Job Analysis and Talent Management

Lecture 03
Job Analysis and

Talent
Management
702068-Human resource management

Copyright © 2019, 2016, 2014 Pearson Education, Inc. All Rights Reserved
Learning Objectives
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 three methods of collecting job analysis
information including interviews, questionnaires, and
observations.
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 competency-based job
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management Page 2
1. The Talent Management Process
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Talent Management
Talent management is the goal-oriented and integrated

process of planning, recruiting, developing, managing,
and compensating employees.

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. people who have applied for open positions with an
organization.
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 employees to assess how they are
doing
8. Compensate employees to maintain their
motivation.

Talent Management System
 Is used to coordinate their talent-related activities.
 Includes applicant tracking, onboarding,

performance management, learning and
development and compensation support.

2. The Basic of Job Analysis

What is Job Analysis?
Job analysis produces informa
tion 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).
The procedure for determining the duties and skill

requirements of a job and the kind of person who
should be hired for it.

Basic of Job Analysis
• Organizational Chart
• Job Descriptions - a job’s duties, responsibilities,

reporting relationships, working conditions,
performance standard, supervisory responsibilities..
Ban tieu chuân thc hin cong vic là mt trong nhng kt qu thu c t vic phân tích công vic ca t chc.
• Job Specifications – “human requirements,”

education, skills, personality, behaviors ….
Uses of Job Analysis Information
Training
Personal Dev
Pay for position
Career path
Pay for person
Pay for performance
Steps in doing Job Analysis
1. Decide how you will use the information

2. Review relevant background information about
the job (Org charts and Process charts)
3. Select representative positions
4. Analyze the job
5. Verify Job analysis information with worker
performing and his immediate supervisor
6. Develop a job description and job specification

* Review relevant background info about the job
• Organization chart, Process chart and Workflow

analysis
• Business Process Reengineering tái ctáicuc tcu
chc
t chc
• Job Redesign

Process Chart

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

Job Redesign
• Job Enlargement: assigning workers additional same-

level activities
• Job Rotation: moving workers from one job to another
• Job Enrichment

3. Methods for Collecting
Job Analysis Information

Job Analysis Collecting Methods
1. Interview
2. Questionnaire
3. Observation
And others…
JA is a joint effort by a human resources

practitioner, the worker, and the worker’s
supervisor

Observation
• Observe and take note

• Useful for physical activities, repetitive jobs
• Limitation for mental activities, capturing
occasional important activities
• Should use observation and other methods to
clarify open points (interview, diary/logs)

Questionnaires
• Open-ended or Structured checklists.

• Quick and efficient
• Time consuming to develop and test
questionnaires
• Combined with other methods is a common

Interview
• Individual, group interview

• Range from unstructured to highly structured
• Must get supervisor involved
• Follow Interview guidelines (build rapport, used
structure guide/questionnaires …)
• Combined with other methods is a common

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?
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?
Participant Diary/Log
Daily listings made by workers of every activity in

which they engage along with the time each activity
takes

Others methods …
• Quantitative Job Analysis
Techniques (PQA)
• Electronic Job Analysis
Methods

4. Writing Job Descriptions

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

Sample Job Description

5. Writing Job Specification

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

6. Human Traits and Behaviors for
Engaged employees

Employee Engagement Guide
• Traits - adaptability, passion for work, emotional

maturity, positive disposition, self-advocacy, and
achievement orientation
• Track records – predict future behaviors thru past
behaviors

7. Using Competencies Models

Competencies based Job Analysis
Competency-based job analysis means describing

the job in terms of measurable, observable,
behavioral competencies (such as specific skills)
that an employee doing the job must exhibit to do
the job well

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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Lecture 03

Job Analysis and

702068-Human resource management

702068-Human resource management Page 3

Talent management is the goal-oriented and integrated

702068-Human resource management Page 4

1. Decide what positions to fill, through job

3. Obtain application forms and have initial

702068-Human resource management Page 5

5. Decide on whom to make the offer.

702068-Human resource management Page 6

 Is used to coordinate their talent-related activities.

 Includes applicant tracking, onboarding,

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702068-Human resource management Page 8

The procedure for determining the duties and skill

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• Job Descriptions - a job’s duties, responsibilities,

• Job Specifications – “human requirements,”

1. Decide how you will use the information

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• Organization chart, Process chart and Workflow

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• Job Enlargement: assigning workers additional same-

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JA is a joint effort by a human resources

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• Observe and take note

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• Open-ended or Structured checklists.

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• Individual, group interview

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Daily listings made by workers of every activity in

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• Specifications for Trained vs. Untrained Personnel

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• Traits - adaptability, passion for work, emotional

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Competency-based job analysis means describing

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1. The talent management process

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