JOB ANALYSIS AND TALENT MANAGEMENT PROCESS

Talent Management

It is a goal-directed and integrated process of planning, recruiting, developing, managing, and compensating employees.

In doing so, the manager should actively segment (grouping employees based on competencies or role) and proactively manage employees (you don't wait for employees to have problems, instead you prevent them).

Rank and File

refers to regular employees that are not part of executive levels or management, such as a clerk.

Job Analysis

also called work analysis, it is a process of collecting information about tasks, duties, and responsibilities in a job and the KSAO's needed to perform the job, it is the foundation of almost all human resource activities, its product is a JOB DESCRIPTION.

Personpower Planning

it determines worker mobility within an organization; it tells what other jobs they can be promoted to and become successful.

Job Evaluation

it determines the worth of a job; through this, the necessary and appropriate monetary compensation can be set accordingly.

Internal Pay Equity

involves comparing jobs within the organization.

Compensable Job Factors

these are the factors that a company considers when deciding how much to pay for that job. Most important compensable job factor is RESPONSIBILITY and the least is PHYSICAL DEMANDS, that is because most jobs today focus more on skills.

Peter Principle

promoting employees until they reach their highest level of incompetence.

Determining External Pay Equity

involves comparing the job to the external market (other organizations).

Market Position

refers to the organization's decision on where it wants to be in relation to the compensation policies of other organizations; an organization may choose to offer a higher rate or choose to pay at the "going rate".

Equal Pay for Equal Work

men and women or different races are paid equally when they are doing exactly the same job with the same duties and responsibilities.

Comparable Worth

it states that jobs that are different but equally valuable in terms of skills or responsibility should be paid the same regardless of sex or race.

Equal Employment Opportunity Principle (EEOP)

states that employers do not discriminate against employees based on age, race, color, creed, sex, religion, and disability.

Bona Fide Occupational Qualification (BFOQ)

a legally allowed restriction of hiring and employing based on sex, religion, age, or national origin because it is required to do the job properly; Race and color can never be used as BFOQ.

Affirmative Action

refers to policies or practices designed to eliminate discrimination and promote equal opportunities.

Job Design

it is a process of organizing employees' roles and responsibility to optimize the work process and maximize performance.

Job Enlargement

increasing the worker's task or responsibility by assigning additional same level activities.

Job Enrichment

empowering the worker by giving opportunities to experience feelings of responsibility, achievement, growth, and recognition.

Job Rotation

systematically moving workers from one job to another within the organization to help them gain experience, reduce boredom, and develop new skills; movement is within the same level. Ex. Bank teller to New accounts clerk.

Job Simplification/Specialization

refers to giving smaller tasks to workers, often focusing on repetitive tasks to increase efficiency, making the job easier and faster to accomplish.

Job Crafting

a process in which employees actively change or unofficially change their job duties to better fit their interest and skills; it's about making small, personal adjustments to your existing role, not switching jobs or careers entirely.

Process Chart

a workflow chart that shows the flow of inputs to and outputs from a particular job; it is a visual diagram that shows how a job is done (input process output).

Workflow Analysis

a detailed study of the flow of work from job to job in a work process; it answers the question "Does how this job relates to other jobs make sense" or "should this job even exist".

Reactivity

occurs when a worker changes what he/she normally does because observation is taking place for the purpose of job analysis.

Job Analyst

a person who studies and evaluates jobs to understand what the job involves.

Job Incumbent

the person who is currently doing the job.

Technical Conference Method

a method where the job analyst interviews a group of supervisors (not actual workers) or subject matter experts to gather information about a job, focusing on technical and expertise. Ex. An analyst interviews 3 senior engineers to define tasks of a new engineering role.

Ammerman Technique

a group-based method where the job analyst leads a STRUCTURED DISCUSSION with supervisors and job incumbents to analyze a job and identify the objective and standard to be met by an ideal worker.

Task statement

this contains an ACTION (what is done) and an OBJECT (to which the action is done), it also includes where the task is done, when is it done, why is it done, and how it is done.

Task Inventory

a detailed list of all the tasks or duties performed in a job.

Task Analysis

using a group of SMEs, the task statement will be rated in terms of their FREQUENCY and IMPORTANCE or CRITICALITY of the task being performed; a task will not be included in the final task inventory if it has an AVERAGE OF 0.5 Or LESS and an AVERAGE OF COMBINED RATING OF LESS THAN 2.

Knowledge

a body of information needed to perform a task or understanding of a subject.

Skill

the proficiency to perform a learned task. Ex. Typing 60 words per minute.

Ability

refers to an innate or natural talent someone has, or basic capacity for performing a task, acquiring knowledge, or developing a skill. Ex. Good hand

Other Characteristics

includes personal factors such as personality, willingness, motivation and tangible factors such as license, degrees, and years of experience.

Job Family

a broad group of related jobs that share general functions or characteristics. Ex. Healthcare job.

Job

a specific type of work that is consistent across people & settings. Ex. Registered Nurse.

Position

referred to as job title held by a person in a specific organization.

Duty

it is the role and responsibility of that position. Ex. Administering medication.

Task

a specific activity that is performed under a duty. Ex. Inject insulin.

Element

it is the smallest unit of job or action required to perform a task. Ex. Holding syringe correctly.

Responsibility Charting Theory

a framework used in organizations to clarify roles and responsibilities of employees and avoid confusion about who should do what.

Role Conception

this is what the employee themselves believe their job is about; it answers: "What do I think my job is?" or "How was I taught to do this job?"

Role Expectation

this is what others in the organization expect that person to do in their job.

Role Behavior

this is what the person actually does on the job

Job Description

summary of job tasks and requirements found in job analysis, it includes organized and factual statements that describe the functions of a job, it is a written document that clearly explains the duties, responsibilities, and requirements of a specific job position in an organization.

Job Title

it provides the worker with some form of identity, it is the name of a specific position, it gives an overview of its power and status level.

Job Summary

it summarizes the essence of the job and includes only its major functions or activities.

Work Activities

this is the heart of the job description, it presents the specific list of responsibilities, tasks, and duties that are expected to be performed.

Relationship statements

it shows the jobholder's relationships with others inside and outside the organization.

Job Context / Working Conditions

it describes the environment in which the employees work and mentions stress level, physical demands, work schedule, and degree of danger; it is the conditions under which they are performed.

Work Performance standards of Performance

it states the standards the company expects the employee to achieve for each duty and responsibility; it also describes how an employee's performance is evaluated.

Compensation Information

contains information on the salary grade.