4-14 Job Analysis and the Talent Management Process Human Resource Management 14 th Edition, Global...

4-1

4 Job Analysis and the Talent Management

ProcessHuman Resource Management 14th Edition, Global Edition

By Gary Dessler

Copyright © 2015 Pearson Education Ltd.

4-2

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.


4-3

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.


4-4

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 Taskso Goal-directedo Uses the same “profile”o Segments and manages employeeso Integrates/coordinates all talent management

functions


4-5

The usual process of talent management consists of the following steps:1.Decide what positions to fill2.Build a pool of job candidates3.Application forms4.Use selection tools 5.Make an offer6.Orient, train, and develop7.Appraise8.Reward and compensate


Talent Management Process

4-6

• Thought of as

linear process

• Definition

• Managing talent

effectively

Review


4-7

Discuss the process of job analysis, including

why it is important.


4-8

The Basics of Job Analysis

• Work activities• Behaviors• Machines, tools,

equipment, and work aids

• Performance standards

• Job context• Human

requirements


4-9

Uses of Job Analysis Information

• Recruitment and

selection

• EEO compliance

• Performance

appraisal

• Compensation

• TrainingCopyright © 2015 Pearson

Education Ltd.

4-10

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


4-12

Job Analysis Guidelines

• A joint effort• Clarity of questions

and process• Different job analysis

methods


4-13

• The basics of job analysis

• Uses of job analysis information

• Conducting a job analysis

• Job analysis guidelines

Review


4-14

Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation.


4-15

Methods for Collecting Job Analysis Information

• Interviews

• Questionnaires

• Observation

• Diary/logs

• Quantitative

techniques

• Internet-basedCopyright © 2015 Pearson

Education Ltd.

4-16

Collecting Job AnalysisInformation – Interviews

• The Interviewo Typical questionso Structured interviewso Pros and conso Interviewing guidelines


4-17

• Interviews

• Questionnaires

• Observation

• Diary/logs

• Quantitative

techniques

• Internet-based

Review


4-18

Explain how you would write a job description.


4-19

Writing Job Descriptions

• Job identification• Job summary• Relationships • Responsibilities and duties

o Authority• Performance standards &

working conditions• Job specifications


4-20

Explain how to write a job specification.


4-21

Write a job specification.


4-22

Writing job specifications

• Trained vs. untrained

• Judgment

• Statistical analysis

• Task statements


4-23

Review


4-24

Explain competency-based job analysis, including what it means

and how it’s done in practice.


4-25

Profiles in Talent Management

• Competencies and competency-based job analysis

• How to write competencies-based job descriptions


4-26

Review


4-14 Job Analysis and the Talent Management Process Human Resource Management 14 th Edition, Global...

Documents

Transcript of 4-14 Job Analysis and the Talent Management Process Human Resource Management 14 th Edition, Global...