Chap 3 - Job Analysis and Talent Management

Fundamentals of Human Resource
Management
Fifth Edition
Chapter 3
Job Analysis and
Talent
Management
702068-Human resource management

Copyright © 2019, 2016, 2014 Pearson Education, Inc. All Rights Reserved
Learning Objectives (1 of 2)
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 observations.

Learning Objectives (2 of 2)
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 how to write competency-based models.

Define talent management and explain
why it is important

The Talent Management Process (1 of 2)
1. Decide what positions to fill, through job analysis,
personnel planning, and forecasting.
2. Build a pool of job applicants by recruiting internal or
external candidates.
3. Obtain application forms and have initial screening
interviews.
4. Use selection tools like tests, interviews, background
checks, and physical exams to identify viable
candidates.

The Talent Management Process (2 of 2)
5. Decide on whom to make the offer.
6. Orient, train, and develop employees so they have the
competencies to do their jobs.
7. Appraise and assess employees and then compensate
them to maintain their motivation.
8. Compensate employees to maintain their motivation.

The Basics of Job Analysis
• Organizational Chart
• Job Analysis
• Job Descriptions
• Job Specifications

Uses of Job Analysis Information

Steps in Job Analysis
1. Identify the use of the information and how to
collect it
2. Review relevant background information about
the job
3. Select a sample of positions to focus on
4. Analyze the job
5. Verify information with worker and supervisors
6. Develop a job description and job specification
Workflow Analysis

Business Process Reengineering (1 of 2)
Business Process Reengineering
1. Identify a business process to be redesigned
2. Measure the performance of the existing processes
3. Identify opportunities to improve these processes
4. Redesign and implement a new way of doing the
work
5. Assign ownership of sets of formerly separate tasks
to an individual or a team who use computers to
support the new arrangement
Business Process Reengineering (2 of 2)
Job Redesign
• Job Enlargement
• Job Rotation
• Job Enrichment

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

Interviewing (1 of 2)
The Interview (typical questions asked)
• What is the job being performed?
• What exactly are the major duties of your position?
• What physical locations do you work in?
• What are the education, experience, skill, and (where
applicable) certification and licensing requirements?
• What are the job’s responsibilities and duties?

Interviewing (2 of 2)
The Interview (typical questions asked)
• What are the basic accountabilities or performance
standards that typify your work?
• What are your responsibilities?
• What are the environmental and working conditions
involved?
• What are the job’s physical demands? The emotional and
mental demands?
• Are you exposed to any hazards or unusual working
conditions? 702068-Human resource management
Methods for Collecting Job Analysis
Information
• Questionnaires
• Observation
• Participant Diary/Logs
• Quantitative Job Analysis Techniques
• Electronic Job Analysis Methods

Position Analysis Questionnaire (PAQ)

Writing Job Descriptions
1. Job Identification
2. Job Summary
3. Responsibilities and Duties
4. Authority of Incumbent
5. Standards of Performance
6. Working Conditions
7. Job Specification
Sample Job Description

Knowing the Employment Law
• ADA Considerations
• Reasonable Accommodations
• Standards of Performance and Working Conditions

Writing Job Specifications
• Specifications for Trained vs. Untrained Personnel
• Specifications Based on Judgment
• Job Specifications Based on Statistical Analysis
• The Job Requirement Matrix
• Task Statement

Employee Engagement Guide
• Employee engagement
• Job specifications and employee engagement
• The employee engagement manager’s job
description

Using Competencies Models

Example Competency Model

How to Write Competencies Statements
• Open-ended questions
• Statement: “In order to perform this job
competently, the employee should be able to…”
• Three elements:
– Name and brief description
– Observable behaviors
– Proficiency levels

Summary
1. The talent management process
2. The basics of job analysis
3. The various methods for collecting job analysis
information
4. Writing job descriptions
5. Writing job specifications
6. Human traits and behaviors that predict employee
engagement
7. Competency-based job analysis
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