Job Analysis

and
the Talent
Management
Process
LUKAS INGHENENG L . K. 212222127
MARCHELYNOW ALFA C. M. 212222129

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 02
01 Discuss the
Define talent process of job
management analysis
and explain what talent management- including why it is important.
oriented managers do.

03 04
Learning Explain and write a job
use description
objectives at least three methods of collecting
job analysis information
Explain how you would write a job
description, and what sources you

05
06
would use

write a job Give

specification examples
Explain how to write a job of competency-based job
specification analysis
 Learning objectives
01
talent
management
The goal-oriented and
integrated
process of planning,
recruiting,
developing, managing, and
compensating employees
 Learning objectives 02
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 analysis produces information for writing job

descriptions (a list of what the job entails) and job (or
“person”) specifications (what kind of people to hire
for the job)
 Uses of Job Analysis
Information

Recruitment and selection

EEO (Equal Employment Opportunity) compliance

Performance appraisal

Compensation

Training

STEP 01
Identify the use to which the
information will be put because
this will determine how you
collect the information
STEP 03
Select Representative Positions
STEP 05
Verify the Job Analysis
Information with the Worker
Performing the Job and with His
or Her Immediate Supervisor
Conducting a Job Analysis
STEP 02
Review Relevant Background
Information About the Job, Such
as Organization Charts and
Process Charts
STEP 04
Actually Analyze the Job
STEP 06
Develop a Job Description and
Job Specification
Learning objectives 03
Methods for Collecting Job Analysis
Information

Keep Make the job analysis a joint effort by a human

resources manager, the worker, and the supervisor
several
things Make sure the questions and the process are clear to
the employees.
in
mind. Use several job analysis methods.
 job analysis methods

The Interview Questionnaires Observation

Job analysis interviews range from Having employees fill out Direct observation is especially useful
unstructured to highly structured ones questionnaires to describe their job when jobs consist of observable
with hundreds of specific items to duties and responsibilities is another physical activities
check off popular job analysis approach

Quantitative Job Analysis

Participant Diary/Logs Online Job Analysis Methods
Techniques
ask workers to keep a diary/log; here Here the human resource department generally
The position analysis questionnaire and
for every activity engaged in, the distributes standardized job analysis questionnaires
the Department of Labor approach are
employee records the in a log to geographically disbursed employees online, with
quantitative methods for doing this
instructions to complete the forms and return them
by a particular date
“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.”

Writing Job Descriptions

Learning objectives 04
 job description

There is no standard format for writing a job description.

However, most descriptions contain sections that cover:
1. Job identification
2. Job summary
3. Responsibilities and duties
4. Authority of incumbent
5. Standards of performance
6. Working conditions
7. Job specification
“A list of a job’s “human requirements,”
that is, the requisite education, skills,
personality, and so on.”

Writing Job Specifications

Learning objectives
5
 Job Specifications Based on
judgement

Most job specifications simply reflect the educated guesses of people like supervisors and
human resource managers.

The basic procedure here is to ask, “What does it take in terms of education, intelligence,
training, and the like to do this job well?”

How does one make such “educated guesses”?

You could simply review the job’s duties and deduce from those what human traits and skills
the job requires.

You can also choose human traits and skills from those listed in Web-based job descriptions
like those at www.jobdescription.com.
 Job Specifications Based on
Statistical Analysis
Basing job specifications on statistical analysis (rather than only judgment) is more defensible, but
it’s also more difficult.

The aim is to determine • some predictor (human trait such as height, intelligence, or finger
dexterity), and
statistically the • some indicator or criterion of job effectiveness, such as performance as
relationship between rated by the supervisor

• analyze the job and decide how to measure job performance,

The basic procedure is
predictive validation.
• select personal traits like finger dexterity that you believe should predict performance,
• test candidates for these traits,
• measure these candidates’ subsequent job performance, and
• statistically analyze the relationship between the human trait (finger dexterity) and job
performance.
 The Job-Requirements Matrix

A more complete description of what the

job- worker does and how and why he or she
requirements does it; it clarifies each task’s purpose and
matrix each duty’s required knowledge, skills,
abilities, and other characteristics.
 A typical matrix lists the following information, in five
columns:
Column 1: Column 2: Column 3: Column 4: Column 5:

Each of the job’s four or five main The task statements for the main The relative importance of each The time spent on each main job The knowledge, skills, ability, and
job duties (such as post accounts tasks associated with each main job main job duty duty other human characteristics
payable) duty (KSAO) related to each main job
duty

Mencatat penerimaan, • Menerima dan memeriksa 5/5 120 menit AA Muda (SMK
keadaan fisik SF dan PK sesuai
peyimpanan stok , dan pesanan Farmasi)
pengeluaran sediaan farmasi • Memeriksa ketersediaan dan Memiliki Serkom
dan perbekalan kesehatan kadaluarsa SF dan PK di unit
kerja Memiliki STRTTK
• Mencatat pengeluaran SF dan PK
• Mengusulkan kebutuhan SF dan
PK di unit kerja

Melakukan prosedur
penerimaan, pelayanan, dan
penyimpanan resep umum
• Menerima dan memeriksa resep. 5/5 120 menit (8-15 resep) AA Muda (SMK
• Melakukan penyiapan SF dan PK
sesuai dengan resep. Farmasi)
• Menulis etiket. Memiliki Serkom
• Menyerahkan SF dan PK,
memberikan pejelasan, dan Memiliki STRTTK
melakukan edukasi.
• Mencatat dan menyimpan resep
sesuai tanggal.

