Job Analysis

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Md. Abdul Hannan Mia, M.Com, MSc, MBA, FCMA, PhD

Professor, Department of MIS, University of Dhaka
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Job Analysis and the
Talent Management
Process
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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 its done in practice.
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Define talent management
and explain why it is
important.

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The Talent Management
Process
What Is Talent Management?
o Tasks
o Goal-directed
o Uses the same profile
o Segments and manages
employees
o Integrates/coordinates all talent
management functions

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Thought of as
linear process
Definition
Managing talent
effectively

Review
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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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IMPROVING PEFORMANCE:
HR as a Profit Center
Boosting Productivity Through
Work Redesign
o Workflow analysis prompted
several performance-boosting
redesigns
o Firm reduced from four to one
the number of people opening
mail
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Job Analysis Guidelines
A joint effort
Clarity of questions
and process
Different job analysis
methods

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The basics of job analysis
Uses of job analysis information
Conducting a job analysis
Job analysis guidelines

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

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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 Pros and cons
o Interviewing guidelines

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Interviews
Questionnaires
Observation
Diary/logs
Quantitative
techniques
Internet-based

Review
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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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IMPROVING PERFORMANCE:
HR Tools for Line Managers and
Entrepreneurs
O*NET
o The U.S. Department of Labors
online occupational information
network
o O*NET lists the specific duties
associated with numerous
occupations
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Review
Job descriptions
o Identifying the job,
summary, relationships
o Responsibilities, duties,
standards
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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Explain competency-based job
analysis, including what it means
and how its done in practice.

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Profiles in Talent Management
Competencies and
competency-based job
analysis
How to write competencies-
based job descriptions

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IMPROVING PERFORMANCE:
HR Practices Around the Globe
Daimler Alabama emphasizes
o Just-in-time inventory
o Work teams
o Continuous improvement
Stressing competencies rather than duties
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Review
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Based on the hotels stated strategy, list at
least four more important employee
behaviors important for the Hotel Pariss
staff to exhibit.

If time permits, spend some time prior to
class observing the front-desk clerk at a
local hotel. In any case, create a job
description for a Hotel Paris front-desk clerk.
Translating Strategy into HR Policies &
Practices: Improving Performance at
the Hotel Paris
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Hotel Paris
Strategy
Chapter 4
9/18/2014

Job Analysis

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Md. Abdul Hannan Mia, M.Com, MSc, MBA, FCMA, PhD

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