[1] Job Analysis & Talent Management

Human Resource Management 16th Edition - Gary Dessler

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.

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.

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 __________ the job requires, like sensing, communicating, lifting weights, or walking long distances.

Machines, tools, equipment, and work aids

Information regarding tools used, materials processed, knowledge dealt with or applied (such as finance or law), and services rendered (such as counseling or repairing).

Performance standards

Information about the job’s standards in terms of quantity or quality levels for each job duty, for instance.

Job context

Information about such matters as physical working conditions, work schedule, incentives, and, for instance, the number of people with whom the employee would normally interact.

Human requirements

Information such as knowledge or skills (education, training, work experience) and required personal attributes (aptitudes, personality, interests).

Recruitment and selection

USES OF JOB ANALYSIS INFORMATION

Information about what duties the job entails and what human characteristics are required to perform these duties helps managers decide what sort of people to recruit and hire.

EEO compliance

USES OF JOB ANALYSIS INFORMATION

Knowing a job's duties is necessary for determining, for example, whether a selection test is a valid predictor of success on the job. Furthermore, to comply with the ADA, employers should know each job’s essential job functions—which requires a job analysis.

Performance appraisal

USES OF JOB ANALYSIS INFORMATION

Compares an employee’s actual performance of his or her duties with the job's performance standards. Managers use job analysis to learn what these duties and standards are.

Compensation

USES OF JOB ANALYSIS INFORMATION

__________ (such as salary and bonus) usually depends on the job’s required skill and education level, safety hazards, degree of responsibility, and so on—all factors you assess through job analysis.

Training

USES OF JOB ANALYSIS INFORMATION

The job description lists the job’s specific duties and requisite skills—thus pinpointing what __________ the job requires.

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.

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.

Step 1: Identify The Use

STEPS IN DOING A JOB ANALYSIS

Which step involves identifying the use to which the information will be put, since this determines how the data will be collected (e.g., interviews for job descriptions, questionnaires for compensation comparisons)?

Step 2: Review Relevant Background Information About the Job

STEPS IN DOING A JOB ANALYSIS

Which step involves reviewing relevant background information about the job, such as organization charts, process charts, and existing job descriptions to understand the job’s context?

Step 3: Select Representative Positions

STEPS IN DOING A JOB ANALYSIS

Which step involves selecting a sample of positions to focus on rather than analyzing every job in the firm?

Step 4: Actually Analyze the Job

STEPS IN DOING A JOB ANALYSIS

Which step of job analysis involves greeting job holders, explaining the process, interviewing them, and interactively identifying duties and tasks within broad responsibility areas?

Step 5: Verify the Job Analysis Information

STEPS IN DOING A JOB ANALYSIS

Which step of job analysis requires verifying the information with the worker and their immediate supervisor to ensure accuracy and acceptance?

Step 6: Develop a Job Description and Job Specification

STEPS IN DOING A JOB ANALYSIS

Which step involves developing a job’s duties, responsibilities, conditions and traits, skills, and background needed?

Reactivity

The worker is changing what he or she normally does because you are watching.

Diary/Log

Daily listings made by workers 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.

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.

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.

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.