Human resource management chapter 4 job analysis

1. JOB ANALYSIS AND
TALENT MANAGEMENT
PROCESS
Chapter # 4

2. Topics:
 Talent Management Process
• Talent Management Software
 The basics of Job Analysis
• What is Job Analysis?
• Uses of Job information
• Conducting a Job Analysis

3. Talent Management Software:
The holistic, integrated and
results- and goal-oriented
process of planning, recruiting,
selecting, developing, managing,
and compensating employees
Definition:

4. Talent Management Process:
 Decide what positions to fill, through job analysis.
 Build a pool of job applicants.
 Obtain application forms and perhaps have initial
screening interviews.
 Use selection tools to identify viable candidates.
 Decide to whom to make an offer.
 Orient, train, and develop employees.
 Appraise employees to assess how they’re doing.
 Compensate employees to maintain their motivation.
Managers traditionally view these activities as a series of
steps:

5. Talent Management Process:
 the process usually isn’t really stepwise.
 Focusing just on each step may cause the manager to miss
the forest for the trees.
PROBLEM:

6. Actions managers using talent management
process take:
TALENT MANAGEMENT PROCESS:
The manager who takes a talent management approach tends
to take actions such as the following:
• He or she starts with the results.
• He or she treats activities such as recruiting and training as
interrelated.
• Holistic and integrated, he or she will probably use the
same “profile” of required human skills, knowledge, and
behaviors (“competencies”) for formulating a job’s
recruitment plans.
• To ensure the activities are all focused on the same ends,
the manager will take steps to coordinate the talent
management functions with talent management software

7. TALENT MANAGEMENT PROCESS:
Talent Management Software:
“Talent Management Software is a strategic tool
for HR professionals to gain a competitive edge in
employee management.”
Examples:
• Oracle’s suite facilitates coordinated HR efforts.
• Enables hiring of top talent.
• Conducts real-time performance evaluations.
• Aligns workforce development with management
goals.

8. Talent Management Software:
Silk Road Technology’s Solution:
• Encompasses applicant tracking.
• Streamlines onboarding processes.
• Manages performance effectively.
• Provides compensation support.
Overall Impact:
Aids in recruiting, managing, and retaining
the best employees for organizational
success.

9. THE BASIC OF JOB ANALYSIS:
Talent Management starts with understanding what jobs
need to be filled, and the human traits and competencies
employees need to do those jobs effectively.
What is Job Analysis?
Job:
Division of total work into position.
Group of position involving some
duties, responsibilities knowledge and
skill.

10. 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.”
Example:
A job analysis for a software developer position
may highlight programming languages, software
development methodologies, and knowledge of
specific technologies as key requirements.
Immediate products:
• Job Descriptions
• Job Specifications

11. • Job descriptions:
“A job description is a useful, plain-
language tool that explains the
tasks, duties, function and
responsibilities of a position.”
Example:
They say, “As a Product Design Manager
at GitLab, you will be responsible for
managing a team of up to 5 talented
Product Designers.”

12. • Job specifications:
“A job specification lists out the
qualifications, experience, training,
skills, emotional attributes, mental
capabilities of an individual to perform
the job.”
Example:
Example of a Job Specification
Must have a Bachelor’s Degree in Human
Resources, Business, or related field.

13. Types of information via to the job analysis:
• Work activities:
Information about the job’s actual work
activities, such as cleaning, selling, teaching,
or painting. This list may also include how, why,
and when the worker performs each activity.
• Human behaviors:
Information about human behaviors the job
requires, like sensing, communicating, lifting
weights, or walking long distances.

14. Types of information via to the job Analysis:
• Machines, tools, equipment, and work aids:
Information regarding tools used, materials
processed, knowledge dealt with or applied (such
as finance or law),and services rendered (such as
counseling or repairing).
• Performance standards:
Information about the job’s performance standards
(in terms of quantity or quality levels for each job
duty, for instance).

