Chapter 4

Job Analysis and the Talent Management

1. Explain why talent management is important.

2. Explain how to conduct a job analysis, including what it is and how it’s used.
3. Use at least three methods of collecting job analysis information, including
interviews, questionnaires, and observation.
4. Write job descriptions, including summaries and job functions, using the Internet
and traditional methods.
5. Identify the essential functions of a job.
6. Write a job specification.
7. 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

The goal-oriented and integrated process of planning, recruiting, developing,

managing, and compensating employees.

Talent Management Perspective

Makes sure talent management decisions such
Understands that the talent management tasks
as staffing, training, and pay are
are integrated in a process
goal-directed
Consistently uses the same profile of competencies, traits, knowledge, and
experience for formulating recruitment plans for a job as for making selection, training,
appraisal, and payment decisions for it.

Actively segments and proactively manages Integrates/coordinates all the talent

employees. management functions.
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 The Basics of Job Analysis

Job Analysis

The procedure for determining the duties and skill requirements of a job and the
kind of person who should be hired for it.

Job Description Job Specification

A list of a job’s duties, responsibilities,

A list of a job’s “human requirements,”
reporting relationships, working
that is, the requisite education, skills,
conditions, and supervisory
personality, and so on another product
responsibilities one product of a job
of a job analysis.
analysis.

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 The Basics of Job Analysis

Types of Information Collected

Work activities Human behaviors

Machines, tools, equipment, and

Performance standards
work aids

Job context Human requirements

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 The Basics of Job Analysis

Steps in Job Analysis

Step 1 Decide how you’ll use the information.

Step 2 Review relevant background information.

Organizational chart – Process chart

Workflow analysis – Business process reengineering

Job redesign
(job enlargement – job rotation – job enrichment)
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 The Basics of Job Analysis

Steps in Job Analysis

Step 3 Select representative positions.

Step 4 Actually analyze the job.

Step 5 Verify the job analysis information.

Step 6 Develop a job description and job specification.

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 Methods for Collecting Job Analysis
Information
The interview Questionnaires

Observation Participants diary / log

Quantitative job analysis methods Internet based job analysis

Position analysis
questionnaire
A questionnaire used to collect quantifiable data concerning the
duties and responsibilities of various jobs.(194 Elements
grouped into different dimensions)
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Methods for Collecting Job Analysis
Information

Job Analysis Guidelines

Make the job analysis a joint effort

Make sure the questions and the process

are both clear to the employees

Use several different job analysis tools

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 Writing Job Descriptions

Job Description

A written statement of what the worker actually does, how he or she does it, and
what the job’s working conditions are.

Job identification Job summary

Relationships Responsibilities and duties

Standards of performance Working conditions

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 Writing Job Descriptions

Job Description

A written statement of what the worker actually does, how he or she does it, and
what the job’s working conditions are.

Using the internet for writing job descriptions

(An example: O*NET)

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 Writing Job Specifications

Job Specifications

Focus on traits like length of previous service, quality of relevant training, and
previous job performance.

Specifications for untrained

Specifications for trained personnel
personnel

Focus on physical traits, personality,

Focus on traits like length of previous
interests, or sensory skills that imply
service, quality of relevant training, and
some potential for performing or for
previous job performance.
being trained to do the job.

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 Writing Job Specifications

Job Specifications

Focus on traits like length of previous service, quality of relevant training, and
previous job performance.

Specifications Based on Statistical

Specifications Based on Judgment
Analysis

Using task statements

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 Using Models and Profiles in Talent
Management

Competency Based Job Analysis

Describing a job in terms of the measurable, observable, behavioral

competencies (knowledge, skills, and/or behaviors) an employee must exhibit to
do a job well

Demonstrable characteristics of a person that enable

Competencies
performance of a job.

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Using Models and Profiles in Talent
Management
An Example BP’s Matrix

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