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Job Analysis

Presented by

Manorama Bara()
Shovan Dash
Shubra Panda()
Shobhagini Harichandan()
Sabyasachi Routh(38)
• Term coined by David Watkins of
• Define:
– Refers to the process of developing and
integrating new workers, developing and
retaining current workers, and attracting
highly skilled workers to work for your
• Need for Talent Management?
– Increasingly more competitive b/w firms
– Is of very strategic importance
– Lead to “the war for talent”
• Talent management is also known:
– HCM (Human Capital Management)
– HRIS (HR Information Systems)
– HRMS (HR Management Systems), and
HR Modules
• Emerged in 1990s • Companies’ present
• Initially practiced to scenario:
solve employee – Sourcing, attracting and
retention problem recruiting qualified
candidates with
• Companies spend very competitive
little time retaining & backgrounds
developing talent – Managing and defining
• What should be done? competitive salaries
– Training and
– Must be worked into the development
business strategy & opportunities
implemented in daily
processes – Performance
management processes
– Employee retention is
not to be left to HR – Retention programs
dept. alone – practiced – Promotion and
at all levels transitioning
• How they source, attract, select, train, develop,
retain, promote, and move employees through
the organization?
• Research done on the value of such systems
implemented within companies consistently
uncovers benefits in these critical economic
– Revenue
– Customer satisfaction
– Quality
– Productivity
– Cost
– Cycle time
– Market capitalization
• TM – What it means to Organizations:
– Management of “the talented”
– How talent is managed generally ?
• From talent management standpoint,
employee evaluations concern two major
areas of measurement:
– Performance
– Potential
• The major aspects of talent management
practiced within an organization must
consistently include:
– Performance management
– Leadership development
– Workforce planning/identifying talent gaps
– Recruiting
• It is an employee training and development
strategy that is set in place within an
• It is most beneficial for companies where the
most productive employees can pick and
choose the projects and assignments that are
most ideal for the specific employee
• An ideal setting - productivity is employee
centric and tasks are described as “judgment-
based work,” for example, in a law firm
• Why a Talent Marketplace?
– To harness and link individuals’ particular skills with
the task at hand
– Examples: American Express and IBM
• Current economic conditions, many
companies have felt the need to cut
• Ideal environment to execute a
talent management system as a means
of optimizing the performance of each
employee and the organization
• The concept of human capital
management has just begun to
• Only 5 percent of organizations have a
clear talent management strategy and
operational programs in place today
Job analysis: key stone of
HR planing
• The aim is to have the best people working in
the proper jobs at the right time
• Future employee needs are forecasted
accurately, based on annual employee
turnover and expected and expected
strategic decisions
– KSAs for the jobs should be known to make the fore
casts accurate
• Job analysis provides this information by
producing job description
Job analysis approaches and
• The sources of information about the job
must be identified
• Type of job information must be identified
• The methods of collecting the job data
must be determined
• Standardized techniques to do the job
analysis must be used.
• The out come of job analysis is job
description and KSA for all jobs
Summary report for
• Tasks
• Prepare and Deliver the lectures
• Evaluate and grade the student
• Prepare course material
• Maintain course material
• Discussions
• Advice and assist
• Session plan
• Keep abreast development
• Shows the right direction
Summary report for
• Knowledge
• Education and training
• English language
• Computer and electronics
• Economics and accounting
• Computers and electronics
• Computer and personal services
• Administration and management
• Mathematics
• Psychology
• Clerical
• Communication and media
Summary report for
• Skills
• Instructing: teaching others how to perform
• Reading comprehension: understanding written sentences and
• Speaking: to convey information effectively
• Critical thinking: logical way of identifying the strenght and weakness
of the problem
• Active learning: understanding of the implication of new information
• Active listening: listening carefully to other’s saying, understanding it
and asking questions
• Learning strategies: selecting and using training methods appropriate
for the learning things
• Writing: effective communication
• Time management: managing own time and others time
• Monitoring:assesing performance of self,other individual
Summary report for
• Abilities
• Oral expression
• Written comprehension
• Oral comprehension
• Written expression
• Speech Clarity
• Deductive reasoning
• Inductive reasoning
• Near vision
• Problem sensitivity
• Information ordering
Summary report for
• Work activities
• Training and teaching others
• Updating and using relevant knowledge
• Interpreting the meaning of information for
• Interacting with computers
• Getting information
• Thinking creatively
• Coaching and developing others
• Analyzing data or information
• Establishing and maintain interpersonal
• Communicating with supervisor
HRIS Application
• Job analysis and job description can
be accomplished through online
• The result can be obtained through
statistical analyze.
• It should be the part of HRM
• The web portals are using for job
description remain and accurately.
• Easy to generate the copy of current
job description.
• Review and accuracy can easily done
• Changes can done through the web
• With accurate and timely job
decription ,HRP is now possiable.