1. 4- 4-14 Job Analysis and the Talent Management Process Human Resource Management 14 th Edition, Global Edition By Gary Dessler Copyright © 2015 Pearson Education Ltd.

2. 4- 4-2 Learning Objectives 1. Define talent management and explain why it is important. 2. Discuss the process of job analysis, including why it is important. 3. Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Copyright © 2015 Pearson Education Ltd.

3. 4- 4-3 Learning Objectives 4.Explain how you would write a job description. 5.Explain how to write a job specification. 6.Explain competency-based job analysis, including what it means and how it’s done in practice. Copyright © 2015 Pearson Education Ltd.

4. 4- 4-4 Define talent management and explain why it is important. Copyright © 2015 Pearson Education Ltd.

5. 4- 4-5 The Talent Management Process What Is Talent Management? o Tasks o Goal-directed o Uses the same “profile” o Segments and manages employees o Integrates/coordinates all talent management functions Copyright © 2015 Pearson Education Ltd.

6. 4- 4-6 Thought of as linear process Definition Managing talent effectively Review Copyright © 2015 Pearson Education Ltd.

7. 4- 4-7 Discuss the process of job analysis, including why it is important. Copyright © 2015 Pearson Education Ltd.

8. 4- 4-8 The Basics of Job Analysis Work activities Behaviors Machines, tools, equipment, and work aids Performance standards Job context Human requirements Copyright © 2015 Pearson Education Ltd.

9. 4- 4-9 Uses of Job Analysis Information Recruitment and selection EEO compliance Performance appraisal Compensation Training Copyright © 2015 Pearson Education Ltd.

10. 4- 4-10 Conducting a Job Analysis 1.How will information be used? 2.Background information 3.Representative positions 4.Collect and analyze data 5.Verify 6.Job description and specification Copyright © 2015 Pearson Education Ltd.

11. 4- 4-11 IMPROVING PEFORMANCE: IMPROVING PEFORMANCE: HR as a Profit Center Boosting Productivity Through Work Redesign o Workflow analysis prompted several performance-boosting redesigns o Firm reduced from four to one the number of people opening mail Copyright © 2015 Pearson Education Ltd.

12. 4- 4-12 Job Analysis Guidelines A joint effort Clarity of questions and process Different job analysis methods Copyright © 2015 Pearson Education Ltd.

13. 4- 4-13 The basics of job analysis Uses of job analysis information Conducting a job analysis Job analysis guidelines Review Copyright © 2015 Pearson Education Ltd.

14. 4- 4-14 Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Copyright © 2015 Pearson Education Ltd.

15. 4- 4-15 Methods for Collecting Job Analysis Information Interviews Questionnaires Observation Diary/logs Quantitative techniques Internet-based Copyright © 2015 Pearson Education Ltd.

16. 4- 4-16 Collecting Job Analysis Information – Interviews The Interview o Typical questions o Structured interviews o Pros and cons o Interviewing guidelines Copyright © 2015 Pearson Education Ltd.

17. 4- 4-17 Interviews Questionnaires Observation Diary/logs Quantitative techniques Internet-based Review Copyright © 2015 Pearson Education Ltd.

18. 4- 4-18 Explain how you would write a job description. Copyright © 2015 Pearson Education Ltd.

19. 4- 4-19 Writing Job Descriptions Job identification Job summary Relationships Responsibilities and duties o Authority Performance standards & working conditions Job specifications Copyright © 2015 Pearson Education Ltd.

20. 4- 4-20 IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs O*NET o The U.S. Department of Labor’s online occupational information network o O*NET lists the specific duties associated with numerous occupations Copyright © 2015 Pearson Education Ltd.

21. 4- 4-21 Review Job descriptions o Identifying the job, summary, relationships o Responsibilities, duties, standards Specifications Copyright © 2015 Pearson Education Ltd.

22. 4- 4-22 Explain how to write a job specification. Copyright © 2015 Pearson Education Ltd.

23. 4- 4-23 Write a job specification. Copyright © 2015 Pearson Education Ltd.

24. 4- 4-24 Writing job specifications Trained vs. untrained Judgment Statistical analysis Task statements Copyright © 2015 Pearson Education Ltd.

25. 4- 4-25 Review Copyright © 2015 Pearson Education Ltd.

26. 4- 4-26 Explain competency-based job analysis, including what it means and how it’s done in practice. Copyright © 2015 Pearson Education Ltd.

27. 4- 4-27 Profiles in Talent Management Competencies and competency-based job analysis How to write competencies- based job descriptions Copyright © 2015 Pearson Education Ltd.

28. 4- 4-28 IMPROVING PERFORMANCE: HR Practices Around the Globe Daimler Alabama emphasizes o Just-in-time inventory o Work teams o Continuous improvement Stressing competencies rather than duties Copyright © 2015 Pearson Education Ltd.

29. 4- 4-29 Review Copyright © 2015 Pearson Education Ltd.

30. 4- 4-30 Copyright © 2015 Pearson Education Ltd.