffing, training,
and pay are goal-directed.
3
Use the same “competency profile” of required human skills, knowledge, and behaviors for
formulating a job’s recruitment plans as for selection, training, appraisal, and compensation
decisions for it.
2 Treat all talent management activities as interrelated and integrated in one process.
4 Take steps to actively coordinate / integrate talent management functions.
“What actions to take in order to produce the employee competencies needed to achieve
company’s goals?”
How?
The basics of Job Analysis
4
What is Job Analysis?
Job AnalysisThe procedure for determining the duties and skill requirements of a job and
the kind of person who should be hired for it.
Job DescriptionA list of a job’s duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities one product of a job analysis.
Job SpecificationA list of a job’s “human requirements,” that is, the requisite education,
skills, personality, and so on another product of a job analysis.
Input Process Output
Information Job AnalysisJob Description and Job
Specification
The basics of Job Analysis
5
What is Job Analysis?
What do we Analyze? Job (not employees).
What is Job? A set of closely related activities carried out for pay.
The basics of Job Analysis
6
Uses of Job Analysis Information?
1 Recruitment and Selection 2 EEO Compliance
3 Performance Appraisal 4 Compensation
5 Training 6 All HR functions
Job analysis is the basic requirement to apply all HR functions. “How?”
The basics of Job Analysis
7
Uses of Job Analysis Information?
Job Requirements Employee Qualifications
Balance
Qualified Employee
+Over Qualified Employee
+Under Qualified Employee
What are the consequences of each situation?
The basics of Job Analysis
8
Conducting a Job Analysis “The Procedure”
Step 1 Decide how you’ll use the information.
Step 2 Assign who is responsible for the process.
What is the purpose of job analysis?
“What are the choices?”Internal sources / External sourcesMix sources
Step 3 Review relevant background information. Organizational chart – Process chartWorkflow analysis – Business process
reengineering
Job redesign
(job enlargement – job rotation – job
enrichment)
Step 4 Select representative positions. How many?What are the basis of identifying positions
to be analyzed?
Step 5 Actually analyze the job. Identify data to be collectedIdentify data collection sourcesIdentify data collection tools / methods
The basics of Job Analysis
9
Conducting a Job Analysis “The Procedure”
Step 6 Verify the job analysis information.
Step 7 Develop a job description and job specification.
Why?
Step 8 Test the JD and JS Why?
Step 9 Acquire top management approval. Why?
How?
JD & JS Cards
How?
Types of Information to Collect
10
1 Work activities 2 Human behaviors
3Machines, tools, equipment, and work
aids4 Performance standards
5 Job context 6 Human requirements
Sources for Collecting Job Analysis
Information
11
1 The employee
2 The supervisor
3 What if it is a new job (no employees available)?
Employees with previous experience - other
organizations – the internet – outside
specialist / consultant … etc.
Methods for Collecting Job Analysis
Information
12
Job Analysis Guidelines
A joint effort - Clarity of questions and process – Use several job analysis tools
2 Questionnaires
1 The interview
4 Participants diary / log
3 Observation
Structured / UnstructuredIndividual / GroupPros and ConsInterviewing guidelines