Podcast
Questions and Answers
What is the primary purpose of job analysis?
What is the primary purpose of job analysis?
Which of the following is NOT a step in the talent management process?
Which of the following is NOT a step in the talent management process?
What percentage of the individual's time is primarily spent driving sales?
What percentage of the individual's time is primarily spent driving sales?
Which component is NOT typically included in a job analysis?
Which component is NOT typically included in a job analysis?
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Which task is NOT part of the responsibilities related to driving sales?
Which task is NOT part of the responsibilities related to driving sales?
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How can talent management software aid organizations?
How can talent management software aid organizations?
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How many professor interviews are expected to be conducted per day during the academic sales year?
How many professor interviews are expected to be conducted per day during the academic sales year?
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What role do talent management-oriented managers play?
What role do talent management-oriented managers play?
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Which method is not typically used to collect job analysis information?
Which method is not typically used to collect job analysis information?
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Which activity falls under the responsibility of publishing and editorial marketing?
Which activity falls under the responsibility of publishing and editorial marketing?
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What is one of the methods used to maximize sales according to the responsibilities outlined?
What is one of the methods used to maximize sales according to the responsibilities outlined?
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What is a key outcome of a properly conducted job analysis?
What is a key outcome of a properly conducted job analysis?
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Which aspect is NOT typically evaluated in job analysis?
Which aspect is NOT typically evaluated in job analysis?
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Which of the following is a key duty involved in negotiating custom publishing?
Which of the following is a key duty involved in negotiating custom publishing?
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What aspect is involved in the process of product presentations?
What aspect is involved in the process of product presentations?
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Which of the following is NOT a method used for conducting sales interviews?
Which of the following is NOT a method used for conducting sales interviews?
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Which job analysis method is primarily focused on observable physical activities?
Which job analysis method is primarily focused on observable physical activities?
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What component is NOT typically included in a job description?
What component is NOT typically included in a job description?
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Which statement best describes the use of participant diary/logs in job analysis?
Which statement best describes the use of participant diary/logs in job analysis?
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Which section of a job description outlines the authority of the incumbent?
Which section of a job description outlines the authority of the incumbent?
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What is the purpose of the Position Analysis Questionnaire in job analysis?
What is the purpose of the Position Analysis Questionnaire in job analysis?
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Which of the following is NOT a source of job description writing?
Which of the following is NOT a source of job description writing?
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What characteristic differentiates online job analysis methods from traditional ones?
What characteristic differentiates online job analysis methods from traditional ones?
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In a job description, which section details the expectations for employee performance?
In a job description, which section details the expectations for employee performance?
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What is one of the primary purposes of writing job specifications?
What is one of the primary purposes of writing job specifications?
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Which of the following is NOT a characteristic considered for trained personnel?
Which of the following is NOT a characteristic considered for trained personnel?
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What is one of the primary responsibilities related to territory management?
What is one of the primary responsibilities related to territory management?
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What approach does the Job-Requirements Matrix provide?
What approach does the Job-Requirements Matrix provide?
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What is the key decision-making responsibility associated with the sampling budget?
What is the key decision-making responsibility associated with the sampling budget?
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What is the basis for creating specifications based on statistical analysis?
What is the basis for creating specifications based on statistical analysis?
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How should job descriptions comply with employment law?
How should job descriptions comply with employment law?
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Which of the following steps is NOT part of writing competency statements?
Which of the following steps is NOT part of writing competency statements?
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What type of judgment is employed while determining the requirements for a job?
What type of judgment is employed while determining the requirements for a job?
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What is the final step in using O*NET to write job descriptions?
What is the final step in using O*NET to write job descriptions?
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Which aspect does Competency-Based Job Analysis focus on?
Which aspect does Competency-Based Job Analysis focus on?
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Which of the following accurately describes a standard expected from employees?
Which of the following accurately describes a standard expected from employees?
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According to a study by Development Dimensions International, what was identified as a predictor for employee engagement?
According to a study by Development Dimensions International, what was identified as a predictor for employee engagement?
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What is the first step in the job analysis process using O*NET?
What is the first step in the job analysis process using O*NET?
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What strategy is recommended to enhance sales revenue?
What strategy is recommended to enhance sales revenue?
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What role does social media play in HR?
What role does social media play in HR?
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What is the first step in conducting a job analysis?
What is the first step in conducting a job analysis?
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Which of the following is NOT a use of job analysis information?
Which of the following is NOT a use of job analysis information?
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Which method of collecting job analysis information involves structured questions?
Which method of collecting job analysis information involves structured questions?
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What is an aspect of Business Process Reengineering in job analysis?
What is an aspect of Business Process Reengineering in job analysis?
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A joint effort and clear questions are essential when collecting job analysis information because...
A joint effort and clear questions are essential when collecting job analysis information because...
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Which of the following best describes a structured checklist in job analysis?
Which of the following best describes a structured checklist in job analysis?
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Which of these processes is related to job enrichment?
Which of these processes is related to job enrichment?
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What is the ultimate goal of conducting job analysis?
What is the ultimate goal of conducting job analysis?
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Study Notes
Human Resource Management Chapter 4: Job Analysis and Talent Management
-
Learning Objectives (1 of 2):
- Define talent management and explain what talent management-oriented managers do.
- Discuss the process of job analysis, including why it is important.
- Explain and use at least three methods of collecting job analysis information.
-
Learning Objectives (2 of 2):
- Explain how to write a job description and the sources used.
- Explain how to write a job specification.
- Give examples of competency-based job analysis.
