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.

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

7. Job Analysis......

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