Human resource management 15e by gary dessler 2017 chapter 04
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Human Resource Management
Fifteenth Edition
Chapter 4
Job Analysis and the Talent
Management Process
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Learning Objectives (1 of 3)
4-1. Define talent management and explain why it is important.
4-2. Discuss the process of job analysis, including why it is important.
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Learning Objectives (2 of 3)
4-3. Explain how to use at least three methods of collecting job analysis information,
including interviews, questionnaires, and observation.
4-4. Explain how you would write a job description.
4-5. Explain how to write a job specification.
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Learning Objectives (3 of 3)
4-6. 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.
4-7. Explain competency-based job analysis, including what it means and how it’s done in
practice.
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I.
Define talent management and explain why it is
important.
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The Talent Management Process
•
Decide what positions to fill
•
Build a pool of job candidates
•
Obtain application forms
•
Use selection tools
•
Decide to whom to make an offer
•
Orient, train, and develop employees
•
Appraise employees
•
Compensate employees to maintain their motivation
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Improving Performance Through HRIS: Talent Management
Software
Talent Management Suite
Let’s take a look..
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II.
Discuss the process of job analysis, including why it is
important.
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The Basics of Job Analysis
•
Work activities
•
Human behaviors
•
Machines, tools, equipment, and work aids
•
Performance standards
•
Job context
•
Human requirements
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What Is Job Analysis?
•
Job Analysis – is the procedure through which you determine the duties and skill
requirements of a job and the kind of person who should be hired for it.
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Uses of Job Analysis Information
•
Recruitment and
selection
•
EEO compliance
•
Performance appraisal
•
Compensation
•
Training
FIGURE 4-2 Uses of Job Analysis Information
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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
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Processes involved in Job Analysis
•
Workflow Analysis
FIGURE 4-3 Process Chart for Analyzing a Job’s
Workflow
Source: Henderson, Richard I., Compensation Management in a
Knowledge -Based World, 9th Ed., © 2003, p.137. Reprinted and
Electronically reproduced by permission of Pearson Education, Inc.,
Upper Saddle River, New Jersey.
Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved
Other Processes involved in Job Analysis
•
Business Process Reengineering
–
–
–
–
Job Redesign
Job Enlargement
Job Rotation
Job Enrichment
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Improving Performance: HR as a Profit Center
Boosting Productivity Through Work Redesign
Let’s talk about it…
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III.
Explain how to use at least three methods of collecting
job analysis information, including interviews,
questionnaires, and observation.
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Methods for Collecting Job Analysis Information
1.
Interviews
2.
Quantitative “position analysis”
questionnaire
3.
Additional Things to keep in mind
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The Interview
1.
Typical Questions
2.
Structure Interviews
3.
Pros and Cons
4.
Interviewing Guidelines
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Questionnaires
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Observations
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Participant Diary /Logs
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Quantitative Job Analysis Techniques
1.
Position Analysis Questionnaire
2.
Department of Labor (DOL) Procedure
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Electronic Job Analysis Methods
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IV.
Explain how you would write a job description.
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Writing Job Descriptions (1 of 2)
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