Gary Dessler

Human Resource Management, 16th Edition

Chapter Four

4 Job Analysis
and the
Talent
Management
Process
 Talent Management Process
1. Decide what positions to fill, through job analysis,
personnel planning, and forecasting;
2. Build a pool of job applicant-external and/or internal;
3. Obtain application forms and go for initial screening;
4. Use selection tools such as tests, interviews,
background checks;
5. Decide whom to make an offer;
6. Orient, train and develop employees;
7. Appraise employees; and
8. Compensate employees.

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 The Basics of Job Analysis
• Job analysis is the process through which organizations
determine the duties and responsibilities of a position and
the characteristics of the person of that position.
• Job description
• Job specification
• For Job analysis, the HR Specialist generally collects
information like-
• Work activities
• Machine, tools, equipment, and work aids
• Job context –physical working conditions
• Human requirements- knowledge/skills (education, training,
work experience) and personal attributes (aptitudes,
personality, interests) and Human behavior
• Performance standards

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Conducting a Job Analysis (Six Steps)

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 Conducting a Job Analysis
• Business process reengineering –
• Means redesigning business processes usually by
combining steps so that small multi function teams do the
jobs formerly done by a sequence of departments.

• Job Redesign – Specialized jobs are more efficient, however,

need to focus on-
• Job enlargement,
• Job rotation, and
• Job enrichment.

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 Conducting a Job Analysis

• Step-3: Select representative positions

• Step-4: Actually analyze the job
• Step-5: Verify the job analysis information with the
worker performing the job and his/her immediate
supervisor
• Step-6: develop a job description and job specification

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Methods for Collecting Job Analysis Information
1. The Interview-
• What could be probable questions?
• When you come to office? And leave the office?
• What activities you do?
• Whom to report?
• Do you work in a team or as individually?
• How much salary you get?
• What is the educational requirements?
• Which tools do you use or operate?
• Do you need to go out?
• Do you need to communicate with the client directly?
• How many days you get as weekly holidays?
• What types of leave you get? And how many days?
• What physical locations do you work in?
• Is any skill (certification or licensing) required?
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Methods for Collecting Job Analysis Information
• The Interview-
• Structured - meaning, pros and cons?
• Unstructured - meaning, pros and cons?
Purpose and instruction
Employee Personal Data
Summary of
Duties/responsibilities
Listing of job duties
Minimum level of education
Required training
Supervisory responsibilities
Physical job demands
Working conditions
Employee comments
Supervisor’s review

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 Methods for Collecting Job Analysis Information
2.Observation
3.Participant diary /logs
4.Quantitative job analysis techniques
5.Position analysis questionnaire consists of 194 (187+8) items
structured questionnaire with 5 –point Likert scale
• PAQ basic activities:
• Having decision –making/communication/social
responsibilities,
• Performing skill activities,
• Being physically active,
• Operating vehicles/equipment, and
• Processing information
• The PAQ items are organized into six divisions: Information Input,
Mental Processes, Work Output, Relationships with Other Persons,
Job Context, and Other Job Characteristics. 
• Visit: www.paq.com
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Methods for Collecting Job Analysis Information
6. Department of labor (DOL) procedure
• Developed by US Department of Labor
• To rate, classify and compare jobs quantitatively
Data People Things
Basic 0 Synthesizing 0 Mentoring 0 Setting up
Activities 1 Coordinating 1 Negotiating 1 Precision working
2 Analyzing 2 Instructing 2 Operating/Controlling
6. Online3job analysis method
Compiling 3 Supervising 3 Driving/Operating
4 Computing 4 Directing 4 Manipulating
5 Copying 5 Persuading 5 Tending
6 Comparing 6 Speaking/ Signaling 6 Feeding/ Off-bearing
7 Serving 7 Handling
8 Taking Instruction/ helping

7. Online job analysis method

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 Job Description
1. Job identification
2. Job summary
3. Responsibilities and duties
4. Authority of incumbent
5. Standards of performance
6. Working conditions
7. Job specifications

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 Job Description
1. Job identification
JOB TITLE: JOB CODE:
RECOMEMDED SALARY GROUP: EXEMPT/ NON-EXEMPT STATUS:
JOB FAMILY: EEOC:
DIVISION: REPORTS TO:
DEPARTMENT: LOCATION:
DATE:

2. Job summary: main responsibilities, report to whom, knowledge

needed to do that job, etc…
3. Responsibilities and duties:
• List of each job’s major duties including goals.
• Managers may use: Standard Occupational Classification
(SOC), and BSOC.
• The employer may use other popular sources like google.

