4 Job Analysis and the

Talent Management
Process

4-

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 Learning Objectives

4-1. Define talent management and explain

why it is important.

4-2. Discuss the process

4- of job analysis,
including why it is important.

4-3. Explain how to use at least three

methods of collecting job analysis
information, including interviews,
questionnaires, and observation.
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 Learning Objectives

4-4. Explain how you would write a

job description.
4-5. Explain how to write
4- a job
specification.
4-6. 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.

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 Learning Objectives

4-7. Explain competency-based job analysis,

including what it means and how it’s done
in practice.
4-

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 I.
Define talent management
and explain4-
why it is
important.

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 The Talent Management
Process

o Decide what positions to fill

o Build a pool of job candidates
o Obtain application forms
4-
o Use selection tools
o Decide to whom to make an offer
o Orient, train, and develop employees
o Appraise employees
o Compensate employees to maintain their
motivation
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Improving Performance Through HRIS:
Talent Management Software

Talent Management Suite

4-
Let’s take a look..

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 II.
Discuss the process of job
analysis, including
4- why it
is important.

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 The Basics of Job Analysis

• Work activities
• Human behaviors
• Machines, tools, equipment,
and work aids
4-
• Performance standards
• Job context
• Human requirements

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 What Is Job Analysis?

• Job Analysis – is the procedure through

which you determine the duties and skill
requirements of a job and the kind of
person who should4-be hired for it.

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 Uses of Job Analysis
Information
• Recruitment and
selection

• EEO compliance
4-

• Performance
appraisal

• Compensation

• Training
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 Conducting a Job
Analysis
1. How will information be used?
2. Background information
3. Representative 4-positions
4. Collect and analyze data
5. Verify
6. Job description and specification

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 Processes involved in
Job Analysis

• Workflow
Analysis 4-

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 Other Processes involved
in Job Analysis

• Business Process Reengineering

• Job Redesign
4-
• Job Enlargement
• Job Rotation
• Job Enrichment

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Improving Performance:
HR as a Profit Center

Boosting Productivity
Through Work
4- Redesign

Let’s talk about it…

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 III.
Explain how to use at least three
methods of collecting job
analysis information,
4-
including
interviews, questionnaires, and
observation.

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 Methods for Collecting Job
Analysis Information

1. Interviews
2. Quantitative
4-
“position analysis”
questionnaire
3. Additional Things to
keep in mind

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 The Interview

1. Typical Questions
2. Structure Interviews
3. Pros and Cons 4-
4. Interviewing Guidelines

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Questionnaires

4-

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Observations

4-

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Participant Diary /Logs

4-

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 Quantitative Job Analysis
Techniques

1. Position Analysis4- Questionnaire

2. Department of Labor (DOL) Procedure

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Electronic Job Analysis
Methods

4-

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 IV.
Explain how you would
write a job4-description.

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Writing Job Descriptions

4-

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Diversity Counts

4-

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 Writing Job Descriptions

• Job identification
• Job summary
• Responsibilities and duties
• Authority of incumbent
4-
• Standards of performance
• Working conditions
• Job specifications

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Job Identification

4-

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Job Summary

4-

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Relationships

4-

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Responsibilities and Duties

4-

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 Trends Shaping HR:
Digital and Social Media

Social Media helping to

democratize
4- HR

Let’s take a look…

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Know Your Employment Law

Writing Job Descriptions

That Comply with the ADA
4-
Let’s take a look…

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Standards of Performance and
Working Conditions

4-

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Improving Performance: HR Tools for Line
Managers and Small Businesses

Using O*NET
4-
Let’s talk about it…

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 Steps in using O*NET to
write job descriptions
Step 1. Review Your Plan
Step 2. Develop an Organization Chart
Step 3. Use a Job Analysis Questionnaire
4-
Step 4. Obtain Job Duties from O*NET
Step 5. List the Job’s Human Requirements
from O*NET
Step 6. Finalize the Job Description.

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 V.
Explain how to write a
job specification.
4-

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Writing Job Specifications
4-

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 Writing job specifications

• Trained vs. untrained

• Judgment 4-

• Statistical analysis
• Job Requirement
Matrix

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 Specifications for Trained
versus Untrained Personnel
4-

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Specifications Based on
Judgment
4-

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 Specifications Based on
Statistical Analysis

• Predictor
4-
• Criterion
• Five Step Procedure

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The Job-Requirements Matrix
4-

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 VI.
List some human traits and
behaviors you would want an
employee to bring to a job if
4-
employee engagement is
important to doing the job well

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Employee Engagement Guide
for Managers
4-

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 VII.
Explain competency-based job
analysis, including what it
means and how it’s done in
4-
practice

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Using Competencies Models

4-

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Improving Performance:
The Strategic Context

Daimler Alabama Example

4-
Let’s talk about it…

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 How to Write
Competencies Statements

1. Name and brief description

4-
2. Description of the
observable behaviors
3. Proficiency Level

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 Chapter 4 Review

What you should now know….

4-

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