Human Resource Management: Job Analysis and The Talent Management Process

Human Resource Management
Fifteenth Edition
Chapter 4
Job Analysis and
the Talent
Management
Process
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
Learning Objectives (1 of 3)
4-1. Define talent management and explain why it
is important.
4-2. Discuss the process 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.
4-4. Explain how you would write a job description.
4-5. Explain how to write 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.
4-7. Explain competency-based job analysis,
including what it means and how it’s done in
practice.
I.
Define talent management and
explain why it is important.
The Talent Management Process
• Decide what positions to fill
• Build a pool of job candidates
• Obtain application forms
• Use selection tools
• Decide to whom to make an offer
• Orient, train, and develop employees
• Appraise employees
• Compensate employees to maintain their motivation
Improving Performance Through HRIS:
Talent Management Software
Talent Management Suite
Let’s take a look..
Talent management software is designed to manage talent throughout

the entire employee lifecycle from talent acquisition through development
to reward and measurement, in order to ensure that the best people are
being hired, developed, trained and compensated to maximise value for
the organization as a whole.
II.
Discuss the process of job
analysis, including why it is
important.
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 should be hired
for it.
Job Descriptions
A list of a job’s duties, responsibilities, reporting relationships, working
conditions, and supervisory responsibilities—one product of a job
analysis.
Job Specifications
A list of a job’s “human requirements,” that is, the requisite education,
skills, personality, and so on—another product of a job analysis.
The Basics of Job Analysis
• Work activities
• Human behaviors
• Machines, tools,
equipment, and work aids
• Performance standards
• Job context
• Human requirements
Uses of Job Analysis Information
• Recruitment
and selection
• EEO
compliance
• Performance
appraisal
• Compensation FIGURE 4-2 Uses of Job Analysis Information
• Training
Conducting a Job Analysis
There are six steps in doing a job analysis of a job, as follows.
1. How will information be used?
such as organization
2. Review background information charts, process charts
a. Workflow Analysis
b. Improving Performance: HR as a Profit Center
c. Business Process Reengineering
d. Job Redesign
3. Select representative positions

4. Collect and analyze data
5. Verify
6. Develop a Job description and specification
Processes involved in Job Analysis
• Workflow Analysis
A detailed study of the flow of work from job to job in a work process.
Usually, the analyst focuses on one identifiable work process, rather than on
how the company gets all its work done.
Process Chart:
Provides a detailed
picture of the workflow.
FIGURE 4-3 Process Chart for

Analyzing a Job’s Workflow
Improving Performance: HR as a
Profit Center
Boosting Productivity Through Work Redesign
Let’s talk about it…
Other Processes involved in Job
Analysis
• Business Process Reengineering
– Job Redesign
Researches proposed redesigning jobs using methods such as job
enlargement, job rotation, and job enrichment.
– Job Enlargement
– Job Rotation
– Job Enrichment
III.
Explain how to use at least
three methods of collecting job
analysis information, including
interviews, questionnaires, and
observation.
Methods for Collecting Job Analysis
Information
1. Interviews
2. Quantitative
“position analysis”
questionnaire
3. Additional Things to
keep in mind
The Interview
1. Typical Questions
2. Structure Interviews
3. Pros and Cons
4. Interviewing Guidelines
Questionnaires
Having employees fill out questionnaires to describe their job duties and
responsibilities is another good way to obtain job analysis information.
Some questionnaires are structured checklists.
Observations
Direct observation is especially useful when jobs consist mainly of observable

physical activities—assembly-line worker and accounting clerk are examples.
However, observation is usually not appropriate when the job entails a lot of
mental activity (lawyer, design engineer)
Participant Diary /Logs
Another method is to ask workers to keep a

diary/log; here for every activity engaged in, the
employee records the activity (along with the
time) in a log.
Quantitative Job Analysis Techniques
1. Position Analysis Questionnaire
2. Department of Labor (DOL) Procedure
Electronic Job Analysis Methods
The manager or job analyst may

use the Web to review existing
information about a job. Then, the
analyst uses online systems to
send job questionnaires to job
experts in remote locations. This
also facilitates sharing and
discussing responses, for
instance, via Skype.
IV.
Explain how you would write a
job description.
Writing Job Descriptions (1 of 2)
A job description is a written statement of what the worker actually does, how
he or she does it, and what the job’s working conditions are. You use this
information to write a job specification; this lists the knowledge, abilities, and
skills required to perform the job satisfactorily.
Diversity Counts
Writing Job Descriptions (2 of 2)
• Job identification
• Job summary
• Responsibilities and duties
• Authority of incumbent
• Standards of performance
• Working conditions
• Job specifications
Job Identification
FIGURE 4-7 Sample Job Description, Pearson Education