Learning Objective 4.1: Talent Management
- Talent management is the process of attracting, developing, and retaining employees.
- Talent management-oriented managers focus on skills and growth for employees.
Steps in the Talent Management Process
- Decide positions to fill.
- Build a job candidate pool.
- Use application forms.
- Use selection tools.
- Decide on offer recipients.
- Orient, train, and develop employees.
- Appraise employees.
- Compensate employees.
Talent Management Software
- Software helps ensure talent management activities are coordinated to achieve HR goals.
Learning Objective 4.2: Job Analysis
- Job analysis determines a job's duties and necessary skills to hire appropriate candidates.
- Importance of job analysis lies in recruitment, selection, EEO compliance, performance appraisal, compensation, and training.
Basics of Job Analysis
- Work activities
- Human behaviors
- Machines, tools, equipment, and work aids.
- Performance standards
- Job context
- Human requirements
Uses of Job Analysis Information
- Recruitment and selection.
- EEO compliance.
- Performance appraisal.
- Compensation.
- Training.
Conducting Job Analysis
- Identify how information will be used.
- Review relevant background information.
- Select representative positions.
- Collect and analyze data.
- Verify job data.
- Develop job description and job specification.
Processes Involved in Job Analysis
- Workflow analysis (using charts).
- Business process reengineering.
- Job redesign.
- Job enlargement.
- Job rotation.
- Job enrichment.
Learning Objective 4.3: Methods of Collecting Job Analysis Information
-
Things to keep in mind:
- A joint effort is essential.
- Clear questions and a process are important.
- Use multiple methods.
-
Methods:
- Interviews (typical, structured, including guidelines).
- Questionnaires (structured checklists, “Describe the major duties”, pros and cons).
- Observations (useful with physical activities, not appropriate for mental tasks, reactivity possible).
- Diaries/Logs.
- Quantitative techniques (PAQ, DOL procedures).
- Online methods (standardized questionnaires, for geographically dispersed employees).
Job Description Sections
- Job identification
- Job summary
- Responsibilities and duties
- Authority of incumbent
- Standards of performance
- Working conditions
- Job specifications
Job Identification (Example)
- Job Title: Telesales Representative
- Job Code: 100001
- Exempt/Nonexempt Status: Nonexempt
- EEOC: Sales Workers
- Reports To: District Sales Manager
- Location: Boston
- Date: April 2013
Job Summary (Example)
- The position sells college textbooks, software, and multimedia to professors. Sales strategies target specific groups (smaller colleges & universities) and involve calls, walk-throughs, presentations and managing assigned territories. The person is also responsible for generating editorial leads and providing feedback and communication of market trends to the publishing groups.
Relationships (within and outside the organization)
- Reporting to
- Supervising
- Working with
- External parties
Responsibilities and Duties (Example - 1 of 6)
-
Driving Sales (60%):
- Achieve sales goals for assigned territory and client groups (smaller colleges and universities).
- Determine priorities and strategies for the territory.
- Conduct 15-20 professor interviews daily.
Responsibilities and Duties (Example - 2 of 6)
- Conduct product presentations (including texts, software, and website).
- Effectively articulate author's vision of key titles.
- Conduct sales interviews.
- Use telephone selling and walk-throughs of books/technology.
- Sample products.
- Close class adoptions.
- Negotiate custom publications.
Responsibilities and Duties (Example - 3 of 6)
- Initiate and conduct in-person faculty presentations and selling trips.
- Maximize sales with travel budget management.
- Utilize internal resources and support territory sales goals.
- Plan and execute events and book fairs.
- Develop and implement promotional and targeted campaigns (email).
Responsibilities and Duties (Example - 4 of 6)
-
Publishing (25%):
- Report, track, and sign editorial projects.
- Gather and communicate market feedback to publishing groups.
Responsibilities and Duties (Example - 5 of 6)
-
Territory Management (15%):
- Track and report pending and closed business in the database.
- Maintain records of sales interviews and adoption situations.
- Manage operating budget strategically.
- Present territory itineraries and sales plans.
- Provide superior customer service, build professional bookstore relationships.
Responsibilities and Duties (Example - 6 of 6)
-
Decision Making:
- Strategically utilize the sampling budget to generate sales revenue.
- Prioritize customer and account contacts to maximize sales potential.
- Determine the effectiveness of in-person selling events and presentations.
Standards of Performance and Working Conditions
- Standards for each duty and responsibility.
Learning Objective 4.5: Writing Job Specifications
- Determine human traits and experience for successful job performance.
- Identify qualities to be recruited for, evaluated, and tested.
- Trained vs. untrained personnel (length of service, relevant training, prior performance vs. general qualities).
- Job specifications based on judgment, statistical analysis, and a requirements matrix.
Learning Objective 4.6: Competency-Based Job Analysis
- Competency-based analysis focuses on the skills, knowledge, and behaviors required for achieving outcomes.
- HR competencies include technical, behavioral, and expertise in people, organizational, workplace, and strategy domains.
- Examples may be found in a Competency Model (using examples like SHRM).
Additional Topics:
- Employee Engagement Guide: Development Dimensions International study on personal traits impacting engagement.
- Writing Job Descriptions for ADA Compliance.
- Using O*NET to write job descriptions (steps outlined).
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Description
This quiz covers key concepts from Chapter 4 of Human Resource Management, focusing on job analysis and talent management. You will explore the processes involved in job analysis, learn how to write effective job descriptions and specifications, and understand the importance of attracting and retaining talent. Test your knowledge of these critical HR functions and enhance your comprehension of talent management strategies.
