CHAPTER 4 RECRUITMENT, PLACEMENT AND TALENT MANAGEMENT:JOB ANALYSIS AND THE TALENT

MANAGEMENT PROCESS

The human resource management process really begins with deciding what the job entails. The
main purpose of job analysis and the talent management process is to show us on how to analyze a job
and write job descriptions. Talent management is goal-oriented and integrated process of planning,
recruiting, developing, managing, and compensating employees. When a manager takes a talent
management perspective, he or she: 1) understands that the talent management tasks (such as
recruiting, training, and paying employees) are parts of a single interrelated talent management process.
For example, having employees with the right skills depends as much on recruiting, training, and
compensation as it does on applicant testing; and, 2) Makes sure talent management decisions such as
staffing, training, and pay are goal-directed. Managers should always be asking: What recruiting, testing,
or other actions should I take to produce the employee competencies we need to achieve our strategic
goals?

Talent management begins with understanding what jobs need to be filled, and the human traits
and competencies employees need to do those jobs effectively. Job analysis is the procedure through
which you determine the duties of the positions and the characteristics of the people to hire for them.
Job analysis produces information for writing job descriptions (a list of what the job entails) and job (or
person ) specifications (what kind of people to hire for the job). Virtually every personnel related action
you take interviewing applicants, and training and appraising employees, for instance depends on
knowing what the job entails and what human traits one needs to do the job well.

Ideally, an employer computerized recruitment system should include several elements: a

requisition management system, which facilitates requisition, routing, approval, and posting of job
openings; a recruiting solution, including job advertisement, recruitment marketing, applicant tracking,
and online recruitment vendor management, to increase and improve applicant pool quality; screening
services, such as skills and behavioral assessment services; and hiring management software to capture
and manage candidate information. Talent management profiles can play an important role in employee
selection. Managers can use a job s profile to formulate job-related situational, behavioral, and
knowledge interview questions when selecting someone for a job or set of roles. Without enough
candidates, employers cannot effectively screen the candidates or hire the best.