Job Analysis and the TalentManagement Process
Transcript of Job Analysis and the TalentManagement Process
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Job Analysis and the
TalentManagement Process
Chapter 4-1Copyright © 2013 Pearson Education
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Learning Objectives
1. Explain why talent management is
important.
2. Discuss the nature of job analysis,including what it is and how it’s used.
3. se at least three methods of collecting
job analysis information, includinginter!iews, "uestionnaires, and
obser!ation.
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Learning Objectives
#. $rite job descriptions, including
summaries and job functions, using
the %nternet and traditional methods.&. $rite a job specification.
'. Explain competency(based job
analysis, including what it means andhow it’s done in practice.
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Explain why talentmanagement is important
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The Talent Management
Process) $hat %s *alent +anagemento
*as-sooal(directed
oses the same /profile0
oegments and manages employeeso %ntegratescoordinates all talent
management functions
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!eview
) *hought of as
linear process
) Definition
) +anaging talent
effecti!ely
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"isc#ss the nat#re o$ job
analysis% incl#ding what it isand how it&s #sed
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The 'asics o$ Job Analysis) $or- acti!ities
) eha!iors
) +achines, tools, e"uipment, and wor-aids
) 4erformance standards
) 5ob context
) 6uman re"uirements
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(ses o$ Job Analysis
)n$ormation) 7ecruitment and selection
) EE8 compliance) 4erformance appraisal
) 9ompensation
) *raining
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*ond#cting a Job Analysis
1. 6ow will information be used
2. ac-ground information
3. 7epresentati!e positions
#. 9ollect and analy:e data
&. ;erify'. 5ob description and specification
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Job Analysis +#idelines
)
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!eview
) *he basics of job analysis
) ses of job analysis information) 9onducting a job analysis
) 5ob analysis guidelines
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(se at least three methods
o$ collecting job analysisin$ormation% incl#ding
interviews% ,#estionnaires%and observation
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*ollecting Job Analysis
)n$ormation) %nter!iews
) =uestionnaires
) 8bser!ation
) Diarylogs
) =uantitati!e techni"ues) %nternet(based
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*ollecting Job Analysis
)n$ormation - )nterviews) *he %nter!iewo
*ypical "uestionsotructured inter!iews
o4ros and cons
o %nter!iewing guidelines
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!eview) %nter!iews
) =uestionnaires
) 8bser!ation) Diarylogs
) =uantitati!e techni"ues
) %nternet(based
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.rite job descriptions%
incl#ding s#mmaries and job$#nctions% #sing the )nternet
and traditional methods
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.riting Job "escriptions) 5ob identification
) 5ob summary
) 7elationships) 7esponsibilities and dutieso wor-ingconditions
) 5ob specifications
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.rite a job speci$ication
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.riting Job /peci$ications
) *rained !s. untrained
) 5udgment) tatistical analysis
) *as- statements
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!eview
) 5ob descriptionso
%dentifying the job, summary,relationships
o7esponsibilities, duties, standards
) pecifications
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Explain competency0based
job analysis% what
it means% and how it&s
done
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Pro$iles in Talent
Management
) 9ompetencies and
competency(based job
analysis) 6ow to write competencies(
based job descriptions
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!eview
) 8bser!ation
) +easurement) Example ? wor- teams
)5ob profiles
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