CHAPTER FOUR

JOB ANALYSIS AND THE

TALENT MANAGEMENT
PROCESS
 1. The Basics of Job Analysis (Dessler)

2. Methods of Collecting Job Analysis Information (Dessler)

3. Contents of Job Analysis (Dessler)

4. Writing Job Descriptions and its contents (Dessler)

Contents 5. Job Specification and its contents (Dessler)

6. Difference between Job Description and Job Specification

7. Sample Job Description (M. A. Akkas)

8. Sample Job Specification (M. A. Akkas)

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1. The Basics of Job
Analysis

The procedure for

determining the duties and
skill requirements of a job
and the kind of person
who should be hired for it.
.
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 2. Methods of Collecting Job Analysis
Information

The Interview Questionnaires Observation

Quantitative Job
Analysis Techniques
Participant • Position Analysis Electronic Job
Diary/Logs Questionnaire Analysis Methods
• Department of Labor
Procedure 5
 Interviewing
Guidelines
• Establish rapport with the
interviewee
• Use a structured guide that lists
questions and provide space for
answers.
• Make sure that you don’t overlook
crucial but infrequently performed
activities.
• After completing the interview,
review the information with the
worker’s immediate supervisor and
with the interviewee.

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 3. Contents of Job Analysis
A list of job’s duties,
responsibilities, reporting
Job relationships, working
conditions, and
Descriptions supervisory
responsibilities-one
product of a job analysis
Job Analysis
A list of a job’s “human
requirements” that is,
Job the requisite education,
Specifications skills, personality, and
so on- another product
of a job analysis.
JOBS Available for the Post of

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4. 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
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4. Contents of Job Description (M. A. Akkas)
• Job title
• The duties to be done
• The main features of the job
• The authority and responsibilities of the jobholder
• Supervision
• Working conditions, salary and benefits
• Key success factors
• KPI’s
• Career pathways
• Type and nature of employment
• Job location
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5. JOB
SPECIFICATIONS

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5. Writing Job Specifications

Specifications Job
for Trained Specifications
based on Specifications
Versus Based on
Untrained Judgement
Statistical
Personnel Analysis

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5. Contents of Job
Specification (M. A. Akkas)
• Technical, organizational, communicative and
creative skills and abilities you expect from an
ideal candidate
• Specific qualifications/education required for
the role
• Level of experience required
• Kind of personality that would fit in the
organizational team
• Character traits required
• Any preferred achievement
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 This procedure has five steps:
1) Analyze the job and decide how to
measure job performance
THE AIM HERE IS TO DETERMINE 2) Select personal traits like finger dexterity
STATISTICALLY RELATIONSHIP BETWEEN that you believe should predict
1. SOME PREDICTOR performance
2. SOME INDICATOR 3) Test candidates for these traits
4) Measure those candidates’ job
performance
5) Statistically analyze the relationship
between the human trait and job
performance
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 6. DIFFERENCES BETWEEN JOB DESCRIPTION
AND JOB SPECIFICATION
Topic Job Description Job Specification
Content A job description usually lists out the job title, A job specification lists out the
location, job summary, working environment, qualifications, experience, training, skills,
duties to be performed on the job, etc. emotional attributes, mental capabilities of
an individual to perform the job.
Measures A job description measures the tasks and A job specification measures the capabilities
responsibilities attached to the job. that the job holder must possess to perform
the job.
Usefulness A job description offers ample information A job specification helps the candidates who
about the job which helps the management in are applying for a job to analyze whether
evaluating the job performance and defining they are eligible for a particular job or not.
the training needs of an employee.
Benefit A job description statement helps the A job specification statement helps the
organization to be clear about 'Who should do management to make decisions regarding
what'. promotion, bonuses, internal transfers, and
salary increases 17
THANK YOU

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