1. LOGO Job Design and The Talent Management Process By Daniel Damaris Novarianto S.

2. The Talent Management  What it is?  The goal-oriented and integrated process of:  Planning  Recruiting  Developing  Managing  Compensating Employees

3. The Talent Management (cont.)  A manager must:  Understand that the talent management tasks are parts of a single interrelated talent management process  Make sure talent management decisions are goal-directed  Consistently use the same “profile” of competencies, traits, knowledge, and experience for formulating recruitment plan

4. The Talent Management (cont.)  A manager must: (cont.)  Actively segments and proactively manages employees  Integrates/coordinates all the talent management functions

5. Strategic Direction – HR Linkage

6. Succession Planning with Replacement Chart

7. Linking Organizational Strategy to HR Planning  Determining the Demand for Labor  Predicting the Future Labor Supply  Where Will We Find Workers?  Matching Labor Demand and Supply

8. Linking Organizational Strategy to HR Planning (cont.)

9. Job Analysis  A systematic exploration of the activities within a job  A technical procedure used to define a job’s duties, responsibilities, and accountabilities

10. Job Analysis (cont.)  Collect information about:  Work activities  Human behaviors  Machine, tools, equipment, and work aids  Performance standards  Job context  Human requirements

11. Steps in a Job Analysis (DeCenzo, 2010)

12. Steps in a Job Analysis (cont.)  6 steps of job analysis (Dessler, 2013):  Decide how you’ll use the information  Review relevant background information such as organization charts, process charts, and job descriptions  Select representative positions  Analyze the job – by collecting data on job activities, working conditions, human traits and abilities needed to perform the job

13. Steps in a Job Analysis (cont.)  6 steps of job analysis (Dessler, 2013): (cont.)  Verify the job analysis information with the worker performing the job and with his or her immediate supervisor  Develop a job description and job specification

14. Job Analysis Guidelines  Make the job analysis a joint effort by a HRM, the worker, and the worker’s supervisor  Make sure the questions and the process are both clear to the employees  Use several different job analysis tools

15. Uses of Job Analysis Information

16. Job Analysis Methods  Observation Method  Interview  Individual Interview Method  Group Interview Method  Structured Questionnaire Method  Technical Conference Method

17. The Type of Interview Questions  What is the job being performed?  What are the major duties of your position? What exactly do you do?  What physical locations do you work in?  What are the education, experience, skill, and [where applicable] certification and licensing requirements?  In

18. The Type of Interview Questions (cont.)  What activities do you participate?  What are the job’s responsibilities and duties?  What are the basic accountabilities or performance standards that typify your work?  What are the health and safety conditions?

19. The Type of Interview Questions (cont.)  What are your responsibilities? What are the environmental and working conditions involved?  What are the job’s physical demands? The emotional and mental demands?  Are you exposed to any hazard or unusual working conditions?

20. Job Analysis Questionnaire

21. Job Analysis Questionnaire (cont.)

25. Quantitative Job Analysis Technique 1 23 Position Analysis Question naire (PAQ) Department of Labor (DOL) Procedure Internet- Based Job Analysis with O*NET

26. The PAQ Elements

27. The PAQ Elements (cont.)

28. The DOL Procedures

29. O*NET

30. Purpose of Job Analysis Job Description Job Description Job Specification Job Specification Job Evaluation Job Evaluation

31. Example of Job Description

32. Example of Job Description (cont.)

33. Multifaceted Nature of the Job Analysis

34. Competency Model for HRM

35. Skill Matrix for One Job at British Petroleum

36. Job Design: The Results of Job Analysis Job Range: 1.Job Rotation 2.Job Enlargement Job Design Job Depth: 1.Job Enrichment

37. Conceptual Model of Job Design and Job Performances

38. Job Range & Job Depth: Differences in Selected Jobs

39. Flexible Work Schedules  Compressed work week schedules  Flex time  Job sharing  Telecommuting

40. Flexible Work Schedules (cont.)

41. LOGO