MODULE 2: STRATEGIC MANAGEMENT: ACQUISITION AND RETENTION

TALENT MANAGEMENT

Holistic, integrated, result-oriented, and goal-oriented process of planning, recruiting, selecting, developing, training, and compensating employees

Result-Oriented Action

Interrelated HR Functions

Consistent Job Priorities

Active Coordination

4 parts of Talent Management

(RICA)

Result-Oriented Action

Starts with desired outcomes to determine specific HR actions (recruiting, training, pay) needed to build required competencies.

Interrelated HR Functions

Views activities like recruitment, testing, and training as connected processes that together build employee skills.

Consistent Job Priorities

Uses a single profile of required skills, knowledge, and behaviors across recruitment, selection, training, appraisal, and compensation.

Active Coordination

Integrates talent management functions through regular coordination (or software) to ensure consistent application of skill profiles across all HR stages.

• Characteristics of the firm

• Characteristics of the vacancy itself

• Characteristics of labor markets in which an organization recruits

THREE CONTEXTUAL/ENVIRONMENTAL FEATURES AFFECTING RECRUITMENT EFFORTS

When there is a personnel requisition or when a department requests for a vacancy to be filled up

How will the HR know if there is vacancy within the organization

personnel requisition

“is a formal document that requests the creation of a new position at a company. It explains the organizational need for the new position.”

Talent management

starts with understanding which jobs need to be filled, and the human traits and competencies employees need to perform those jobs effectively (Dessler, 2017).

Job analysis

is the procedure through which you determine the duties of the company’s positions and the characteristics of the people to hire for them.

job descriptions, job specification

Job analysis produces information for writing ___________ (a list of what the job entails) and ____ (or “person”) ________ (what kind of people to hire for the job).

True

Virtually every personnel-related action—interviewing applicants and training and appraising employees, for instance—requires knowing what the job entails and what human traits are needed to do the job well. (True or False)

Position Title

Department

Date of Effectivity

Name of the Incumbent

Level

Salary

Grade or Level

BASIC INFORMATION FOR A JOB ANALYSIS

(PDDNLSG)

Position Title

Describes :

• What the employee does

• Level of the position within the organization

Department

Describes:

• To what Department the job title belongs to

• Where the employee is based in the company?

Date of Effectivity of the Job Description

Tell us:

• When the Job Description took effect

• When the Job Description was written and approved

Line Positions

Staff Positions

Supervisory

Managerial

Executive

LEVEL OF POSITION

(LSSME)

Line positions

refer to workers who are directly involved with creating and delivering a company's products and services.

Manufacturing

Line workers may design and manufacture products.

Service

Line workers may create and deliver services to customers.

Staff positions

• support the line positions

• help managers accomplish their administrative responsibilities

• not usually customer-facing

Supervisory

• oversees the employees and regulates them to perform the work assigned to them

• Reports to the manager

Managerial

• manages the resources of the organization to achieve the ultimate goal

• Reports to the Board of Directors or Executive-level positions

Executive

team of individuals at the highest level of organizational management who have the day-to-day responsibilities of managing a company or corporation.

Salary grade or Level

→ Periodic payment for services rendered, paid on:

• Daily, weekly or Monthly basis

• Hourly basis

• Piece rate

• Contract / Project based

Job Summary

One to two sentences about the summary of the job and its purpose or objective.

Job Summary (2)

This will be the last section that you will do because this will be a summary of the data that you got from the analysis.

Duties and responsibilities

→ Written according to importance and frequency and length of time.

→ Detailed account of tasks done on an hourly, daily, weekly, monthly basis.

→ Workflow for each task

Supervision received and exercised

Helps the job analyst create an organizational chart based on the relationships of the job to other positions

Supervision received

(applicable if analyzing line and staff positions)

• What is the position title of the immediate supervisor?

• What tasks are closely monitored by the immediate supervisor?

Supervision exercised

(applicable if analyzing supervisory, managerial and executive positions)

• What positions are under your supervision?

• What departments does the position coordinate with?

• What positions in other departments are under your supervision?

Job result

→ Criteria or Success indicator for the employee to know if JOB IS DONE AND ACCEPTABLE BASED ON COMPANY STANDARDS

→ How job contributed to the products and services of the company

→ Note: This is done PER TASK OF THE JOB BEING ANALYZED

Job Specifications

• Educational Requirements

• Trainings required for the job

• Skills and Level of Skill

• Required License

• KSAO

• Specific knowledge needed for the job

True

Job analysts make a COMMON MISTAKE OF REFLECTING THE QUALIFICATIONS OF THE INCUMBENT and not the ACTUAL SPECIFICATIONS NEEDED FOR THE JOB. (True or False)

Working Conditions

Health and Safety considerations Frequency and degree encountered with conditions such as: Overcrowding, Cramped workspace, Moving objects, Vibration, Noise, Ventilation, Lighting. Heat or cold

Note: consider analyzing health protocols in case of outbreaks or pandemic

Equipment availability

Educational background

Lack of support persons to do the job, etc.

Emotionally draining

Reasons for experiencing difficulty

REQUIRED SIGNATORIES

Prepared by : Job Analyst

Certified Correct: Incumbent Supervisor

Job Analysis

provides a systematic process to gather, document, and analyze information about the content, context, and requirements of jobs.

Core competency mapping

aligns employees' capabilities with strategic business goals by identifying the essential skills, knowledge, and abilities that drive competitive advantage.

Job Analysis and Core competency mapping

together, these tools guide recruitment, training, performance evaluation, and succession planning, ensuring alignment between people strategy and organizational success

Recruitment

Application Form

Initial Interview

Shortlist

Testing & Assessment

Selection

Shortlisting

Application Form

use to verify the CV (of you are telling the truth)

Shortlist

nasala na

Character Investigation

Big help in recruitment, people you put in your CV

a. Credit Check

b. Social Media Check

Realistic Job Interview

ex. Nurse - paano kung hindi dumadaloy yung swero

it is about the job

What is the Objective of PAQ Method (Ernest McCornick?

develop a standardized approach and to help the organization job evaluation & compensation

Job Family

cluster of job that interconnected with each other

ex. Medical Professional

1. Decide how you will use the information

2. Review background

3. Select Representative Positions

4. Analyze the Job

5. Verify JA

6. Develop Output Document (Job Description / Job Specification)

Steps in conducting JA

Process Flow

All organization should have this to know how the job run

ex. in the picture

a process chart provides a detailed picture of the workflow

Blue book - Manual of operations, all steps are there

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.

1. Identify a business process to be redesigned (such as processing an insurance claim)

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 new computerized systems to support the new arrangement

As at Atlantic American, reengineering usually requires redesigning individual jobs. For example, workers doing date stamping must now know how to use the new date-stamping machine.

Job Redesigning

mas higher na when it comes to position

Job Importance

para hindi sila stagnent and to motivate them and to broaden their knowledge

and to have Business Continuity Plan

• includes HR, whenever there is vacancies you have someone that already knows the job

3 ways to redesign specialized job to make it challenging

1. Job Enrichment

2. Job Enlargement

3. Job Rotation

Job Enrichment

means redesigning jobs in a way that increase the opportunities for the worker to experience feeling of responsibility, achievement, growth, and recognition and therefore more motivation.

Job Enlargement

means assigning workers additional same-level activity

the higher your position the more your responsibility

ex. bank teller (10,000 pesos [override] ast to supervisor does not cover responsibility

Job Rotation

means systematically moving worker from one job to another

use also for training in managerial position

ex. jollibee managers