Source: Reprinted and electronically reproduced by permission of Pearson
Education, Inc., Upper Saddle River, New Jersey.
Job Summary
SUMMARY (Write a brief summary of job.)
The person in this position is responsible for selling
college textbooks, software, and multimedia products
to professors, via incoming and outgoing telephone
calls, and to carry out selling strategies to meet sales
goals in assigned territories of smaller colleges and
universities. In addition, the individual in this position
will be responsible for generating a designated amount
of editorial leads and communicating to the publishing
groups product feedback and market trends observed
in the assigned territory.
Relationships
Responsibilities and Duties (1 of 6)
PRIMARY RESPONSIBILITIES (List in order of
importance and list amount of time spent on task.)
Driving Sales (60%)
• Achieve quantitative sales goal for assigned territory of
smaller colleges and universities.
• Determine sales priorities and strategies for territory and
develop a plan for implementing those strategies.
• Conduct 15–20 professor interviews per day during the
academic sales year that accomplishes those priorities.
• Conduct product presentations (including texts, software,
and Web site); effectively articulate author’s central vision
of key titles; conduct sales interviews using the PSS
model; conduct walk-through of books and technology.
• Employ telephone selling techniques and strategies.
• Sample products to appropriate faculty, making strategic
use of assigned sampling budgets.
• Close class test adoptions for first edition products.
• Negotiate custom publishing and special packaging
agreements within company guidelines.
• Initiate and conduct in-person faculty presentations and
selling trips as appropriate to maximize sales with the
strategic use of travel budget. Also use internal resources
to support the territory sales goals.
• Plan and execute in-territory special selling events and
book-fairs.
• Develop and implement in-territory promotional campaigns
and targeted email campaigns.
Publishing (editorial/marketing) 25%
• Report, track, and sign editorial projects.
• Gather and communicate significant market feedback and
information to publishing groups.
Territory Management 15%
• Track and report all pending and closed business in
assigned database.
• Maintain records of customer sales interviews and
adoption situations in assigned database.
• Manage operating budget strategically.
• Submit territory itineraries, sales plans, and sales forecasts
as assigned.
• Provide superior customer service and maintain
professional bookstore relations in assigned territory.
Decision-Making Responsibilities for This Position:
Determine the strategic use of assigned sampling budget to
most effectively generate sales revenue to exceed sales
goals.
Determine the priority of customer and account contacts to
achieve maximum sales potential.
Determine where in-person presentations and special selling
events would be most effective to generate the most sales.
Trends Shaping HR: Digital and
Social Media
Social Media helping to democratize HR
Let’s take a look…
Know Your Employment Law
Writing Job Descriptions That Comply with the

ADA
Let’s take a look…
Standards of Performance and
Working Conditions
Improving Performance: HR Tools for
Line Managers and Small Businesses
Using O*NET
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
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.
V.
Explain how to write a job
specification.
Writing Job Specifications (1 of 2)
The job specification takes the job description and answers the question,
“What human traits and experience are required to do this job effectively?”
It shows what kind of person to recruit and what qualities you should test
that person for.
Writing Job Specifications (2 of 2)
• Trained vs. untrained
• Judgment
• Statistical analysis
• Job Requirement
Matrix
Specifications for Trained versus
Untrained Personnel
Specifications Based on Judgment
Specifications Based on Statistical
Analysis
• Predictor
• Criterion
• Five Step Procedure
The Job-Requirements Matrix
VI.
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
Employee Engagement Guide for
Managers
VII.
Explain competency-based job
analysis, including what it
means and how it’s done in
practice
Using Competencies Models
FIGURE 4-10 HR
Manager
Competency Model
Improving Performance: The Strategic
Context
Daimler Alabama Example
How to Write Competencies
Statements
1. Name and brief description

2. Description of the observable behaviors
3. Proficiency Level
Chapter 4 Review
What you should now know….
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Human Resource Management

Talent Management Suite

Let’s take a look..

Talent management software is designed to manage talent throughout

3. Select representative positions

FIGURE 4-3 Process Chart for

Boosting Productivity Through Work Redesign

Let’s talk about it…

Direct observation is especially useful when jobs consist mainly of observable

Another method is to ask workers to keep a

The manager or job analyst may

FIGURE 4-7 Sample Job Description, Pearson Education

Social Media helping to democratize HR

Let’s take a look…

Writing Job Descriptions That Comply with the

Let’s take a look…

Let’s talk about it…

Daimler Alabama Example

Let’s talk about it…

1. Name and brief description

What you should now know….

You might also like