4 Job Analysis and the

Talent Management
Human Resource Management
Process
14th Edition, Global Edition

By Gary Dessler

Copyright © 2015 Pearson Education Ltd.

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 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 at least three methods
of collecting job analysis information,
including interviews, questionnaires, and
observation.

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 Learning Objectives

4. Explain how you would write a

job description.
5. Explain how to write a job
specification.
6. Explain competency-based job
analysis, including what it means
and how it’s done in practice.

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 The Talent Management
Process
• Talent management is the process of finding, developing,
training, and keeping employees whose skills best align with
the needs and objectives of the company. The goal of talent
management is to hire the best employees the business can
afford so that the company reaches its maximum potential
for success.

• Talent Management:
o Understand the TMP Tasks
o Make sure TM decisions such as staffing, training and
pay are goal-directed
o Uses the same “profile”
o Segments and manages employees
o Integrates/coordinates all talent management
functions
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Talent Management Process

The usual process of talent management consists of

the following steps:
1.Decide what positions to fill
2.Build a pool of job candidates
3.Application forms
4.Use selection tools
5.Make an offer
6.Orient, train, and develop
7.Appraise
8.Reward and compensate

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 Review

• Thought of as
linear process
• Definition
• Managing talent
effectively

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

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 The Basics of Job Analysis
• Work activities
• Behaviors
• Machines, tools,
equipment, and
work aids
• Performance
standards
• Job context
• Human
requirements

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 Uses of Job Analysis
Information
• Recruitment and
selection
• EEO compliance
• Performance
appraisal
• Compensation
• Training
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 Conducting a Job
Analysis
1. How will information be used?
2. Background information
3. Representative positions
4. Collect and analyze data
5. Verify
6. Job description and specification

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Copyright © 2015 Pearson Education, Inc. 4-11
 Job Analysis Guidelines

• A joint effort
• Clarity of questions
and process
• Different job analysis
methods

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 Review

• The basics of job analysis

• Uses of job analysis information
• Conducting a job analysis
• Job analysis guidelines

Copyright © 2015 Pearson Education Ltd.

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

Copyright © 2015 Pearson Education Ltd.

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Methods for Collecting Job Analysis
Information

• Interviews
• Questionnaires
• Observation
• Diary/logs
• Quantitative
techniques
• Internet-based
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 Collecting Job Analysis
Information – Interviews

• The Interview
o Typical questions
o Structured interviews
o Un-structured Interviews

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 Review
• Interviews
• Questionnaires
• Observation
• Diary/logs
• Quantitative
techniques
• Internet-based

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Explain how you
would write a job
description.

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 Writing Job Descriptions

• Job identification
• Job summary
• Relationships
• Responsibilities and duties
o Authority
• Performance standards &
working conditions
• Job specifications

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Explain how to write a
job specification.

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Write a job specification.

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 Writing job specifications

• Trained vs. untrained

• Judgment
• Statistical analysis
• Task statements

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 Review

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