job analysis and the talentmanagement process

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Job Analysis and the

TalentManagement Process

Chapter 4-1Copyright © 2013 Pearson Education

4


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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.

Copyright © 2013 Pearson Education Chapter 4-2


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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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