Clarasia Monica Siera Zahra Job analysis and the talent management process Clarasia Monica Siera Zahra

THE TALENT MANAGEMENT PROCESS Traditional way to view staffing, training, appraisal, development, and compensation: Decide what positions to fill, through job analysis, personnel planning, and forecasting. Build a pool of job candidates, by recruiting internal or external candidates. Have candidates complete application forms and perhaps undergo initial screening interviews. Use selection tools like tests, interviews, background checks, and physical exams to identify viable candidates. Decide to whom to make an offer. Orient, train, and develop employees to provide them with the competencies they need to do their jobs. Appraise employees to assess how they re doing. Reward and compensate employees to maintain their motivation.

Talent management is ... the goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees

THE BASIC OF JOB ANALYSIS Job analysis: The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. Job descriptions: A list of a job s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities one product of a job analysis. job specifications: A list of a jobs human requirements, that is, the requisite education, skills, personality, and so on another product of a job analysis. Types of information: Work activities Human behaviors Machines, tools, equipment, and work aids Performance standards Job context Human requirements

Uses of job analysis informasion: Compensation Performance Appraisal Training Job Description and Job Specification EEO Compliance Recruiting and Selection Decisions

Conducting a job analysis Step 1: Decide how you’ll use the information Step 2: Review relevant background information such as organization charts, process charts, and job describtion Step 3: Select representative positions Step 4: Actually analyze the job Step 5: Verify the job analysis information with the worker performing the job and with his or her immediate supervisor Step 6: Develop a job description and job specification

METHOD FOR COLLECTING JOB ANALYSIS INFORMATION Interview Questionnaires Observation Participant Diary/Logs Quantitative Job Analysis Technique Internet-Based Job Analysis

Writing Job Descriptions A job description is a written statement of what the worker actually does, how he or she does it, and what the job s working conditions are.

Job identification

The job summary should summarize the essence of the job, and include only its major functions or activities. Job Summary Make it clear in the summary that the employer expects the employee to carry out his or her duties efficiently, attentively, and conscientiously.

Relationships There may be a relationships statement (that shows the jobholder’s relationships with others inside and outside the organization. For a human resource manager, such a statement might look like this: Reports to: Vice president of employee relations. Supervises: Human resource clerk, test administrator, labor relations director, and one secretary. Works with: All department managers and executive management. Outside the company: Employment agencies, executive recruiting firms, union representatives, state and federal employment offices, and various vendors.

Responsibilities & Duties It should present a list of the job’s significant responsibilities and duties Responsibilities & Duties This section may also define the limits of the jobholder s authority.

Standards of Performance and Working Conditions A standards of performance section lists the standards the company expects the employee to achieve for each of the job descriptions main duties and responsibilities. Duty: Accurately Posting Accounts Payable The job description may also list the working conditions involved on the job. These might include things like noise level, hazardous conditions, or heat.

Using the internet for Writing Job Descriptions O*NET How to use O*NET Decide on a Plan. Develop an Organization Chart Use a Job Analysis Questionnaire Obtain Job Duties from O*NET List the Job’s Human Requirements from O*NET Finalize the Job Description

Writing Job Specifications Specifications for Trained Vs Untrained Personnel Specifications Based on Judgment Job Specifications Based on Statistical Analysis Using Task Statements

Profiles in talent management Competencies and Competency-Based Job Analysis Employers often use competency-based job analysis to create such profiles. Competency-based job analysis means describing the job in terms of measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) that an employee doing that job must exhibit.

How to write job competencies-based job descriptions Defining the jobs competencies and writing them up is similar in most respects to traditional job analysis

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