Fundamentals of Human Resource
25/7/2020 1
Fifth Edition
Management
Chapter 3
Job Analysis and
Talent Management
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 1
Copyright © 2019, 2016, 2014 Pearson Education, Inc. All Rights Reserved
25/7/2020 2
Learning Objectives (1 of 2)
1. Define talent management, and explain why it is
important.
2. Discuss the process of job analysis, including why it
is important.
3. Explain how to use at least three methods of
collecting job analysis information, including
interviews, questionnaires, and observations.
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 2
25/7/2020 3
Learning Objectives (2 of 2)
4. Explain how you would write a job description.
5. Explain how to write a job specification.
6. List some human traits and behaviors you would
want an employee to bring to a job if employee
engagement is important to doing the job well.
7. Explain how to write competency-based models.
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 3
25/7/2020 4
Define talent management and explain
why it is important
August, 2023 705117-Chapter 3: Job Analysis and Talent Management 4
25/7/2020 5
What Is Talent Management?
Talent management as the goal-oriented and integrated process of
planning, recruiting, developing, managing, and compensating
employees.
What recruiting, testing, or other actions should I take to produce
the employee competencies we need to achieve our strategic
goals?
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 5
25/7/2020 6
The Talent Management Process (1 of 2)
1. Decide what positions to fill, through job analysis,
personnel planning, and forecasting.
2. Build a pool of job applicants by recruiting internal or
external candidates.
3. Obtain application forms and have initial screening
interviews.
4. Use selection tools like tests, interviews, background
checks, and physical exams to identify viable candidates.
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 6
25/7/2020 7
The Talent Management Process (2 of 2)
5. Decide on whom to make the offer.
6. Orient, train, and develop employees so they have the
competencies to do their jobs.
7. Appraise and assess employees and then compensate
them to maintain their motivation.
8. Compensate employees to maintain their motivation.
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 7
25/7/2020 8
Job Analysis
Job analysis is the procedure through which you
determine the duties of the positions and the
characteristics of the people to hire for them.
Job analysis produces information for writing Job
Descriptions (a list of what the job entails) and Job
Specifications (what kind of people to hire for the job).
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 8
25/7/2020 9
The Basics of Job Analysis
• Work activities
• Human behaviors
• Machines, tools, equipment, and work aids
• Performance standard
• Job context
• Human requirement
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 9
25/7/2020 10
Uses of Job Analysis Information
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 10
25/7/2020 11
Conducting A Job Analysis
1. Decide how you'll use the information
2. Review relevant background information about the
job (such as organization chart, process chart and job
description)
3. Select representative positions to focus on
4. Analyze the job - By collecting data on the job
5. Verify information with the worker performing the
job and supervisors
6. Develop a Job Description and Job Specification
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 11
25/7/2020 12
Conducting A Job Analysis
Step 1: Decide how you'll use the information
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 12
Step 2 - Review relevant background 25/7/2020 13
information about the job
Organization charts show the organization-wide division of
work, and where the job fits in the overall organization. The
chart should show the title of each position and, by means of
interconnecting lines, who reports to whom and with whom
the job incumbent communicates.
A process chart provides a more detailed picture of the work
flow. In its simplest form a process chart shows the flow of
inputs to and outputs from the job you're analyzing.
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 13
25/7/2020 14
Process Chart
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 14
25/7/2020 15
Business Process Reengineering
Business Process Reengineering is redesigning business
processes, usually by combining steps, so that small
multifunction process teams using information
technology do the jobs formerly done by a sequence of
departments.
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 15
25/7/2020 16
Business Process Reengineering
Business Process Reengineering
1. Identify a business process to be redesigned
2. Measure the performance of the existing processes
3. Identify opportunities to improve these processes
4. Redesign and implement a new way of doing the work
5. Assign ownership of sets of formerly separate tasks to an
individual or a team who use computers to support the
new arrangement.
