4-4
Job Analysis and the
Talent Management
4-Learning Objectives
1. Define talent management and explain why it is important.
2. Discuss the process of job analysis, including why it is important.
4-Learning Objectives
4. Explain how you would write a job description.
5. Explain how to write a job specification.
4-Define talent management
and explain why it is
4-The Talent Management
Process
• What Is Talent Management?
o Tasks
o Goal-directed
o Uses the same “profile”
o Segments and manages employees
4-• Thought of as
linear process
• Definition
• Managing talent
effectively
4-Discuss the process of
job analysis, including
4-The Basics of Job Analysis
• Work activities
• Behaviors
• Machines, tools, equipment, and work aids
• Performance standards
• Job context
• Human
4-Uses of Job Analysis
Information
• Recruitment and
selection
• EEO compliance • Performance
appraisal
• Compensation
4-Conducting a Job
Analysis
1. How will information be used? 2. Background information
3. Representative positions 4. Collect and analyze data 5. Verify
4-IMPROVING PEFORMANCE:
HR as a Profit Center
• Boosting Productivity Through Work Redesign
o Workflow analysis prompted
several performance-boosting redesigns
o Firm reduced from four to one
4-Job Analysis Guidelines
• A joint effort
• Clarity of questions
and process
4-• The basics of job analysis
• Uses of job analysis information
• Conducting a job analysis
• Job analysis guidelines
4-Methods for Collecting Job Analysis
Information
• Interviews
• Questionnaires
• Observation • Diary/logs
• Quantitative
techniques
4-Collecting Job Analysis
Information – Interviews
• The Interview
o Typical questions
o Structured interviews
o Pros and cons
4-• Interviews
• Questionnaires • Observation
• Diary/logs
• Quantitative
techniques
• Internet-based
4-Writing Job Descriptions
• Job identification
• Job summary
• Relationships
• Responsibilities and duties
o Authority
• Performance standards &
working conditions
4-IMPROVING PERFORMANCE:
HR Tools for Line Managers and
Entrepreneurs
• O*NET
o The U.S. Department of Labor’s online
occupational information network
o O*NET lists the specific duties
4-Review
• Job descriptions
o Identifying the job,
summary, relationships
o Responsibilities, duties,
standards
4-Writing job specifications
• Trained vs. untrained
• Judgment
• Statistical analysis
4-Explain competency-based job
analysis, including what it means
4-Profiles in Talent Management
• Competencies and
competency-based job analysis
4-IMPROVING PERFORMANCE:
HR Practices Around the Globe
• Daimler Alabama emphasizes
o Just-in-time inventory
o Work teams
o Continuous improvement
4-• Based on the hotel’s stated strategy, list at least four more important employee
behaviors important for the Hotel Paris’s staff to exhibit.
• If time permits, spend some time prior to class observing the front-desk clerk at a local hotel. In any case, create a job
Translating Strategy into HR Policies & Practices: Improving
4-Hotel Paris Strategy
