Chap 4

Human Resource Management
Sixteenth Edition, Global Edition Learning Objectives (1 of 2)

4.1 Define talent management and explain what talent
management-oriented managers do.
Chapter 4 4.2 Discuss the process of job analysis, including why it is
important.
Job Analysis and the Talent 4.3 Explain and use at least three methods of collecting job
Management Process
analysis information.
Copyright © 2020 Pearson Education Ltd. All Rights Reserved Copyright © 2020 Pearson Education Ltd. All Rights Reserved
Learning Objectives (2 of 2)
4.4 Explain how you would write a job description, and what
sources you would use.
Learning Objective 4.1: Define Talent
4.5 Explain how to write a job specification.
Management, and Explain What Talent
4.6 Give examples of competency-based job analysis.
Management-Oriented Managers Do
Steps in the Talent Management Process Talent Management Software
• Decide what positions to fill • Help ensure talent management activities are aimed in a
coordinated way to achieve the company’s HR goals.
• 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
What Is Job Analysis?

• Job Analysis – is the procedure through which you
determine the duties and skill requirements of a job and
Learning Objective 4.2: Discuss the the kind of person who should be hired for it.
Process of Job Analysis, Including Why
It Is Important
The Basics of Job Analysis Uses of Job Analysis Information
• Work activities • Recruitment and Figure 4-2 Uses of Job Analysis
selection Information
• Human behaviors
• EEO compliance
• Machines, tools, equipment, and work aids
• Performance appraisal
• Performance standards
• Compensation
• Job context
• Training
• Human requirements
Conducting a Job Analysis Processes Involved in Job Analysis

1. Identify how will information be used • Workflow Analysis
2. Review relevant background information Figure 4-3 Process Chart for Analyzing a Job’s Workflow
3. Select representative positions

4. Collect and analyze data
5. Verify
6. Develop job description and job specification
Source: Henderson, Richard I., Compensation Management in a Knowledge -Based

World, 9th Ed., © 2003, p 137. Reprinted and Electronically reproduced by permission of
age
Pearson Education, Inc., Upper Saddle River, New Jersey.

Other Processes Involved in Job Improving Performance: HR as a Profit
Analysis Center
• Business Process Reengineering
– Job Redesign
– Job Enlargement Boosting Productivity Through Work Redesign
– Job Rotation
– Job Enrichment Let’s talk about it…
Collecting Job Analysis Information

• Things to keep in mind
– A joint effort
Learning Objective 4.3: Explain and Use – Clear questions and process
at Least Three Methods of Collecting Job – Several methods
Analysis Information
The Interview Questionnaires
1. Typical Questions • Structured checklists
2. Structure Interviews • “Describe the major duties”
3. Pros and Cons • Pros and cons
4. Interviewing Guidelines
Observations Participant Diary/Logs

• Useful with observable physical activities • Record of an activity
• Not appropriate when the job entails a lot of mental activity • Pocket dictating machines
• Reactivity
Quantitative Job Analysis Techniques Online Job Analysis Methods
1. Position Analysis Questionnaire • Standardized job analysis questionnaires
2. Department of Labor (DOL) Procedure • Geographically disbursed employees
Job Description Sections

• Job identification
Learning Objective 4.4: Explain How • Job summary
You Would Write a Job Description, • Responsibilities and duties

and What Sources You Would Use • Authority of incumbent
• Standards of performance
• Working conditions
• Job specifications
Job Identification Job Summary
Figure 4-7 Sample Job Description, Pearson Education Summary (Write a brief summary of job.)
Job Title: Telesales Respresentative Job Code: 100001
The person in this position is responsible for selling college
Recommended Salary Grade: Exempt/NonExempt Status: Nonexempt
textbooks, software, and multimedia products to professors,
Job Family: Sales EEOC: Sales Workers
Division: Higher Education Reports To: District Sales Manager
via incoming and outgoing telephone calls, and to carry out
Department: In-House Sales Location: Boston
selling strategies to meet sales goals in assigned territories
Blank Date: April 2013
of smaller colleges and universities. In addition, the
individual in this position will be responsible for generating a
Source: Reprinted and electronically reproduced by permission of Pearson Education, Inc.,
Upper Saddle River, New Jersey. designated amount of editorial leads and communicating to
the publishing groups product feedback and market trends
observed in the assigned territory.
Relationships Responsibilities and Duties (1 of 6)

