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    4-Lecture 04 - Chapter 4

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    The document discusses talent management and job analysis. It explains the importance of talent management and the typical talent management process. It also discusses what job analysis is and how it is used, and describes different methods for collecting job analysis information such as interviews, questionnaires, and observation.

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    4-Lecture 04 - Chapter 4

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    aelhosary770
    16 views23 pages
    The document discusses talent management and job analysis. It explains the importance of talent management and the typical talent management process. It also discusses what job analysis is and how it is used, and describes different methods for collecting job analysis information such as interviews, questionnaires, and observation.

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    © © All Rights Reserved

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    The document discusses talent management and job analysis. It explains the importance of talent management and the typical talent management process. It also discusses what job analysis is and how it is used, and describes different methods for collecting job analysis information such as interviews, questionnaires, and observation.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    16 views23 pages

    4-Lecture 04 - Chapter 4

    Uploaded by

    aelhosary770
    The document discusses talent management and job analysis. It explains the importance of talent management and the typical talent management process. It also discusses what job analysis is and how it is used, and describes different methods for collecting job analysis information such as interviews, questionnaires, and observation.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 23

    HUMAN RESOURCE MANAGEMENT

    Global Edition 13e

    Chapter 4: Job Analysis and the Talent Management Process


    Edited from online book presentations

    Chapter 4-1
    Learning Objectives
    1. Explain why talent management is important.
    2. Discuss the nature of job analysis, including
    what it is and how it’s used.
    3. Use at least three methods of collecting job
    analysis information, including interviews,
    questionnaires, and observation.
    4. Write job descriptions, including summaries
    and job functions, using the Internet and
    traditional methods.
    5. Write a job specification.
    6. Explain competency-based job analysis,
    including what it means and how it’s done in
    practice.
    Copyright © 2013 Pearson Education Chapter 4-2
    Explain why talent management is
    important.

    Copyright © 2013 Pearson Education Chapter 4-3


    The usual process of talent
    management

    • It consists of the following steps:


    1. Decide what positions to fill
    2. Build a pool of job candidates
    3. Application forms
    4. Use selection tools
    5. Make an offer
    6. Orient, train, and develop
    7. Appraise
    8. Reward and compensate

    Copyright © 2013 Pearson Education Chapter 4-4


    The Talent Management Process
    Talent management is defied as the goal-oriented
    and integrated process of planning, recruiting,
    developing, managing, and compensating employees.
    • Managers should:
    • Understand talent management tasks
    • Goal-directed
    • Uses the same “profile”
    • Segments and manages employees
    • Integrates/coordinates all talent management functions

    Copyright © 2013 Pearson Education Chapter 4-5


    Review

    • Thought of as linear process

    • Definition

    • Managing talent effectively

    Copyright © 2013 Pearson Education Chapter 4-6


    Discuss the nature of job analysis,
    including what it is and how it’s
    used.

    Copyright © 2013 Pearson Education Chapter 4-7


    The Basics of Job Analysis

    • Work activities
    • Behaviors
    • Machines, tools, equipment, and work aids
    • Performance standards
    • Job context
    • Human requirements

    Copyright © 2013 Pearson Education Chapter 4-8


    Uses of Job Analysis Information

    • Recruitment and selection

    • EEO compliance

    • Performance appraisal

    • Compensation

    • Training

    Copyright © 2013 Pearson Education Chapter 4-9


    Conducting a Job Analysis

    1. How will information be used?


    2. Background information
    3. Representative positions
    4. Collect and analyze data
    5. Verify
    6. Job description and specification

    Copyright © 2013 Pearson Education Chapter 4-10


    Job Analysis Guidelines

    • A joint effort

    • Clarity of questions and


    process

    • Different job analysis tools

    Copyright © 2013 Pearson Education Chapter 4-11


    Review

    • The basics of job analysis

    • Uses of job analysis information

    • Conducting a job analysis

    • Job analysis guidelines

    Copyright © 2013 Pearson Education Chapter 4-12


    Use at least three methods of
    collecting job analysis information,
    including:
    interviews, questionnaires, and
    observation.

    Copyright © 2013 Pearson Education Chapter 4-13


    Collecting Job Analysis Information

    • Interviews

    • Questionnaires

    • Observation

    • Diary/logs

    • Quantitative techniques

    • Internet-based

    Copyright © 2013 Pearson Education Chapter 4-14


    Collecting Job Analysis Information –
    Interviews

    • The Interview
    • Typical questions
    • Structured interviews
    • Pros and cons
    • Interviewing guidelines

    Copyright © 2013 Pearson Education Chapter 4-15


    Review

    • Interviews
    • Questionnaires
    • Observation
    • Diary/logs
    • Quantitative techniques
    • Internet-based

    Copyright © 2013 Pearson Education Chapter 4-16


    Write job descriptions, including
    summaries and job functions, using
    the Internet and traditional methods.

    Copyright © 2013 Pearson Education Chapter 4-17


    Writing Job Descriptions
    • Job identification
    • Job summary
    • Relationships
    • Responsibilities and duties
    • Authority
    • Performance standards & working conditions
    • Job specifications

    Copyright © 2013 Pearson Education Chapter 4-18


    Write a job specification.

    Copyright © 2013 Pearson Education Chapter 4-19


    Writing Job Specifications

    • Trained vs. untrained

    • Judgment

    • Statistical analysis

    • Task statements

    Copyright © 2013 Pearson Education Chapter 4-20


    Explain competency-based job
    analysis, what it means, and how it’s
    done.

    Copyright © 2013 Pearson Education Chapter 4-21


    Profiles in Talent Management

    • Competencies and
    competency-based job analysis

    • How to write competencies-


    based job descriptions

    Copyright © 2013 Pearson Education Chapter 4-22


    Review

    • Observation

    • Measurement

    • Example – work teams

    • Job profiles

    Copyright © 2013 Pearson Education Chapter 4-23

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