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 16
25/7/2020 17
Job Redesign
• Job Enlargement
• Job Rotation
• Job Enrichment
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 17
25/7/2020 18
Step 3 - Select Representative Positions
August, 2023 705117-Chapter 3: Job Analysis and Talent Management 18
25/7/2020 19
Step 4 - Collecting job analysis
information
August, 2023 705117-Chapter 3: Job Analysis and Talent Management 19
25/7/2020 20
Methods for Collecting Job Analysis
Information
• Interview
• Questionnaires
• Observation
• Participant Diary/Logs
• Quantitative Job Analysis Techniques
• Electronic Job Analysis Methods
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 20
25/7/2020 21
Interviewing (1 of 2)
The Interview (typical questions asked)
• What is the job being performed?
• What exactly are the major duties of your position?
• What physical locations do you work in?
• What are the education, experience, skill, and (where
applicable) certification and licensing requirements?
• What are the job’s responsibilities and duties?
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 21
25/7/2020 22
Interviewing
The Interview (typical questions asked)
• What are the basic accountabilities or performance
standards that typify your work?
• What are your responsibilities?
• What are the environmental and working conditions
involved?
• What are the job’s physical demands? The emotional and
mental demands?
• Are you exposed to any hazards or unusual working
conditions?
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 22
25/7/2020 23
Simple Job Description Questionnaire
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 23
25/7/2020 24
Position Analysis Questionnaire (PAQ)
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 24
Job Descriptions
25/7/2020 25
Job descriptions: A list of a job's duties, relationships, working
conditions, nd supervisory responsibilities - One product of a job
analysis,
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 25
Job Descriptions
25/7/2020 26
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 26
Job Descriptions
25/7/2020 27
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 27
25/7/2020 28
Writing Job Descriptions
1. Job Identification
2. Job Summary
3. Responsibilities and Duties
4. Authority of Incumbent
5. Standards of Performance
6. Working Conditions
7. Job Specification
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 28
25/7/2020 29
“Job Specifications”
A list of job's “human requiredment”, that is, the
requisite education, skills, personality and so on - A
nother product of a job analysis
What does it take in terms of education, inteligence,
training, and the like to do this job?
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 29
25/7/2020 30
Writing Job Specifications
• Specifications for Trained vs. Untrained Personnel
• Specifications Based on Judgment
• Job Specifications Based on Statistical Analysis
• The Job Requirement Matrix
• Task Statement
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 30
25/7/2020 31
Use the Internet for writing Job Specifications
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 31
25/7/2020 32
Employee Engagement Guide
• Employee engagement
• Job specifications and employee engagement
• The employee engagement manager’s job description
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 32
25/7/2020 33
Using Competencies Models
• Competency-based job analysis involves describing the job in
terms of measurable, observable, and behavioral
competencies (knowledge, skills, and/or behaviors that an
employee doing that job must exhibit to do the job well.).
• While a majority of companies still use job descriptions,
many are using a newer approach such as competency models
or profiles—the knowledge and skills someone needs to do
the job.
• The aim of compiling such models is to summarize what
“competencies” some require for exceptional performance,
specifically skills, behavior, knowledge, and/or experience.
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 33
25/7/2020 34
Example Competency Model
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 34
25/7/2020 35
How to Write Competencies Statements
• Open-ended questions
• Statement: “In order to perform this job competently,
the employee should be able to…”
• Three elements:
– Name and brief description
– Observable behaviors
– Proficiency levels
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 35
25/7/2020 36
Knowing the Employment Law
• ADA Considerations
• Reasonable Accommodations
• Standards of Performance and Working Conditions
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 36
25/7/2020 37
Summary
1. The talent management process
2. The basics of job analysis
3. The various methods for collecting job analysis
information
4. Writing job descriptions
5. Writing job specifications
6. Human traits and behaviors that predict employee
engagement
7. Competency-based job analysis
25/7/2020 705117-Chapter 3: Job Analysis and Talent Management 37