• Inside and outside the organization Primary Responsibilities (List in order of importance and
– Reports to list amount of time spent on task.)
– Supervises Driving Sales (60%)
– Works with • Achieve quantitative sales goal for assigned territory of
– Outside the company 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.
Responsibilities and Duties (2 of 6) Responsibilities and Duties (3 of 6)
• Conduct product presentations (including texts, software, • Initiate and conduct in-person faculty presentations and
and Web site); effectively articulate author’s central vision selling trips as appropriate to maximize sales with the
of key titles; conduct sales interviews using the PSS strategic use of travel budget. Also use internal resources
model; conduct walk-through of books and technology. to support the territory sales goals.
• Employ telephone selling techniques and strategies. • Plan and execute in-territory special selling events and
book-fairs.
• Sample products to appropriate faculty, making strategic
use of assigned sampling budgets. • Develop and implement in-territory promotional campaigns
and targeted email campaigns.
• Close class test adoptions for first edition products.
• Negotiate custom publishing and special packaging
agreements within company guidelines.
Responsibilities and Duties (4 of 6) Responsibilities and Duties (5 of 6)

Publishing (editorial/marketing) 25% Territory Management 15%
• Report, track, and sign editorial projects. • Track and report all pending and closed business in
assigned database.
• Gather and communicate significant market feedback and
information to publishing groups. • 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.
Trends Shaping HR: Digital and Social
Responsibilities and Duties (6 of 6) Media
Decision-Making Responsibilities for This Position:
Determine the strategic use of assigned sampling budget to
Social Media helping to democratize HR
most effectively generate sales revenue to exceed sales
goals.
Let’s take a look…
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.
Standards of Performance and Working

Know Your Employment Law Conditions
• Lists the standards the company expects the employee to
achieve for each of the job description’s main duties and
Writing Job Descriptions That Comply with the ADA responsibilities.
Let’s take a look…
Improving Performance: HR Tools for Steps in Using O*NET to Write Job
Line Managers and Small Businesses Descriptions
Step 1. Review Your Plan
Step 2. Develop an Organization Chart
Using O*NET
Step 3. Use a Job Analysis Questionnaire
Step 4. Obtain Job Duties from O*NET
Let’s talk about it…
Step 5. List the Job’s Human Requirements from O*NET
Step 6. Finalize the Job Description
Writing Job Specifications

• “What human traits and experience are required to do this
job effectively?”
• Shows what kind of person to recruit and what qualities
Learning Objective 4.5: Explain you should test that person for
How to Write a Job Specification
Specifications for Trained Versus
Untrained Personnel Specifications Based on Judgment
• Trained/experienced people • Educated guesses
– Length of service • “What does it take in terms of education, intelligence,
– Quality of relevant training training, and the like to do this job well?”
– Previous job performance • Use common sense
• Untrained people
– Specify qualities
Job Specifications Based on Statistical

Analysis The Job-Requirements Matrix
• Predictor • A more complete description of what the worker does and
how and why he or she does it; it clarifies each task’s
• Criterion
purpose and each duty’s required knowledge, skills,
• Five Step Procedure abilities, and other characteristics.
Employee Engagement Guide for
Managers
• Development Dimensions International conducted study
– identified several personal characteristics that seemed
to predict the likelihood someone would be engaged
Learning Objective 4.6: Give Examples
of Competency-Based Job Analysis
Improving Performance: The Strategic

Competencies Models Context
Figure 4-10 HR Manager Competency Model
Daimler Alabama Example
Let’s talk about it…
How to Write Competencies Statements Chapter 4 Review
1. Name and brief description
2. Description of the observable behaviors What you should now know….
3. Proficiency Level

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Human Resource Management

Sixteenth Edition, Global Edition Learning Objectives (1 of 2)

What Is Job Analysis?

Conducting a Job Analysis Processes Involved in Job Analysis

3. Select representative positions

Source: Henderson, Richard I., Compensation Management in a Knowledge -Based

Pearson Education, Inc., Upper Saddle River, New Jersey.

Collecting Job Analysis Information

Observations Participant Diary/Logs

Job Description Sections

Learning Objective 4.4: Explain How • Job summary

You Would Write a Job Description, • Responsibilities and duties

Relationships Responsibilities and Duties (1 of 6)

Responsibilities and Duties (4 of 6) Responsibilities and Duties (5 of 6)

Standards of Performance and Working

Let’s take a look…

Writing Job Specifications

Job Specifications Based on Statistical

Improving Performance: The Strategic

Daimler Alabama Example

Let’s talk about it…

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