Part 2Recruitment, Placement, and
Talent Management
Chapter 4Job Analysis and the Talent
Management Process
The Talent Management ProcessStaffing, training, appraisal, development and
compansation is viewed as a series of steps: Decide what positions to fill, through job analysis,
personnal planning and forecasting. Build a pool of candidates. Completion of application form and initial screening Use of selection tools.(tests, interviews,physical exams) Decide to whom makean offer. Orient, train and develop the employees. Appraisal Reward and compansation
What is Talent Management Talent Management is a set of integrated
organizational HR processes designed to attract, develop, motivate, and retain
productive, engaged employees. The goal of talent management is to create a high-
performance, sustainable organization that meets its strategic and operational goals and
objectives.
Talent Management is.......
The goal oriented and integrated process of plnning, recruiting,
developing, managing and compansating employees
Tasks of Talent Management
_Understanding the Tasks – Goal-directed– Uses the same “profile”– Segments and manages employees– Integrates/coordinates all talent management
functions
The Basics of Job Analysis
Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysisis a process where judgements are made about data collected on a job.
• The procedures of determining the duties and skills requirements of a job and the kind of person who should be hired for
Job Analysis......
9
Types of Information Collected
Work activities
Human behaviorsHuman
requirements
Job context
Machines, tools, equipment, and
work aids
Performance standards
Information Collected via Job Analysis
The Basics of Job Analysis
Information Via Job Analysis• Work Activities: Job’s actual work activities(teaching, cleaning,
selling etc) and how, why and when to perform.• Human Behaviours: Behaviours the job requires ( sensing,
Communications etc)• Machines, tols, equipments and work-aids: Information regarding toole required for performing job • Performance standards: quantity and quality levels for each job
duty.• Job context: Physical working conditions, work schedule,
incentives• Human requirements: knowledge, skills, education, work
experience
Uses of Job Analysis Information
12
Steps in Job Analysis
1
2
3
4
5
Steps in doing a job analysis:
Review relevant background information.
Decide how to use the information.
Select representative positions.
Collect and Analyze Data- Analyze the job.
Verify the job analysis information.
6 Develop a job description and job specification.
1. Decide how to use the Information:It will determine data type and its techniques.( interview is the best for writing job discription)2. Review relevant background information Organizational charts Process charts Job discriptions
Organizational ChartOrganization-wide division of work, and where the job fits in the organization
Process Charts
• Provides a more detaild picture of the work flow and a starting point to build a revised job discription.
• Business Process Reengineering Redesigning businesses processes, usually by combining
steps, so that small multifunction process teams using information technology, do the job formally done by a sequence of departments.
• Job Redesign Job enlargement (Assighning workers additional same level-
activities)Job rotation (systematically moving workers from one job
to another)Job enrichment (redesigning jobs in a way that increases
the opportunities for the worker to experience feelings of responsibility, achievement, growth and recongnition)
Step 3: Select Representative Positions
• Rather to observe all workers select some of them as a sample for job analysis.
Step 4: Actually Analyse the Job • Greeting participants• Briefly explaining the job analysis process and the
participants• Collecting data on working conditions, human traits
andjob abilities.
Step5: Verify the job analysis informationStep 6: Develop a job discription and job
specification
Job discription: describes the activities and the responsbilties of the job.
Job specification: summarizes the personal qualities, traits, skills and background required for the job
Job Discription
Job Analysis Guidelines
• Make the job analysis a joint effort ( HR Manager, Worker & Supervisors)
• Make sure that question and process both are clear to employee
• Use several different job analysis tools
Methods for collecting Job Analysis Information
• The interview ( completely unstructured to highly
structured) • Questionnair • Observation • Participants diary/log
Job analysis methods 1. observation– job analyst watches employees directly or reviews film of
workers on the job 2. individual interview– a team of job incumbents is selected and
extensively interviewed 3. group interview– a number of job incumbents are interviewed
simultaneously 4. structured questionnaire– workers complete a specifically designed
questionnaire 5. technical conference– uses supervisors with an extensive knowledge
of the job 6. diary– job incumbents record their daily activities
The best results are usually achieved with some combination of methods.
Job Analysis
Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 24
Job Analysis
understand the purposeof the job analysis
understand the roles of jobs in the organization
seek clarification
develop draft
review draft with supervisor
benchmark positions
determine how to collectjob analysis information
Writing a Job Discription • A job discription is a written statement of whata worker actually
does, how he or she does it, and what the job working conditions are.
Job discription contain the following sectins: Job Identification Job summary Responsibilities and duties Authority of incumbent Standards of performance Working conditions Job specification
• Job identification It contains several type of information:
Summary: it summarizes the essence of the job, and include only the major functions or activities
Job Title : Telesales representative Job Code Recomended salary: EEOC
Job Family: Sales Reports to:
Division : Location
Department: Date