3 Job analysis and Talent management

Talent Management

Holistic process of planning, recruiting, selecting, developing, managing, and compensating employees.

Organization Chart

Shows title of each supervisor's position; connecting lines show accountability for departments, authority systems, and communication lines.

Job Analysis

Procedure through which duties for specific jobs and characteristics of people to hire are determined; produces info for writing job description and job specifications.

Work activities

Type of job analysis info - actual work tasks including how, why, and when of performing tasks.

Human behaviors

Type of job analysis info - behaviors job requires (e.g. communicating, walking long distances).

Machines, tools, equipment, and work aids

Type of job analysis info - tools used, materials processed, knowledge dealt with or applied, and services rendered.

Performance standards

Job's performance standards in terms of quantity or quality levels for each job duty.

Job context

Physical working conditions, work schedule, incentives, number of people employee would work with.

Human requirements

Knowledge or skills and required personal attributes.

Uses of Job Analysis - Recruitment and Selection

Helps managers decide what sort of people to recruit and hire.

Uses of Job Analysis - EEO Compliance

Knowing if selection test is valid predictor of success on job according to duties and knowing essential job functions.

Uses of Job Analysis - Performance Appraisal

Compares employee's actual performance with job's performance standards; job analysis determines standards.

Uses of Job Analysis - Compensation

Depends on info such as required skill, education, safety hazards, degree of responsibility from job analysis.

Uses of Job Analysis - Training

Given duties and responsibilities from job analysis, helps pinpoint what training is required.

Workflow Analysis

Detailed study of flow of work from job to job in one identifiable work process; may lead to changing or reengineering job.

Flow Process Chart

Lists in order each step of the process.

Diagrammatic Process Chart

Shows each step in process with arrows and circles.

Business Process Reengineering

Redesigning business processes usually by combining steps so small multifunction teams do jobs formerly done by sequence of departments.

BPR Process

1. Identify business process to be redesigned 2. Measure performance of existing processes 3. Identify opportunities to improve 4. Redesign and implement new way 5. Assign ownership of sets of formerly separate tasks.

Job Redesign - Example

Shipping center: different people put on tags and sort packages; upon reengineering, same people in small multifunction team attach tag and sort.

Job enlargement

Assigning workers additional same-level activities; ex: people who previously only printed tags must now attach tags to parcels as well.

Job rotation

Systematically moving workers from one job to another.

Job enrichment

Redesigning jobs to increase opportunities for worker to experience feelings of responsibility, achievement, growth, and recognition; by empowering worker through giving skills and authority to inspect work.

Conducting Job Analysis - 6 Steps

1. Identify the Use 2. Review Relevant Background Information 3. Select Representative Positions 4. Actually Analyze the Job 5. Verify with Worker and Supervisor 6. Develop Job Description and Specification.

1. Identify the Use

Determines data collection method; ex: writing job descriptions calls for interviews; PAQ provides info for compensation.

2. Review Relevant Background Info

Understand job context; sources: organization charts, process charts, existing job description.

3. Select Representative Positions

Select sample of job positions to do job analysis.

4. Actually Analyze the Job

Greet holder, explain process, interview for basic summary, identify broad areas of responsibility, identify specific duties/tasks within each area.

5. Verify Job Analysis Info

With worker and immediate supervisor; helps confirm info is correct and complete.

6. Develop Job Description and Specification

Use verified job analysis info as basis.