AEIS: 607 Lecture 3: Job Analysis and Talent Management Md. Mahbubul Alam, PhD Associate Professor 11/20/2018 Prepared & Presented by Md. Mahbubul Alam, PhD

After studying this chapter, you should be able to: Explain why talent management is important. Discuss the nature of job analysis, including what it is and how it’s used. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Write job descriptions, including summaries and job functions, using the Internet and traditional methods. Write job specifications using the Internet as well as your judgment. Explain competency-based job analysis, including what it means and how it’s done in practice.

Talent Management The goal-oriented and integrated process of planning, recruiting, developing, managing and compensating employees. Perspective Understanding talent management tasks (recruiting, training, paying) Ensuring talent management tasks are goal-directed. Using the same “profile” of competencies (traits, knowledge, experience) Actively segmenting and proactively managing employees. Integrating all the talent management functions.

Job Analysis The procedure for determining the duties & skill requirements of a job and the kind of person who should be hired for it. Dimensions Job descriptions A list of job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities. Job specifications A list of a job’s “human requirement”, that is the requisite education, skills, personality, and so on.

Job Analysis: Information Requirements Work activities Human behavior Machines, tools, equipment, work aids Performance standards Job context: e.g., working conditions, work schedule, incentives Human requirements: e.g., knowledge and skills

Uses of Job Analysis Information

Conducting a Job Analysis Step 1: Decide how you’ll use the information Step 2: Review relevant background information such as organization charts, process charts, & job descriptions Workflow analysis: detailed study of the flow of work from job to job in a work process. Job redesign: job enlargement, job rotation, job enrichment Business process reengineering: e.g., combining steps Step 3: Select representative positions Step 4: Analyze the job Step 5: Verification of the job analysis information Step 6: Develop a job description and job satisfaction.

Job Design: Specialization and Efficiency? Job Analysis Job Enlargement Job Enrichment Job Design: Specialization and Efficiency? Job Rotation

Job Analysis (cont’d) Dejobbing the Organization Flattening the Organization Reengineering Business Processes Dejobbing the Organization Using Self-Managed Work Teams

Methods of Collecting Job Analysis Information: The Interview Information Sources Individual employees Groups of employees Supervisors with knowledge of the job Advantages Quick, direct way to find overlooked information Disadvantages Distorted information Interview Formats Structured (Checklist) Unstructured

Methods of Collecting Job Analysis Information: Questionnaires Information Source Have employees fill out questionnaires to describe their job-related duties and responsibilities Questionnaire Formats Structured checklists Open-ended questions Advantages Quick and efficient way to gather information from large numbers of employees Disadvantages Expense and time consumed in preparing and testing the questionnaire

Methods of Collecting Job Analysis Information: Observation Information Source Observing and noting the physical activities of employees as they go about their jobs Advantages Provides first-hand information Reduces distortion of information Disadvantages Time consuming Difficulty in capturing entire job cycle Of little use if job involves a high level of mental activity

Methods of Collecting Job Analysis Information: Participant Diary/Logs Information Source Workers keep a chronological diary/ log of what they do and the time spent on each activity Advantages Produces a more complete picture of the job Employee participation Disadvantages Distortion of information Depends upon employees to accurately recall their activities

Quantitative Job Analysis Techniques Position Analysis Questionnaire Internet-based Job Analysis Quantitative Job Analysis Department of Labor (DOL) Procedure 1. PAQ: 194 items. A questionnaire used to collect quantifiable data concerning he duties and responsibilities of various jobs. A set of standard basic activities called worker functions to describe what a worker must do with respect to data, people and things. A standardize job analysis questionnaires distribute to geographically disbursed employees via company intranet.

Writing Job Descriptions A job description is a written statement of what the worker actually does, how he/she does it, and what the job’s working conditions are. Job Identification Job Summary Responsibilities and Duties Authority of the Incumbent Standards of Performance Working Conditions Job Specifications Sections of a Typical Job Description Most important product of job analysis is the job description. Job summary: summarize the essence of job, and include only its major functions or activities.

Writing Job Specifications Specifications for Trained Versus Untrained Personnel Specifications Based on Statistical Analysis “What traits and experience are required to do this job well?” Specifications Based on Judgment “Filling jobs with untrained employees requires identifying the personal traits that predict performance”. e.g., education, intelligent, training Relationship between traits and performance.

Competency-based job analysis Describe the job in terms of measurable, observable, behavioral competencies (knowledge, skills, behaviors) that an employee doing that job must exhibit. Job-focused vs. worker-focused 1. Traditional job analysis (job focused): “Job duties” Vs. competency based (Worker-focused): “what must employees be competent at to do this multiskilled job?

K E Y T E R M S job analysis job description job specifications organization chart process chart diary/log position analysis questionnaire (PAQ) U.S. Department of Labor (DOL) job analysis procedure functional job analysis Standard Occupational Classification (SOC) job enlargement job rotation job enrichment dejobbing boundaryless organization reengineering competencies competency-based job analysis performance management

Prepared & Presented by Md. Mahbubul Alam, PhD Question Please ? Acknowledgement: “Human Resource Management” by Garry Dessler, 13th Edition, Pearson. 11/20/2018 Prepared & Presented by Md. Mahbubul Alam, PhD