Human Resource Management Job Analysis PDF

Human Resource Management Sixteenth Edition Chapter 4 Job Analysis and the Talent Management Process Copyright © 2020, 2017...

Human Resource Management Sixteenth Edition Chapter 4 Job Analysis and the Talent Management Process Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objectives (1 of 2) 4.1 Define talent management and explain what talent management-oriented managers do. 4.2 Discuss the process of job analysis, including why it is important. 4.3 Explain and use at least three methods of collecting job analysis information. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objectives (2 of 2) 4.4 Explain how you would write a job description, and what sources you would use. 4.5 Explain how to write a job specification. 4.6 Give examples of competency-based job analysis. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 4.1: Define Talent Management, and Explain What Talent Management-Oriented Managers Do Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Steps in the Talent Management Process Decide what positions to fill Build a pool of job candidates Obtain application forms Use selection tools Decide to whom to make an offer Orient, train, and develop employees Appraise employees Compensate employees to maintain their motivation Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Talent Management Software Help ensure talent management activities are aimed in a coordinated way to achieve the company’s HR goals. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 4.2: Discuss the Process of Job Analysis, Including Why It Is Important Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved What Is Job Analysis? Job Analysis – is the procedure through which you determine the duties and skill requirements of a job and the kind of person who should be hired for it. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved The Basics of Job Analysis Work activities Human behaviors Machines, tools, equipment, and work aids Performance standards Job context Human requirements Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Uses of Job Analysis Information Recruitment and Figure 4-2 Uses of Job Analysis selection Information EEO compliance Performance appraisal Compensation Training Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Conducting a Job Analysis 1. Identify how will information be used 2. Review relevant background information 3. Select representative positions 4. Collect and analyze data 5. Verify 6. Develop job description and job specification Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Processes Involved in Job Analysis Workflow Analysis Figure 4-3 Process Chart for Analyzing a Job’s Workflow Source: Henderson, Richard I., Compensation Management in a Knowledge -Based World, 9th Ed., © 2003, p 137. Reprinted and Electronically reproduced by permission of Pearson age Education, Inc., Upper Saddle River, New Jersey. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Other Processes Involved in Job Analysis Business Process Reengineering – Job Redesign – Job Enlargement – Job Rotation – Job Enrichment Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Improving Performance: HR as a Profit Center Boosting Productivity Through Work Redesign Let’s talk about it… Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 4.3: Explain and Use at Least Three Methods of Collecting Job Analysis Information Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Collecting Job Analysis Information Things to keep in mind – A joint effort – Clear questions and process – Several methods Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved The Interview 1. Typical Questions 2. Structure Interviews 3. Interviewing Guidelines Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Questionnaires Structured checklists “Describe the major duties” Pros and cons Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Observations Useful with observable physical activities Not appropriate when the job entails a lot of mental activity Reactivity Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Participant Diary/Logs Record of an activity Pocket dictating machines Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Quantitative Job Analysis Techniques 1. Position Analysis Questionnaire 2. Department of Labor (DOL) Procedure Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Online Job Analysis Methods Standardized job analysis questionnaires Geographically disbursed employees Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 4.4: Explain How You Would Write a Job Description, and What Sources You Would Use Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Job Description Sections Job identification Job summary Responsibilities and duties Authority of incumbent Standards of performance Working conditions Job specifications Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Job Identification Figure 4-7 Sample Job Description, Pearson Education Job Title: Telesales Respresentative Job Code: 100001 Recommended Salary Grade: Exempt/NonExempt Status: Nonexempt Job Family: Sales EEOC: Sales Workers Division: Higher Education Reports To: District Sales Manager Department: In-House Sales Location: Boston Blank Date: April 2013 Source: Reprinted and electronically reproduced by permission of Pearson Education, Inc., Upper Saddle River, New Jersey. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Job Summary Summary (Write a brief summary of job.) The person in this position is responsible for selling college textbooks, software, and multimedia products to professors, via incoming and outgoing telephone calls, and to carry out selling strategies to meet sales goals in assigned territories of smaller colleges and universities. In addition, the individual in this position will be responsible for generating a designated amount of editorial leads and communicating to the publishing groups product feedback and market trends observed in the assigned territory. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Relationships Inside and outside the organization – Reports to – Supervises – Works with – Outside the company Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Responsibilities and Duties (1 of 6) Primary Responsibilities (List in order of importance and list amount of time spent on task.) Driving Sales (60%) Achieve quantitative sales goal for assigned territory of smaller colleges and universities. Determine sales priorities and strategies for territory and develop a plan for implementing those strategies. Conduct 15–20 professor interviews per day during the academic sales year that accomplishes those priorities. