4 Job Analysis and the

Talent Management
Process

4-

Copyright © 2017 Pearson

4-1
Education, Inc.
 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.
Copyright © 2017 Pearson
4-2
Education, Inc.
 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.

Copyright © 2017 Pearson

4-3
Education, Inc.
 Learning Objectives

4-7. Explain competency-based job analysis,

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

Copyright © 2017 Pearson

4-4
Education, Inc.
 I.
Define talent management
and explain4-
why it is
important.

Copyright © 2017 Pearson

4-5
Education, Inc.
 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
Copyright © 2017 Pearson
4-6
Education, Inc.
Improving Performance Through HRIS:
Talent Management Software

Talent Management Suite

4-
Let’s take a look..

Copyright © 2017 Pearson

4-7
Education, Inc.
 II.
Discuss the process of job
analysis, including
4- why it
is important.

Copyright © 2017 Pearson

4-8
Education, Inc.
 The Basics of Job Analysis
• Work activities
• Human behaviors
• Machines, tools, equipment,
and work aids
• Performance standards 4-
• Job context
• Human requirements

Copyright © 2017 Pearson

4-9
Education, Inc.
 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.

Copyright © 2017 Pearson

4-10
Education, Inc.
 Uses of Job Analysis
Information
• Recruitment and
selection

• EEO compliance
4-

• Performance
appraisal

• Compensation

• Training
Copyright © 2017 Pearson
4-11
Education, Inc.
 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

Copyright © 2017 Pearson

4-12
Education, Inc.
 Processes involved in
Job Analysis

• Workflow
Analysis 4-

Copyright © 2017 Pearson

4-13
Education, Inc.
 Other Processes involved
in Job Analysis

• Business Process Reengineering

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

Copyright © 2017 Pearson

4-14
Education, Inc.
Improving Performance:
HR as a Profit Center

Boosting Productivity
Through Work
4- Redesign

Let’s talk about it…

Copyright © 2017 Pearson

4-15
Education, Inc.
 III.
Explain how to use at least three
methods of collecting job
analysis information,
4-
including
interviews, questionnaires, and
observation.

Copyright © 2017 Pearson

Education, Inc. 4-16
 Methods for Collecting Job
Analysis Information

1. Interviews

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

Copyright © 2017 Pearson

Education, Inc. 4-17
 The Interview

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

Copyright © 2017 Pearson

4-18
Education, Inc.
Questionnaires

4-

Copyright © 2017 Pearson

Education, Inc. 4-19
Observations

4-

Copyright © 2017 Pearson

Education, Inc. 4-20
Participant Diary /Logs

4-

Copyright © 2017 Pearson

Education, Inc. 4-21
 Quantitative Job Analysis
Techniques

1. Position Analysis Questionnaire

4-

2. Department of Labor (DOL) Procedure

Copyright © 2017 Pearson

Education, Inc. 4-22
Electronic Job Analysis
Methods

4-

Copyright © 2017 Pearson

Education, Inc. 4-23
 IV.
Explain how you would
write a job4-description.

Copyright © 2017 Pearson

4-24
Education, Inc.
Writing Job Descriptions

4-

Copyright © 2017 Pearson

4-25
Education, Inc.
Diversity Counts

4-

Copyright © 2017 Pearson

Education, Inc. 4-26
 Writing Job Descriptions

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

Copyright © 2017 Pearson

4-27
Education, Inc.
Job Identification

4-

Copyright © 2017 Pearson

Education, Inc. 4-28
Job Summary

4-

Copyright © 2017 Pearson

Education, Inc. 4-29
Relationships

4-

Copyright © 2017 Pearson

Education, Inc. 4-30
Responsibilities and Duties

4-

Copyright © 2017 Pearson

Education, Inc. 4-31
 Trends Shaping HR:
Digital and Social Media

Social Media helping to

democratize
4- HR

Let’s take a look…

Copyright © 2017 Pearson

4-32
Education, Inc.
Know Your Employment Law

Writing Job Descriptions

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

Copyright © 2017 Pearson

4-33
Education, Inc.
Standards of Performance and
Working Conditions

4-

Copyright © 2017 Pearson

Education, Inc. 4-34
Improving Performance: HR Tools for Line
Managers and Small Businesses

Using O*NET
4-
Let’s talk about it…

Copyright © 2017 Pearson

4-35
Education, Inc.
 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.

Copyright © 2017 Pearson

Education, Inc. 4-36
 V.
Explain how to write a
job specification.
4-

Copyright © 2017 Pearson

4-37
Education, Inc.
Writing Job Specifications
4-

Copyright © 2017 Pearson

4-38
Education, Inc.
 Writing job specifications

• Trained vs. untrained

• Judgment 4-

• Statistical analysis
• Job Requirement
Matrix

Copyright © 2017 Pearson

4-39
Education, Inc.
 Specifications for Trained
versus Untrained Personnel
4-

Copyright © 2017 Pearson

Education, Inc. 4-40
Specifications Based on
Judgment
4-

Copyright © 2017 Pearson

Education, Inc. 4-41
 Specifications Based on
Statistical Analysis

• Predictor
4-
• Criterion
• Five Step Procedure

Copyright © 2017 Pearson

Education, Inc. 4-42
The Job-Requirements Matrix
4-

Copyright © 2017 Pearson

Education, Inc. 4-43
 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

Copyright © 2017 Pearson

4-44
Education, Inc.
Employee Engagement Guide
for Managers
4-

Copyright © 2017 Pearson

Education, Inc. 4-45
 VII.
Explain competency-based job
analysis, including what it
means and how it’s done in
4-
practice

Copyright © 2017 Pearson

4-46
Education, Inc.
Using Competencies Models

4-

Copyright © 2017 Pearson

Education, Inc. 4-47
 Improving Performance:
The Strategic Context

Daimler Alabama Example

4-
Let’s talk about it…

Copyright © 2017 Pearson

4-48
Education, Inc.
 How to Write
Competencies Statements

1. Name and brief description

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

Copyright © 2017 Pearson

Education, Inc. 4-49
 Chapter 4 Review

What you should now know….

4-

Copyright © 2017 Pearson

4-50
Education, Inc.
 4-

Copyright © 2017 Pearson

4-51
Education, Inc.