15. Types of information via to the job Analysis:
• Job context:
Information about such matters as physical
working conditions, work schedule, incentives,
and, for instance, the number of people with
whom the employee would normally interact
Information such as knowledge or
skills(education, training, work experience)and
required personal attributes(aptitudes,
personality, interests.
• Human requirements:

16. Uses of Job Analysis Information:
Job analysis is important because it supports
just about all Human resource management activities.
• RECRUITMENT AND SELECTION:
Information about job duties and necessary human traits
assist managers in recruiting and hiring suitable candidates.
• EEO COMPLIANCE:
Knowing a job’s duties is vital for evaluating the validity
of selection tests in predicting success. ADA compliance
requires understanding essential job functions,
underscoring the significance of conducting a job
analysis.

17. • PERFORMANCE APPRAISAL:
A performance appraisal evaluates an employee’s actual job
performance against performance standards, with managers relying
on job analysis to understand these duties and standards.
• COMPENSATION:
Compensation, including salary and bonus, is typically determined
by factors such as required skills, education level, safety hazards,
and degree of responsibility—all aspects assessed through job
analysis.
• TRAINING:
The job description outlines specific duties and required skills,
serving as a guide to identify the necessary training for the job.

18. Job Analysis
Recruiting and
selection
decisions
EEO
complianc
e
Performance
appraisal
Job evaluation-
wages and salary
decisions
(compensation)
Training
requirement
Job description and
job specification
Uses of Job Analysis Information
Figure:

19. Conducting a Job Analysis:
Step 1:
There are six steps in doing a job analysis of a job as follows;
- Identify the purpose for information collection to
guide the approach.
- Techniques like interviewing are suitable for crafting
job descriptions.
- Positions analysis questionnaire yields numerical
ratings for job comparison.
- Useful for compensation evaluation.

20. Conducting a Job Analysis:
Step 2:
Review Relevant Background Information About the Job, Such as
Organization Charts and Process Charts:
Organization Chart:
• Illustrates the division of work across the organization.
• Highlights the position’s place in the overall organizational structure.
Process Chart
• Details the workflow, emphasizing the quality control clerk’s role.
• Tasks include reviewing supplier components, checking items for plant
managers, and communicating quality information.
Job Description:
• Consider existing job descriptions for insights.
• Use as a starting point for refining the job description.
Understanding the organizational context is
crucial for effective job description revision.

21. Conducting a Job Analysis:
Workflow Analysis
- Utilize organization chart, process chart, and job description for
current job insights.
- Insufficient for understanding job relationships and necessity.
- Workflow analysis examines work flow between jobs in a specific
process.
- May result in job changes or “reengineering.”
- Illustrative example in the HR as a Profit Center feature.
- Workflow analysis involves using a flow process chart.
- The chart lists each step of the process in sequential order.
- Managers may convert the step-by-step chart into a diagrammatic
process chart.
- Diagrammatic process charts use arrows and circles to illustrate each
process step.

22. Conducting a Job Analysis:
Business Process Reengineering (BPR):
• Identify the process to redesign (e.g., claims processing).
• Measure existing process performance.
• Identify improvement opportunities.
• Redesign and implement a new process.
• Assign tasks to individuals or teams using new technology.
Job Redesign Strategies:
• Job Enlargement:
Assign additional same-level tasks.
• Job Rotation:
Systematically move workers between jobs.
• Job Enrichment (Herzberg’s Approach):
Redesign jobs for increased responsibility,
achievement, growth, and recognition.

23. Conducting a Job Analysis:
Step 3:
Select Representative Positions:
• Focus on a sample of positions
Step 4:
Actually Analyze the Job:
• Greet job holders, explain the process.
• Conduct a 15-minuteinterviewfor a basic
job summary.
• Identify broad areas of responsibility.
• Interactive identification of specific
duties/tasks.

24. Conducting a Job Analysis:
Step 5:
Verify Information:
• Confirm details with the job holder v
and immediate supervisor.
Step 6:
Develop Job Description and Specification:
• Job description includes duties, activities,
and important features.
• Job specification summarizes required
personal qualities and skills.

25. Thank you