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Responsibilities and Duties (2 of 6) Conduct product presentations (including texts, software, and Web site); effectively articulate author’s central vision of key titles; conduct sales interviews using the PSS model; conduct walk-through of books and technology. Employ telephone selling techniques and strategies. Sample products to appropriate faculty, making strategic use of assigned sampling budgets. Close class test adoptions for first edition products. Negotiate custom publishing and special packaging agreements within company guidelines. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Responsibilities and Duties (3 of 6) Initiate and conduct in-person faculty presentations and selling trips as appropriate to maximize sales with the strategic use of travel budget. Also use internal resources to support the territory sales goals. Plan and execute in-territory special selling events and book-fairs. Develop and implement in-territory promotional campaigns and targeted email campaigns. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Responsibilities and Duties (4 of 6) Publishing (editorial/marketing) 25% Report, track, and sign editorial projects. Gather and communicate significant market feedback and information to publishing groups. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Responsibilities and Duties (5 of 6) Territory Management 15% Track and report all pending and closed business in assigned database. Maintain records of customer sales interviews and adoption situations in assigned database. Manage operating budget strategically. Submit territory itineraries, sales plans, and sales forecasts as assigned. Provide superior customer service and maintain professional bookstore relations in assigned territory. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Responsibilities and Duties (6 of 6) Decision-Making Responsibilities for This Position: Determine the strategic use of assigned sampling budget to most effectively generate sales revenue to exceed sales goals. Determine the priority of customer and account contacts to achieve maximum sales potential. Determine where in-person presentations and special selling events would be most effective to generate the most sales. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Trends Shaping HR: Digital and Social Media Social Media helping to democratize HR Let’s take a look… Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Know Your Employment Law Writing Job Descriptions That Comply with the ADA Let’s take a look… Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Standards of Performance and Working Conditions Lists the standards the company expects the employee to achieve for each of the job description’s main duties and responsibilities. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Improving Performance: HR Tools for Line Managers and Small Businesses Using O*NET Let’s talk about it… Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Steps in Using O*NET to Write Job Descriptions Step 1. Review Your Plan Step 2. Develop an Organization Chart Step 3. Use a Job Analysis Questionnaire Step 4. Obtain Job Duties from O*NET Step 5. List the Job’s Human Requirements from O*NET Step 6. Finalize the Job Description Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 4.5: Explain How to Write a Job Specification Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Writing Job Specifications “What human traits and experience are required to do this job effectively?” Shows what kind of person to recruit and what qualities you should test that person for Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Specifications for Trained Versus Untrained Personnel Trained/experienced people – Length of service – Quality of relevant training – Previous job performance Untrained people – Specify qualities Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Specifications Based on Judgment Educated guesses “What does it take in terms of education, intelligence, training, and the like to do this job well?” Use common sense Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Job Specifications Based on Statistical Analysis Predictor Criterion Five Step Procedure Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved The Job-Requirements Matrix A more complete description of what the worker does and how and why he or she does it; it clarifies each task’s purpose and each duty’s required knowledge, skills, abilities, and other characteristics. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Employee Engagement Guide for Managers Development Dimensions International conducted study – identified several personal characteristics that seemed to predict the likelihood someone would be engaged Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Learning Objective 4.6: Give Examples of Competency-Based Job Analysis Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Competencies Models Figure 4-10 HR Manager Competency Model Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Improving Performance: The Strategic Context Daimler Alabama Example Let’s talk about it… Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved How to Write Competencies Statements 1. Name and brief description 2. Description of the observable behaviors 3. Proficiency Level Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Chapter 4 Review What you should now know…. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved Copyright This work is protected by United States copyright laws and is provided solely for the use of instructors in teaching their courses and assessing student learning. Dissemination or sale of any part of this work (including on the World Wide Web) will destroy the integrity of the work and is not permitted. The work and materials from it should never be made available to students except by instructors using the accompanying text in their classes. All recipients of this work are expected to abide by these restrictions and to honor the intended pedagogical purposes and the needs of other instructors who rely on these materials. Copyright © 2020, 2017, 2015 Pearson Education, Inc. All Rights Reserved