Lecture 3: Job Analysis and Talent Management Process (Chapter 4) Flashcards
What is Talent Management?
It is a holistic, integrated & results & goal oriented process of planning, recruiting, selecting, developing, managing & compensating employees.
What is Talent Management Software?
It helps manager to hire the best talent, provide real-time evaluations of workforce & performance, align & develop workforce w/ the talent management goals.
It helps in ensuring that talent management activities are aimed in a coordinated way to achieve the co.’s HR goals.
What are the steps involved in the Talent Management Process?
- Decide what positions to fill through job analysis, personnel planning & forecasting
- Build a pool of job candidates by recruiting internal & external candidates
- Obtain application forms & have initial screening interviews
- Use selection tools (eg: tests, interviews, background checks & physical exams to identify viable candidates)
- Decide to whom to make an offer to
- Orient, train & develop employees so that they have competencies to do their jobs
- Appraise employees to assess how they’re doing
- Compensate employees to maintain their motivation
What is Job Analysis?
It is the procedure through which you determine the duties & skill requirements of a job & the kind of person who should be hired for it.
It also produces info for writing job descriptions & job specifications (req. for job recruitment)
What are the basics collected via Job Analysis?
- Work activities: analysis of the actual job activities (how, why and when each worker performs each activity)
- Human behavior: info about the human behaviors req. by the specific job (eg: communicating)
- Machines, tools, equipment & working aids: tools used, material processes, knowledge dealt w/ or applied.
- Performance standards: quality / quantity level req. for each job duty (eg: production quota to be achieved in a day)
- Job context: job conditions (info about physical working conditions, work schedules, incentives) w/ whom employees would normally interact w/
- Human requirements: knowledge / skills / req. personal attributes
What are the uses of Job Analysis Information?
- Recruitment & selection - what duties the job entails (helps in deciding what are the types of people to recruit / hire)
- Equal Employment Opportunity (EEO) compliance - employers should know each job’s essential job functions
- Performance appraisal - compare actual performance of employees duties w/ performance standards req.
- Compensation - salary & bonus depending on skills / knowledge, education level / degree of responsibility
- Training - training to fulfill what the job req. (job’s specific duties / requisite skills)
What are the steps involved in conducting a Job Analysis?
- Identify how will info be used
- Review relevant background info about the job (eg: org. charts: organization wide division of work ; process charts: detailed picture of the workflow)
- Select representative positions (select a sample of positions to focus on)
- Collect & analyze data (job activities, working conditions & human traits & abilities to perform the job)
- Verify job analysis info w/ employee performing the job w/ his immediate supervisor (to confirm that info is correct & complete & help gain acceptance)
- Develop job description & job specification
What is workflow analysis?
It is a detailed study of the flow of work from job to job in one identifiable work process. It helps managers identify what a job’s duties & demands are currently.
What is Business Process Reengineering?
It is the redesign of business processes by combining steps so that small multifunction teams using IT, do the jobs formerly done by a sequence of department.
What are the 3 types of Job Redesign?
- Job Enlargement: assign workers w/ additional same level activities
- Job Rotation: systematically moving workers from one job to another
- Job Enrichment: the best way to motivate workers (redesign jobs in a way that increases the opportunity for the worker to experience feelings of responsibility, achievement, growth & recognition, empowering workers & thus increasing quality & productivity.)
What are some of the things we should keep in mind in collecting Job Analysis Information?
- a joint effort by HR manager, worker and worker’s supervisor
- clear questions & process are provided to employees
- several methods such as questionnaires & short interview to follow up
Interview
- typical questions
- structured interviews by using questionnaires to guide the interview
- pros of interview: simple & quick way to obtain info
- cons of interview: there may be distortions as people tend to inflate their job’s performance when abilities are involved to impress the perception of others
- interview guidelines: establish rapport w/ interviewee, use structured guide that lists questions, don’t overlook crucial but infrequently performed activities, review info w/ workers & worker’s supervisor
Questionnaires
- have employees fill out questionnaires to describe their job duties & responsibilities
- structured checklists
- describe the major duties
- pros: quick & efficient way to obtain info from a large no. of employees, less costly (free)
- cons: develop & testing it can be time consuming, employees may distort their answer to make it look good
Observations
- useful w/ observable physical activities (eg: assembly line workers, accounting clerks)
- not appropriate when the job entails a lot of mental activity (eg: lawyer/ designed engineer)
- reactivity: workers changing what they normally do because they’re now under observation, thus info might not be true/ accurate
Participant Diary / Logs
- Record of an activity: employee records all activities that he/ she engages in a log
- Pocket dictating machines: to dictate what employees are doing at certain times of the day
