HRM - Chap3. Job Analysis and Talent Management

Fundamentals of Human Resource
Management
Fifth Edition
Chapter 3
Job Analysis and
Talent
Management
Copyright © 2019, 2016, 2014 Pearson Education, Inc. All Rights Reserved
Learning Objectives (1 of 2)
1. Define talent management, and explain why it is
important.
2. Discuss the process of job analysis, including
why it is important.
3. Explain how to use at least three methods of
collecting job analysis information, including
interviews, questionnaires, and observations.
Learning Objectives (2 of 2)
4. Explain how you would write a job description.
5. Explain how to write a job specification.
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.
7. Explain how to write competency-based models.
Define talent management and explain
why it is important
What Is Talent Management?
Talent management as the goal-oriented and integrated

process of planning, recruiting, developing, managing, and
compensating employees.
What recruiting, testing, or other actions should I take to

produce the employee competencies we need to achieve our
strategic goals?
The Talent Management Process (1 of 2)
1. Decide what positions to fill, through job analysis,
personnel planning, and forecasting.
2. Build a pool of job applicants by recruiting internal or
external candidates.
3. Obtain application forms and have initial screening
interviews.
4. Use selection tools like tests, interviews, background
checks, and physical exams to identify viable
candidates.
The Talent Management Process (2 of 2)
5. Decide on whom to make the offer.
6. Orient, train, and develop employees so they have the
competencies to do their jobs.
7. Appraise and assess employees and then compensate
them to maintain their motivation.
8. Compensate employees to maintain their motivation.
Job Analysis
Job analysis is the procedure through which you determine

the duties of the positions and the characteristics of the
people to hire for them.
Job analysis produces information for writing Job

Descriptions (a list of what the job entails) and Job
Specifications (what kind of people to hire for the job).
The Basics of Job Analysis
• Work activities
• Human behaviors
• Machines, tools, equipment, and work aids
• Performance standard
• Job context
• Human requirement
Uses of Job Analysis Information
Conducting A Job Analysis
1. Decide how you'll use the information
2. Review relevant background information about
the job (such as organization chart, process
chart and job description)
3. Select representative positions to focus on
4. Analyze the job - By collecting data on the job
5. Verify information with the worker performing the
job and supervisors
6. Develop a Job Description and Job
Specification
Conducting A Job Analysis
Step 1: Decide how you'll use the information
Step 2 - Review relevant background
information about the job
Organization charts show the organization-wide division of
work, and where the job fits in the overall organization. The
chart should show the title of each position and, by means of
interconnecting lines, who reports to whom and with whom
the jobincumbent communicates.
A process chart provides a more detailed picture of the

work flow. In its simplest form a process chart shows the flow
of inputs to and outputs from the job you're analyzing.
Process Chart
Business Process Reengineering
Business Process Reengineering is redesigning

business processes, usually by combining steps, so
that small multifunction process teams using information
technology do the jobs formerly done by a sequence of
departments.
1. Identify a business process to be redesigned
2. Measure the performance of the existing processes
3. Identify opportunities to improve these processes
4. Redesign and implement a new way of doing the
work
5. Assign ownership of sets of formerly separate tasks
to an individual or a team who use computers to
support the new arrangement
Job Redesign
• Job Enlargement
• Job Rotation
• Job Enrichment
Step 3 - Select Representative Positions
Step 4 - Collecting job analysis
information
Methods for Collecting Job Analysis
Information
• Interview
• Questionnaires
• Observation
• Participant Diary/Logs
• Quantitative Job Analysis Techniques
• Electronic Job Analysis Methods
Interviewing (1 of 2)
The Interview (typical questions asked)
• What is the job being performed?
• What exactly are the major duties of your position?
• What physical locations do you work in?
• What are the education, experience, skill, and (where
applicable) certification and licensing requirements?
• What are the job’s responsibilities and duties?
Interviewing
The Interview (typical questions asked)
• What are the basic accountabilities or performance
standards that typify your work?
• What are your responsibilities?
• What are the environmental and working conditions
involved?
• What are the job’s physical demands? The emotional and
mental demands?
• Are you exposed to any hazards or unusual working
conditions?
Simple Job Description Questionnaire
Position Analysis Questionnaire (PAQ)
Job Descriptions
Job descriptions: A list of a job's duties, relationships,
working conditions, nd supervisory responsibilities - One
product of a job analysis,
Job Descriptions
Job Descriptions
Writing Job Descriptions
1. Job Identification
2. Job Summary
3. Responsibilities and Duties
4. Authority of Incumbent
5. Standards of Performance
6. Working Conditions
7. Job Specification
“Job Specifications”
A list of job's “human requiredment”, that is, the
requisite education, skills, personality and so on - A
nother product of a job analysis
What does it take in terms of education,
inteligence, training, and the like to do this job?
Writing Job Specifications
• Specifications for Trained vs. Untrained Personnel
• Specifications Based on Judgment
• Job Specifications Based on Statistical Analysis
• The Job Requirement Matrix
• Task Statement
Use the Internet for writing Job
Specifications
Employee Engagement Guide
• Employee engagement
• Job specifications and employee engagement
• The employee engagement manager’s job
description
Using Competencies Models
Example Competency Model
How to Write Competencies Statements
• Open-ended questions
• Statement: “In order to perform this job
competently, the employee should be able to…”
• Three elements:
– Name and brief description
– Observable behaviors
– Proficiency levels
Knowing the Employment Law
• ADA Considerations
• Reasonable Accommodations
• Standards of Performance and Working Conditions
Summary
1. The talent management process
2. The basics of job analysis
3. The various methods for collecting job analysis
information
4. Writing job descriptions
5. Writing job specifications
6. Human traits and behaviors that predict employee
engagement
7. Competency-based job analysis
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Fundamentals of Human Resource

Talent management as the goal-oriented and integrated

What recruiting, testing, or other actions should I take to

Job analysis is the procedure through which you determine

Job analysis produces information for writing Job

A process chart provides a more detailed picture of the

Business Process Reengineering is redesigning

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