Ch.4 Job Analysis and Talent management Process.
Talent management can be defined as a process that focuses on recruiting, planning, developing, managing and compensating employees.
Talent Management Process:
First step in the talent management process is to determine what positions to fill through forecasting and job analysis.
The next step is to create a pool of applicants by hiring through internal and external channels.
Conduct initial screening interviews.
Identify promising candidates by having background checks, physical exams etc.
After verification of employees, make them an offer.
Teach employees through training and development so that they can perform their jobs with ease.
Appraise their performances and compensate them fairly so that they are motivated to perform efficiently.
Job analysis:
This can be defined as a basic process that helps determine the skills that are required for a particular job and the duties and responsibilities. This helps produce information for Job description and job specification.
Job description can be described as a list of the duties and responsibilities that would be a part of a specific job role.
Job Specification is a list of skills that a person needs to possess for a particular job role. For example, level of qualification, certain personality traits etc.
The Job Analysis Process:
Identify the Purpose: The first and foremost step in the job analysis process is to collect information. However, that information would be useless if the purpose is unknown. Therefore, determine for what purpose is the data being collected and for what will it be used for.
Identify who will conduct the process: The second step is to decide who will be conducting this process for the firm. Is the organization going to hire third party, HR consultants or the HR department will handle it.
Strategic decision making: Step 3 calls for deciding and making decisions as to what techniques will be used for the job analysis process, how the information will be sourced and segregated.
Preparation and Data collection: The next step is to create questionnaires, feedback forms, interview questions researched. Data is collected about the skills and educational background of various employees.
Verification and Review: All the information that has been collected for employees is verified and reviewed once again to ensure authenticity.
Design job Description and Specification: The information is the segregated so that job description can be drafted as well as specification.
Questionnaires: These are drafted carefully so that job holders can easily fill them up. It is a quick way to collect information from numerous employees.
Observations: This method is applicable for those jobs that are physically demanding and may not generate fruitful results for a job that is mentally challenging.
Interviews: Job holders are interviewed or asked various questions about the job and their responses are recorded. It is definitely a time-consuming process, however, will yield good results for complicated managerial type positions.
Checklists: Similar to a questionnaire but has more yes/no questions.
Diary Method: recording of all the activities that job-holders do throughout the day.
Talent management can be defined as a process that focuses on recruiting, planning, developing, managing and compensating employees.
Talent Management Process:
First step in the talent management process is to determine what positions to fill through forecasting and job analysis.
The next step is to create a pool of applicants by hiring through internal and external channels.
Conduct initial screening interviews.
Identify promising candidates by having background checks, physical exams etc.
After verification of employees, make them an offer.
Teach employees through training and development so that they can perform their jobs with ease.
Appraise their performances and compensate them fairly so that they are motivated to perform efficiently.
Job analysis:
This can be defined as a basic process that helps determine the skills that are required for a particular job and the duties and responsibilities. This helps produce information for Job description and job specification.
Job description can be described as a list of the duties and responsibilities that would be a part of a specific job role.
Job Specification is a list of skills that a person needs to possess for a particular job role. For example, level of qualification, certain personality traits etc.
The Job Analysis Process:
Identify the Purpose: The first and foremost step in the job analysis process is to collect information. However, that information would be useless if the purpose is unknown. Therefore, determine for what purpose is the data being collected and for what will it be used for.
Identify who will conduct the process: The second step is to decide who will be conducting this process for the firm. Is the organization going to hire third party, HR consultants or the HR department will handle it.
Strategic decision making: Step 3 calls for deciding and making decisions as to what techniques will be used for the job analysis process, how the information will be sourced and segregated.
Preparation and Data collection: The next step is to create questionnaires, feedback forms, interview questions researched. Data is collected about the skills and educational background of various employees.
Verification and Review: All the information that has been collected for employees is verified and reviewed once again to ensure authenticity.
Design job Description and Specification: The information is the segregated so that job description can be drafted as well as specification.
Questionnaires: These are drafted carefully so that job holders can easily fill them up. It is a quick way to collect information from numerous employees.
Observations: This method is applicable for those jobs that are physically demanding and may not generate fruitful results for a job that is mentally challenging.
Interviews: Job holders are interviewed or asked various questions about the job and their responses are recorded. It is definitely a time-consuming process, however, will yield good results for complicated managerial type positions.
Checklists: Similar to a questionnaire but has more yes/no questions.
Diary Method: recording of all the activities that job-holders do throughout the day.
