Job analysis is a process used by organizations to understand the duties, responsibilities, and requirements of job positions. This involves collecting data about jobs, including descriptions and specifications. The information is used for talent management purposes like recruitment, selection, training, development, and performance appraisal. Job analysis methods include job descriptions, specifications, competency models, and statistical validation. Job descriptions outline tasks, duties, responsibilities, and conditions, while specifications list the knowledge, skills, abilities needed. Competency models profile exceptional performance requirements. The results of job analysis provide benchmarks for talent management plans.

1. Job Analysis And
Talent Management Process
1. Muhammad Fais Lutfi Nuryadin 6032222091
2. Muhammad Ali Mahdi 6032222074
3. Anisa Maya Aulia Rahma 6032222102
4. Muhammad Harisul Baihaqi 6032222001

2. Job Analysis dan Talent
Management Process
» •Job Analysis is a process used by organizations to
understand the duties, responsibilities and
requirements associated with a job position. This
involves collecting data about the job, including job
descriptions and job specifications, so that the
organization can have a better understanding of
what is required to be successful in the position.
» • Information obtained from job analysis can be used
for a variety of purposes in talent management,
including recruitment, selection, training,
development, and performance appraisal.

4. Methods for Collecting Job
Analysis Information

6. THE RESULTS OF JOB ANALYSIS
» Job Description: a written summary of the tasks, duties, responsibilities,
working conditions, that a particular job entails.
» Job Specification: a list of the knowledge, skills, abilities, and other
characteristics (KSAOs) that an individual must have to perform a job
successfully.

7. COMPARING JOB DESCRIPTION &
JOB SPECIFICATION

8. JOB DESCRIPTION contains section of:
1) Job identification
2) Job summary
3) Responsibilities and duties
4) Authority of incumbent
5) Standards of performance
6) Working conditions
7) Job specification

9. Job Identification
Job Summary
Responsibility and Duties
Job Specification
Standard of Performance
Standard of Performance
Authority of Incumbent
Working Conditions
Relationships

10. WRITING JOB
SPESIFICATIONS
What Human Traits and Experience are required to do this job effectively?
Judgment
Subjective
Statistical
Analysis
Terms of Education, Intelligence, Training, and
how is do the job well
Employers identify the job’s human requirements either through
a
Job-requirements Matrix
A more complete description of what the worker does and how and why he or she does; clarifies
each task’s purpose and each duty’s required knowledge, skills, abilities, and other
characteristics.
Analyze the job and decide how to
measure job performance
1
Select personal traits that believe should
predict performance
2
Test candidate for these traits
3
Measure these candidates subsequent
job performance
4
Statistically analyze the relationship
between human trait and job
performance
5
determine statistically the relation
Ship between some predictor (human trait), and
some indicator or criterion of job effectiveness
The basic procedure of statistical analysis is predictive
validation. This procedure has five steps:

11. USING COMPETENCIES
MODEL
Each job’s profile then becomes the benchmark for creating recruitment, selection, training,
evaluation, and development plans for each job
With competencies models and profiles, the aim is to create descriptions of what is required for
exceptional performance in a given role or job, in terms of required competencies, knowledge, and
experience
Project Management Competencies Statement
competency-based job analysis
Describing the job in terms of measurable, observable, behavioral competencies
(knowledge, skills, and/or behaviors) that an employee doing that job must exhibit to
do the job well.
Proficiency Level 1. Identify project risks and dependencies and
communicate routinely to stakeholders
Proficiency Level 2. Develop systems to monitor risks and dependencies and
report changes
Proficiency Level 3. Anticipate changing conditions and impact to risks and
dependencies and take preventive action

12. Thank You
Let's Discuss...
1. Muhammad Fais Lutfi Nuryadin 6032222091
2. Muhammad Ali Mahdi 6032222074
3. Anisa Maya Aulia Rahma 6032222102
4. Muhammad Harisul Baihaqi 6032222001