Part 2Recruitment, Placement, and

Talent Management

Chapter 4Job Analysis and the Talent

Management Process

The Talent Management ProcessStaffing, training, appraisal, development and

compansation is viewed as a series of steps: Decide what positions to fill, through job analysis,

personnal planning and forecasting. Build a pool of candidates. Completion of application form and initial screening Use of selection tools.(tests, interviews,physical exams) Decide to whom makean offer. Orient, train and develop the employees. Appraisal Reward and compansation

What is Talent Management Talent Management is a set of integrated

organizational HR processes designed to attract, develop, motivate, and retain

productive, engaged employees. The goal of talent management is to create a high-

performance, sustainable organization that meets its strategic and operational goals and

objectives.

Talent Management is.......

The goal oriented and integrated process of plnning, recruiting,

developing, managing and compansating employees

Tasks of Talent Management

_Understanding the Tasks – Goal-directed– Uses the same “profile”– Segments and manages employees– Integrates/coordinates all talent management

functions

The Basics of Job Analysis

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysisis a process where judgements are made about data collected on a job.

• The procedures of determining the duties and skills requirements of a job and the kind of person who should be hired for

Job Analysis......

9

Types of Information Collected

Work activities

Human behaviorsHuman

requirements

Job context

Machines, tools, equipment, and

work aids

Performance standards

Information Collected via Job Analysis

The Basics of Job Analysis

Information Via Job Analysis• Work Activities: Job’s actual work activities(teaching, cleaning,

selling etc) and how, why and when to perform.• Human Behaviours: Behaviours the job requires ( sensing,

Communications etc)• Machines, tols, equipments and work-aids: Information regarding toole required for performing job • Performance standards: quantity and quality levels for each job

duty.• Job context: Physical working conditions, work schedule,

incentives• Human requirements: knowledge, skills, education, work

experience

Uses of Job Analysis Information

12

Steps in Job Analysis

1

2

3

4

5

Steps in doing a job analysis:

Review relevant background information.

Decide how to use the information.

Select representative positions.

Collect and Analyze Data- Analyze the job.

Verify the job analysis information.

6 Develop a job description and job specification.

1. Decide how to use the Information:It will determine data type and its techniques.( interview is the best for writing job discription)2. Review relevant background information Organizational charts Process charts Job discriptions

Organizational ChartOrganization-wide division of work, and where the job fits in the organization

Process Charts

• Provides a more detaild picture of the work flow and a starting point to build a revised job discription.

• Business Process Reengineering Redesigning businesses processes, usually by combining

steps, so that small multifunction process teams using information technology, do the job formally done by a sequence of departments.

• Job Redesign Job enlargement (Assighning workers additional same level-

activities)Job rotation (systematically moving workers from one job

to another)Job enrichment (redesigning jobs in a way that increases

the opportunities for the worker to experience feelings of responsibility, achievement, growth and recongnition)

Step 3: Select Representative Positions

• Rather to observe all workers select some of them as a sample for job analysis.

Step 4: Actually Analyse the Job • Greeting participants• Briefly explaining the job analysis process and the

participants• Collecting data on working conditions, human traits

andjob abilities.

Step5: Verify the job analysis informationStep 6: Develop a job discription and job

specification

Job discription: describes the activities and the responsbilties of the job.

Job specification: summarizes the personal qualities, traits, skills and background required for the job

Job Discription

Job Analysis Guidelines

• Make the job analysis a joint effort ( HR Manager, Worker & Supervisors)

• Make sure that question and process both are clear to employee

• Use several different job analysis tools

Methods for collecting Job Analysis Information

• The interview ( completely unstructured to highly

structured) • Questionnair • Observation • Participants diary/log

Job analysis methods 1. observation– job analyst watches employees directly or reviews film of

workers on the job 2. individual interview– a team of job incumbents is selected and

extensively interviewed 3. group interview– a number of job incumbents are interviewed

simultaneously 4. structured questionnaire– workers complete a specifically designed

questionnaire 5. technical conference– uses supervisors with an extensive knowledge

of the job 6. diary– job incumbents record their daily activities

The best results are usually achieved with some combination of methods.

Job Analysis

Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 24

Job Analysis

understand the purposeof the job analysis

understand the roles of jobs in the organization

seek clarification

develop draft

review draft with supervisor

benchmark positions

determine how to collectjob analysis information

Writing a Job Discription • A job discription is a written statement of whata worker actually

does, how he or she does it, and what the job working conditions are.

Job discription contain the following sectins: Job Identification Job summary Responsibilities and duties Authority of incumbent Standards of performance Working conditions Job specification

• Job identification It contains several type of information:

Summary: it summarizes the essence of the job, and include only the major functions or activities

Job Title : Telesales representative Job Code Recomended salary: EEOC

Job Family: Sales Reports to:

Division : Location

Department: Date