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HRM Chapter 4 Summary

The document discusses the process of job analysis and talent management. It begins by outlining the 8 typical steps in the talent management process, from job analysis and planning to recruiting, hiring, training, assessing and rewarding employees. It then explains that talent management takes a more holistic approach by interrelating these steps and focusing on identifying candidates with the required skills rather than specific job positions. The document also provides details on conducting job analysis, including collecting information on job duties, requirements and standards through methods like interviews, questionnaires and observation. This information is then used to create job descriptions and specifications that support human resource activities like recruitment, compliance and compensation.

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Noman Syed
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444 views

HRM Chapter 4 Summary

The document discusses the process of job analysis and talent management. It begins by outlining the 8 typical steps in the talent management process, from job analysis and planning to recruiting, hiring, training, assessing and rewarding employees. It then explains that talent management takes a more holistic approach by interrelating these steps and focusing on identifying candidates with the required skills rather than specific job positions. The document also provides details on conducting job analysis, including collecting information on job duties, requirements and standards through methods like interviews, questionnaires and observation. This information is then used to create job descriptions and specifications that support human resource activities like recruitment, compliance and compensation.

Uploaded by

Noman Syed
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Name: Syed Noman Zia

Enrollment No.: 02-112182-056 (4B)


Course: Human Resource
Management
Topic: Job Analysis & The Talent
Management process.
Course Instructor: Ms. Sheena Pitafi

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Job Analysis & The Talent Management Process
(Summary)

The Talent Management Process


In this chapter before looking toward the definition of Talent management
process let focus on the essential series of steps that are required by every
organization and Managers traditionally follow these steps.

1. Deciding the job position through job analysis, organization planning


and predicting.
2. Setting stream of job application, by recruiting Internal/External
candidates.
3. Obtaining application forms online and have initial screen interview.
4. Through testing, interview or physical exams; identifying capabilities of
employees.
5. Decide whom to call up for an offer.
6. Orient, train and develop employees so they’ve ability to do their jobs.
7. Assess employees to gauge how they’re doing.
8. Reward employees to maintain their motivation.

Keeping all these 8 steps in mind, todays trend is not to view them accordingly
but through talent management process. Talent Management as the holistic,
integrated and goal-oriented process of planning’s. If a manager follows talent
management approach then they may ask for result rather than deciding for Job
position, they may interrelate some steps, may plan general profile for
candidates with same required skills (human skills, knowledge, capability etc.)
and lastly, they directly coordinate shortlisted candidates through talent
management software. Nowadays, employers use talent management software
to interrelate their talent-related activities. For e.g. ZingHR is TM Software that
uses a cloud based HCM software where job candidate’s data is evaluated by
employers before face to face interview.

The Basic 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. Produces information to write job
description & job specifications.

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Job descriptions: A list of a job’s duties, responsibilities, tasks, as 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” Knowledge”, skills, personality” Abilities”, and so on another
product of a job analysis.

The Human Resource specialist normally collect following type of information


via job analysis:
1. Work activities (such as cleaning, selling, teaching, or painting and can
include how, why, and/or when the worker performs each activity)
2. Human behaviors (Information about human behaviors the job requires,
like sensing, communicating, lifting weights, or walking long distances)
3. 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)).
4. Performance standards (Information about the job s performance standards
(in terms of quantity or quality levels for each job duty, for instance)).
5. 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.)
6. Human requirements (Information such as knowledge or skills (education,
training, work experience) and required personal attributes (aptitudes,
personality, interests).

Job analysis is important because it support just about all human resource
management activities. That are:
a. Recruitment and selection
b. Compliance (ADA compliance) and Employment Relation.
c. Performance Approval
d. Compensation (based off education and skill required)
e. Training

How do you conduct a job analysis? 6 general steps are given below:
Step 1: decide how you'll use the information.
Step 2: review relevant background information such as organization charts,
process charts, and job descriptions.

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Step 3: select representative positions.
Step 4: actually, analyze the job by collecting data on job activities, working
conditions, and human traits and abilities needed to perform the job.
Step 5: verify the job analysis information with the worker performing the job
and with his or her immediate supervisor.
Step 6: develop a job description and job specification.

Methods for collecting Job Analysis Information


Job analysis is based on job data. Hence the question: how to collect job related
data? A variety of methods are available for collecting job data. The method that
was historically linked to the concept of job analysis was observation
supplemented by the interview.
In recent years, questionnaires, check lists, critical incidents, diaries, personnel
records and technical conference method have also been experimented for
collecting job-related data.

 Interview:
In this method, the job analyst directly interviews the job holder through a
structured interview form to elicit information about the job. This method is
found suitable particularly for jobs wherein direct observation is not feasible. By
way of directly talking to the job holder, the interviewer job analyst may extract
meaningful information from the job holder about his/her job.

 Questionnaire:
In this method, the employee is given structured questionnaire to fill in, which
are then returned to the supervisors. The supervisor, after making the required
and necessary corrections in the information contained in the questionnaire,
submits the corrected information to the job analyst. Questionnaire provides
comprehensive information about the job.

 Observation:
Under this method, data is collected through observing an employee while at
work. The job analyst on the basis of observation carefully records what the
worker does, how he/she does, and how much time is needed for completion of
a given task. This is the most reliable method of seeking firsthand information
relating to a job.

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 Diaries or Log Records:
In this method, the job holder is asked to maintain a diary recording in detail the
job-related activities each day. If done judiciously, this method provides accurate
and comprehensive information about the job. This overcomes memory lapses on
the part of the job holder. As recording of activities may spread over several
days, the method, thus, becomes time-consuming one.

Writing Job Description


There is no standard format for writing a job description. However, most
descriptions contain sections that cover the following:
a. Job identification
b. Job summary
c. Responsibilities and duties
d. Authority of incumbent
e. Standards of performance
f. Working conditions
g. Job specification

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