This document discusses job analysis and talent management. It defines job analysis as the process of gathering and analyzing job information. Key components are job descriptions outlining duties and responsibilities, and job specifications outlining required qualifications. Benefits include improved recruitment and performance evaluation. Methods for collecting job analysis data include observation, diaries, workshops, surveys, interviews, and online questionnaires. Talent management refers to attracting, developing, and retaining skilled employees. It is connected to job analysis through recruitment by using job data to attract qualified candidates, performance management by setting standards, compensation by designing fair pay, and career development by guiding employee skills.

1. JOB ANALYSIS & TALENT
MANAGEMENT PROCESS

2. GROUP 5
 Shear Ali
 Zain Ali
 M Haseeb
 Sohail Asghar
 Hamza Jalil
 Sanwal Khan

3. JOB ANALYSIS
 The systematic process of gathering and
analyzing information about a job.

4. COMPONENTS OF JOB ANALYSIS
 Job Description: A job description is a written
document that outlines the duties, responsibilities,
tasks, and functions associated with a particular job
or position within an organization.
 Job Specification: Job specification, also known
as employee specification or person specification.
 A component of the job description that outlines the
qualifications, skills, knowledge, and attributes
required for an individual to successfully perform
the job.

5. COMPONENTS OF JOB ANALYSIS

6. BENEFITS OF JOB ANALYSIS
 Improved recruitment and selection processes.
 Enhanced employee performance evaluations.
 Compliance with legal and regulatory requirements.
 Clear communication of roles and responsibilities.

7. METHODS FOR COLLECTING JOB ANALYSIS
1. Observation:
 Description: Observing employees as they perform
their job duties.
 Advantages: Provides firsthand, real-time data on job
tasks and work environment.
 Considerations: May not capture all aspects of the job,
and some tasks may be overlooked.

8. METHODS FOR COLLECTING JOB ANALYSIS
2. Diary/Log Method:
 Description: Employees keep a daily log or diary of
their activities, detailing tasks, time spent, and
challenges faced.
 Advantages: Provides a detailed account of daily job
activities.
 Considerations: Relies on employees accurately
recording their activities, and may be burdensome for
some roles.

9. METHODS FOR COLLECTING JOB ANALYSIS
3. Job Analysis Workshops:
 Description: Facilitating group sessions with
employees and supervisors to collectively define and
document job roles and requirements.
 Advantages: Encourages collaboration and consensus
building among stakeholders.
 Considerations: Time-consuming and may require
skilled facilitation to ensure meaningful contributions
from participants.

10. METHODS FOR COLLECTING JOB ANALYSIS
4. Questionnaires and Surveys:
 Description: Distributing standardized questionnaires
or surveys to employees to collect information about
their job.
 Advantages: Efficient for collecting data from a large
number of employees.
 Considerations: Responses may be influenced by the
way questions are framed, and not all employees may
provide accurate information.

11. METHODS FOR COLLECTING JOB ANALYSIS
5. Interviews:
 Description: Conducting one-on-one or group
interviews with employees, supervisors, or subject
matter experts to gather information.
 Advantages: Allows for in-depth exploration of job
responsibilities and requirements.
 Considerations: Responses may be subjective, and
there may be biases or incomplete information.

12. METHODS FOR COLLECTING JOB ANALYSIS
6. Online Surveys and Questionnaires:
 Description: Develop and distribute online surveys
or questionnaires to employees, supervisors, or
subject matter experts to gather information about
job duties, responsibilities, and qualifications.
 Advantages: Efficient, cost-effective, and allows for
standardized data collection.
 Considerations: Ensure clear and well-structured
questions to elicit accurate

13. TALENT MANAGEMENT PROCESS
 Talent management refers to the strategic process
of attracting, developing, and retaining a skilled and
high-performing workforce to meet current and
future organizational needs.
 It involves the comprehensive planning,
recruitment, training, development, and retention of
employees with the goal of maximizing their
individual contributions to the organization while
ensuring the organization's long-term success.

14. HOW TALENT MANAGEMENT IS CONNECTED TO
JOB ANALYSIS?
1. Recruitment and Selection:
 Job Analysis Connection: Job analysis identifies
the skills, knowledge, and attributes required for a
specific job.
 Talent Management Integration: Talent
management uses job analysis data to design
targeted recruitment strategies, ensuring that the
organization attracts candidates with the right
qualifications and competencies.

15. 2. Performance Management:
 Job Analysis Connection: Job analysis
establishes performance expectations by defining
key job responsibilities and performance indicators.
 Talent Management Integration: Talent
management utilizes job analysis data to set
performance standards, conduct performance
evaluations, and provide constructive feedback to
employees, aligning individual performance with
organizational goals.

16. 3. Compensation and Rewards:
 Job Analysis Connection: Job analysis provides
insights into the relative value of different jobs
within the organization.
 Talent Management Integration: Talent
management uses job analysis data to design fair
and competitive compensation structures, ensuring
that employees are rewarded based on the
requirements and contributions of their roles.

17. 4. Career Development:
 Job Analysis Connection: Job analysis outlines
the qualifications and skills needed for career
progression within the organization.
 Talent Management Integration: Talent
management supports career development by
using job analysis data to guide employees in
acquiring the necessary skills for advancement,
aligning individual career goals with organizational
needs.