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 Job Description
3. Responsibilities and duties:
• SOC use 6-digit classification level--- 23 major groups of
occupations---96 minor group of jobs---821 detailed occupations
• BSOC use 6-digit classification level---10 major groups
(combination of specific duties, tasks, and work functions--- 43
Sub-major groups --- 137 minor groups--- 464-unit groups.

Description of Major Groups

1 Managers
2 Professionals
3 Technicians and associate
professionals
4 Clerical support workers
5 Service and Sales Workers
6 Skilled Agricultural, Forestry and
Fishery Workers
7 Craft and Related Trades Workers
8 Plant and Machine Operators, and
Assemblers
9 Elementary Occupations
0 Armed Forces Occupations

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 Job Description
Description of Sub-Major Groups
1 Managers 0 Armed Forces Occupations
11 Chief Executives, Senior Officials 01 Commissioned Armed Forces
and Legislators Officers
12 Administrative and Commercial 02 Non-Commissioned Armed Forces
Managers Officers
13 Production and Specialized 03 Armed Forces Occupations, Other
Services Managers Ranks
14 Hospitality, Retail and Other
Services Managers

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 Job Description
Major Sub-major Minor
0 Arme 01 Commissio 011 Commissioned Armed Forces 0110 Commissioned Armed Forces
d ned Officers (Army) Officers (Armed)
Armed
Forces 012 Commissioned Armed Forces Officers 1120 Commissioned Armed Forces Officers
Forces
Occup Officers (Navy) (Navy)
ations 013 Commissioned Armed Forces Officers 0130 Commissioned Armed Forces Officers
(Air Force) (Air Force)
02 Non- 021 Non-Commissioned Armed Forces 0210 Non-Commissioned Armed Force
Commissio Officers Officers (Armed)
ned
022 Non-Commissioned Armed Forces 0220 Non-Commissioned Armed Forces
Armed
Officers (Navy) Officers (Navy)
Forces
Officers 023 Non-Commissioned Armed Forces 0230 Non-Commissioned Armed Forces
Officers (Air Force) Officers (Air Force)
03 Armed 031 Armed Forces Occupations, Other 0310 Armed Forces Occupations, Other
Forces Ranks (Army) Ranks (Army)
Occupatio
032 Armed Forces Occupations, Other 0320 Armed Forces Occupations, Other
ns, Other
Ranks (Navy) Ranks (Navy)
Ranks
033 Armed Forces Occupations, Other 0330 Armed Forces Occupations, Other
Ranks (Air Force) Ranks (Navy)

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 Job Description
Major Sub-major Minor Group
0 Arme 01 Commis 011 Commissioned Armed 0110 Commissioned Armed Forces
d sioned Forces Officers (Army) Officers (Armed)
Forc Armed
es Forces 012 Commissioned Armed 1120 Commissioned Armed Forces
Occu Officers Forces Officers (Navy) Officers (Navy)
patio 013 Commissioned Armed 0130 Commissioned Armed Forces
ns Forces Officers (Air Officers (Air Force)
Force)
Unit Group
0110.01 Field Marshal 0110.10 Captain, Army
0110.02 General, Army 0110.11 Lieutenant, Army
0110.03 Brigadier General, Army 0110.12 Second Lieutenant, Army
0110.04 Lieutenant General, Army 0110.13 Honorary Captain
0110.05 Major General, Army 0110.14 Honorary Lieutenant
0110.06 Brigadier 0110.15 Master Warrant Officer (Army)
0110.07 Colonel, Army 0110.16 Senior Warrant Officer (Army)
0110.08 Lieutenant Colonel, Army 0110.17 Warrant Officer (Army)
0110.09 Major, Army

4. Authority of incumbent
 Job Specification
1. Specification base on Judgment
2. Specification base on Statistical Analysis
3. The Job Requirement Matrix
4. Competencies Model
Practice:
Competencies 1 2 3 4 5

Education