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Human resource management 15e by gary dessler 2017 chapter 04

Human Resource Management
Fifteenth Edition

Chapter 4
Job Analysis and the Talent
Management Process

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Learning Objectives (1 of 3)
4-1. Define talent management and explain why it is important.
4-2. Discuss the process of job analysis, including why it is important.

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Learning Objectives (2 of 3)
4-3. Explain how to use at least three methods of collecting job analysis information,
including interviews, questionnaires, and observation.
4-4. Explain how you would write a job description.

4-5. Explain how to write a job specification.

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Learning Objectives (3 of 3)
4-6. 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.
4-7. Explain competency-based job analysis, including what it means and how it’s done in
practice.

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I.
Define talent management and explain why it is
important.

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The Talent Management Process



Decide what positions to fill



Build a pool of job candidates



Obtain application forms



Use selection tools




Decide to whom to make an offer



Orient, train, and develop employees



Appraise employees



Compensate employees to maintain their motivation

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Improving Performance Through HRIS: Talent Management
Software

Talent Management Suite

Let’s take a look..

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II.
Discuss the process of job analysis, including why it is
important.

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The Basics of Job Analysis



Work activities



Human behaviors



Machines, tools, equipment, and work aids



Performance standards



Job context



Human requirements

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What Is Job Analysis?



Job Analysis – is the procedure through which you determine the duties and skill
requirements of a job and the kind of person who should be hired for it.

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Uses of Job Analysis Information



Recruitment and
selection



EEO compliance



Performance appraisal



Compensation



Training
FIGURE 4-2 Uses of Job Analysis Information

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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

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Processes involved in Job Analysis



Workflow Analysis

FIGURE 4-3 Process Chart for Analyzing a Job’s
Workflow
Source: Henderson, Richard I., Compensation Management in a
Knowledge -Based World, 9th Ed., © 2003, p.137. Reprinted and
Electronically reproduced by permission of Pearson Education, Inc.,
Upper Saddle River, New Jersey.

Copyright © 2017, 2015, 2013 Pearson Education, Inc. All Rights Reserved


Other Processes involved in Job Analysis



Business Process Reengineering






Job Redesign
Job Enlargement
Job Rotation
Job Enrichment

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Improving Performance: HR as a Profit Center

Boosting Productivity Through Work Redesign

Let’s talk about it…

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III.
Explain how to use at least three methods of collecting
job analysis information, including interviews,
questionnaires, and observation.

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Methods for Collecting Job Analysis Information

1.

Interviews

2.

Quantitative “position analysis”
questionnaire

3.

Additional Things to keep in mind

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The Interview

1.

Typical Questions

2.

Structure Interviews

3.

Pros and Cons

4.

Interviewing Guidelines

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Questionnaires

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Observations

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Participant Diary /Logs

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Quantitative Job Analysis Techniques

1.

Position Analysis Questionnaire

2.

Department of Labor (DOL) Procedure

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Electronic Job Analysis Methods

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IV.
Explain how you would write a job description.

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Writing Job Descriptions (1 of 2)

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