Talent Management
The goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees
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
Job Descriptions
A list of a job's duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities�one product of a job analysis.
KSA: Knowledge, Skills, Abilities
--> Most important product of a job analysis
Job Specifications
A list of a job's "human requirements," that is, the requisite education, skills, personality, and so on�another product of a job analysis.
Organization Chart
A chart that shows the organization-wide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates with whom
Process Chart
A workflow chart that shows the flow of inputs to and outputs from a particular job
Workflow Analysis
a detailed study of the flow of work from job to job in a work process
Business Process Reengineering
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
-Part of job analysis
Job Enlargement
assigning workers additional same-level activities
Job Rotation
systematically moving workers from one job to another
Job Enrichment
redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition
Diary/Log
Daily listings made by employees of every activity in which they engage, along with the time each activity takes.
Position Analysis Questionnaire (PAQ)
a questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs
-Quantitative job analysis technique
Standard Occupational Classification (SOC)
classifies all workers into one of 23 major groups of jobs that are subdivided into minor groups of jobs and detailed occupations
The Talent Management Process
1. Decide what positions to fill
2. Build a pool of job candidates
3. Obtain application forms
4. Use selection tools
5. Decide to whom to make an offer
6. Orient, train, and develop employees
7. Appraise employees
8. Compensate employees to maintain thei
The Basics of 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
Uses of Job Analysis Information:
Recruitment and Selection. Information about what duties the job entails and what human characteristics are required to perform these activities helps managers decide what sort of people to recruit and hire.
EEO Compliance. Job analysis is crucial for val
Conducting a Job Analysis
1. How will information be used?
2. Background information
3. Representative positions
4. Collect and analyze data
5. Verify
6. Job description and specification
Work Analysis
A detailed study of the flow of work from job to job in a work process. Usually, the analyst focuses on one identifiable work process, rather than on how the company gets all its work done.
-Part of job analysis
Methods for Collecting Job Analysis Information
1. Interviews
2. Quantitative "position analysis" questionnaire
3. Additional Things to keep in mind
1. Thus, an interview might be best for creating a list of job duties.
2. The more quantitative "position analysis questionnaire" method may be best for q
Department of Labor (DOL) Procedure
Experts at the U.S. Department of Labor did much of the early work developing job analysis. They used their results to compile what was, for many years, the bible of job descriptions, the Dictionary of Occupational Titles. This mammoth book contained deta
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
Standards of Performance
Lists the standards the company expects the employee to achieve for each of the job description's main duties and responsibilities
Writing Job Specifications:
1. Writing job specifications for the trained vs. untrained
2. Writing job specification based on Judgment
3. Writing a job specification based on Statistical Analysis
4. Writing a job specification based on the Job Requirement Matrix
Specifications Based on Statistical Analysis:
(1) some predictor (human trait such as height, intelligence, or finger dexterity), and (2) some indicator or criterion of job effectiveness, such as performance as rated by the supervisor
This procedure has five steps:
1. analyze the job and decide how t
The Job-Requirements Matrix
A more complete description of what the worker does and how and why he or she does it; it clarifies each task's purpose and each duty's required knowledge, skills, abilities, and other characteristics.
A typical matrix lists the following information, in
How to Write Competencies Statements:
1. Name and brief description
2. Description of the observable behaviors
3. Proficiency Level
Task Statement
written item that shows what the worker does on one particular job task; how the worker does it; the knowledge, skills, and aptitudes required to do it; and the purpose of the task
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.
--> Instead of using job descriptions
O'Net
Offered by the Department of Labor
-Online occupational labor network
-Offer info on occupations, experience, education and knowledge to perform specific job
-online.onetcenter.org
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