JOB ANALYSIS, TALENT

MANAGEMENT PROCESS

UMA RAO G
 Staffing

Integrated
Talent
Management
Process

Trainin Reward
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 JOB ANALYSIS

• JOB ANALYSIS: DETERMINE THE DUTIES OF THE DEPARTMENT’S POSITIONS AND

THE CHARACTERISTICS OF THE PEOPLE TO HIRE FOR THEM

• JOB DESCRIPTION – A LIST OF WHAT THE JOB ENTAILS

• JOB SPECIFICATION – IDENTIFY WHAT KIND OF PEOPLE TO HIRE

 WRITING JOB DESCRIPTIONS

• NO STANDARD FORMAT
• JOB SUMMARY
• LIST OF RESPONSIBILITIES AND DUTIES
• JOB INCUMBENT’S AUTHORITY
• PERFORMANCE STANDANRDS
 METHODS OF COLLECTING JOB ANALYSIS
INFO
• INTERVIEWS
• QUESTIONNAIRES
• OBSERVATION
• DIARY LOGS
• POSITION ANALYSIS
 COMPETENCIES

• DESCRIPTIONS OF WHAT IS REQUIRED TO PERFORM THE JOB IN TERMS OF

COMPETENCIES, KNOWLEDGE AND EXPERIENCE
• SUCH COMPETENCIES ARE THEN EMBEDDED INTO ALL THE HR PROCESSES.
• THERE ARE DIFFERENT LEVELS OF COMPETENCIES
• USE OF SKILL MATRIX