Melakukan pelayanan obat • Memantau kebutuha obat dan 5/5 240 menit ( 40-50 pasien) AA Muda (SMK
perbekalan keshatan sekitar lokasi
bebas, obat bebas terbatas, apotek Farmasi)
dan perbekalan kesehatan • Menyiapka SF dabn PK sesuai Memiliki Serkom
protab
• Mencatat pengeluaran obat yang Memiliki STRTTK
diserahkanapda masyarakat
 Learning objectives 06
Using Competencies Models
The competency model or profile then becomes the
guidepost. The manager hires new employees using tests
that measure the profile’s list of competencies, trains
employees with courses that develop these competencies,
and appraises performance by assessing the worker’s
competencies
 A good competency statement includes three elements.

1 2 3

Name and a brief Description of Proficiency levels.

description of the the observable
competency behaviors
 Skills Matrix

Example of a skills matrix - technical/engineering product development employees for BP


4-16. Should Phil and Linda ignore the old-timers
protests and write the job descriptions as they see
Fit? Why? Why not?
How would you go about resolving the
differences?
No, why? because the data is the only information that
is owned from the job analysis process that is
being carried out.
How? verify what the old-timers wrote by involving
the parties (old-timers, Phil, Maybelline, &
Linda).
Because the questionnaire was conducted on the old-
timers, Phill, Maybeline and Linda were able to
make observations.
In addition, Linda can conduct interviews, so that later
there will be 3 datas.
APLICATION Case p.126
4-17. How would you have conducted the
job analysis? What
should Phil do now?
We believe that apart from steps 4-16, it is
necessary to conduct interviews and
questionnaires for 30 new employees (or
sampling) with the aim of obtaining other data
to see the gap in knowledge of the job
between old and new employees. This is the
basis for preparing a training plan.
In addition, old-timers are also asked to make a
workflow analysis as other basic data for the
preparation of job-descs.
4-18. What should be the format and final form of
the store manager’s job description?
Title: Store Manager
Department: Cleaning
Reports to : Jennifer Carter
- Job Summary :
• Directing all store activities in such a way that
quality work is produced, customer relations and
sales are maximized, and profitability is
maintained through effective control of labor,
supply, and energy costs.
Continuing Case p.126
- Responsibilities :
• Ensure Quality control check are conducted.
• Establish Good store appearance and cleanliness
through spotting and cleaning
• Empowering customer relation, bookkeeping and
cash management.
• Conduct routine control over Price, Cost,
Inventory, Maintenance, Health & Safety, in
order to maximize Productivity
• Prepare risk assessment for Damage control
• Administer Purchasing activity & Human
Resources

4-19. Is it practical to specify standards and
procedures in the body of the job
description, or should these be kept
separate?
It would be better if they were separated, because
the standards and procedures would contain
more detailed flow of each sub-work.
Continuing Case p.126
4-20. How should Jennifer go about collecting the
information required for the standards, procedures,
and job description?
Because of the importance of the store manager
position, it is advisable to use all available
methods, from observation, interviews,
participant diaries, questionnaires to quantitative
analysis and online job analysis.
 4-21. What, in your opinion, should the
store manager’s job description look like
and contain?
JOB DESCRIPTION
Title: Store Manager
Department: Cleaning
Reports to : Jennifer Carter
JOB SUMMARY
The store manager is responsible for directing all store
activities in such a way that quality work is produced,
customer relations and sales are maximized, and
profitability is maintained through effective control of
labor supply and energy costs.
SUMMARY OF ESSENTIAL JOB FUNCTIONS
In accomplishing the general aim the store manager’s
duties and responsibilities are: quality control. Store
appearance and cleanliness, customer relations,
inventory control, employee safety, human resource
administration,…
APLICATION Case p.126
KNOWLEDGE
The candidate must have proficient knowledge in the following areas:
customer service, accounts payable accounts receivables, store and motel management
and administration
SKILLS
The candidate must demonstrate the following skills:
· Leadership skills
· Critical Analytical & Decision making skills
· Time management skills
· Analytical and problem solving skills
· Excellent customer service and interpersonal skills
· Effective verbal and listening communications skills
PERSONAL ATTRIBUTES
The candidate must also demonstrate the following personal attributes:
· Be honest and trustworthy
· Possess cultural awareness and sensitivity
The store manager would normally attain the required knowledge, skills and attitudes
through related in experience in a retail setting. Equivalencies will be considered.
thank YO