Talent management

Carry out need analysis

Explore resources (both

internal and external
Build
Applications → adequate
selection mechanism
Fulfill
Make an offer and
requirement
onboard

Provide specific skill sets Buy

for the job

Compensation, appraisal

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 Recap - Build versus buy Factors

• Cost → Budget

• Internal employees are already socialized to the norms, rules and

procedures → Cost incurred might be only of the additional skill sets

• Known devil is better → Prior experience of internal candidate

• Career for the individual employees → aspirations → consequently

motivation

• Importance of an external perspective

• Ripple or chain effects of internal movements

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 Recap - Succession planning

Positions • Key/Important

• Inside
candidates
Develop (high
potential)

Assess and • Inside or

outside
choose candidates

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 Recap - Advantages of succession planning

• Maintain continuity and stay on course despite change

• Show a career map to employees → better performance in existing levels

• Better motivation of existing employees

• Maintain redundancy → back up → The show must go on

• Important resources (including time and money) can be used more

effectively → prevent fire fighting

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 Some unanswered questions

• Which jobs are important? → is there any basis

• How to decide which jobs are important and which jobs are relatively
unimportant?

• Which jobs to outsource? Which jobs to retain?

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 Session 5

• Session 5- Learning Objectives:

– Job analysis

– Job specifications and its outcomes

– Job Analysis vis-à-vis employee life cycle

– How job analysis informs other important functions

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 Questions to be considered

1. Why do you think the customer service agent is required at Half.com

2. What are the significant duties and responsibilities for that position?

3. What are the significant skill sets necessary for effectively carrying out
the job?

4. What would be suitable indicators for assessing performance?

5. Design a pitch/advertisement to attract individuals for this position?

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 Job requirements

• The job requires one to • The job further requires one

– Attend to customer queries
– Lot of communication needed
– Mailing/communication
etiquettes are very important
– Take phone calls from irate
customers
– Some other duties are also
needed to be performed

– Promptness of actions

– Work in shifts

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 Job requirements

• Job description • Job Specification

– Title → Customer Service – Ability to communicate
Agent effectively with customers

– Hierarchy → reporting to and – Ability to prioritize customer

supervises complaints

– The major duties → job – Formal education?

summary
– Related work experience?
– Performance standards
– Skills?
– Work conditions

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 Job analysis - What

• Systematic process of • Job based work structure

collecting information that – Relies on work content
identifies similarities and
– Individual tasks
differences in work
– Responsibilities
– Behaviours

• Person based
– Focus shifted on the
employee
– Knowledge skills and abilities
– KSAO framework

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 Job Analysis

• Skill Analysis → assess the gap

and then recruit to fill the gap to

Job analysis
optimize the workforce

• The procedure for determining

the duties and skill requirements Job descriptions
of a job and the kind of person
that should be hired for it is
known as job analysis Job specifications
• Job analysis outcomes → job
specifications and job
descriptions

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 Job Description

• Job identification • Job specifications

– Traits/Behaviors needed to
• Job Summary perform the job

• Responsibilities and duties – Based on judgement or it can

be based on research models
• Authority/reporting which links a set of traits to
better performance

• Performance standards

• Working condition

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 Job Analysis - Information

Work
activities

KSAOs Behaviours

Job
analysis
Working
condition
Tools
Perf
std
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 Steps in conducting a Job Analysis

Background info→
Use – what use is the process/workflow → Representative
final info where does the job position
fit →Job Redesign?

Understand the job Verify Develop JD/JS

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 Job Analysis – how to conduct

Job Analysis

Online/electronic
Interview Questionnaires/PAQ Observations Diaries and logs
methods

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 PAQ

• Position analysis Questionnaire

– Decision making/communication/social responsibility

– Skilled activities

– Physical exertion/activity

– Operating heavy equipment

– Processing information

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 Some guidelines from NCO

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 Job Analysis uses

Job Analysis

Recruitment and Job Evaluation – Performance Training

Compliances
selection Wage and Salary Appraisal Requirements

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 Session Learning Summarized

• We understood Job Analysis

• Briefly understood the linkage of job analysis vis-à-vis the employee life
cycle

• Outcomes of job analysis processes

• How to conduct the job analysis

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