Chapter 4 hr
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The document discusses the talent management process and job analysis. It describes the steps in talent management, including deciding which positions to fill through job analysis, attracting candidates, selecting employees, training and developing staff, performance reviews, and rewarding employees. It then explains that job analysis is used to identify the duties, skills, and requirements of a job. The key steps in job analysis are reviewing background information, deciding how to use the data collected, selecting positions to analyze, collecting and verifying the job data, and developing job descriptions and specifications.
Chapter 4 hr
- 1. Part 2 Recruitment, Placement, and Talent Management Chapter 4 Job Analysis and the Talent Management Process
- 2. The Talent Management Process Staffing, 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
- 3. 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.
- 4. Talent Management is....... The goal oriented and integrated process of plnning, recruiting, developing, managing and compansating employees
- 5. Tasks of Talent Management _Understanding the Tasks – Goal-directed – Uses the same “profile” – Segments and manages employees – Integrates/coordinates all talent management functions
- 6. 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
- 9. 9 Types of Information Collected Work activities Human behaviors Human requirements Job context Machines, tools, equipment, and work aids Performance standards Information Collected via Job Analysis The Basics of Job Analysis
- 10. 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
- 11. Uses of Job Analysis Information
- 12. 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.
- 13. 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
- 14. Organizational Chart Organization-wide division of work, and where the job fits in the organization
- 15. Process Charts • Provides a more detaild picture of the work flow and a starting point to build a revised job discription.
- 16. • 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)
- 17. 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.
- 18. Step5: Verify the job analysis information Step 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
- 19. Job Discription
- 21. 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
- 22. Methods for collecting Job Analysis Information • The interview ( completely unstructured to highly structured) • Questionnair • Observation • Participants diary/log
- 23. 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
- 24. Fundamentals of Human Resource Management, 10/e, DeCenzo/Robbins Chapter 5, slide 24 Job Analysis understand the purpose of the job analysis understand the roles of jobs in the organization seek clarification develop draft review draft with supervisor benchmark positions determine how to collect job analysis information
- 26. 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
- 27. • 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