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Job Analysis and Talent Management Process

Job analysis is the process of analyzing jobs to determine their key components and job requirements. It involves gathering data on the duties, responsibilities, necessary skills, and overall purpose of a job. This data is then used for various talent management processes. It helps with recruitment and selection by determining the qualifications needed for a role. It aids performance analysis by establishing standards for evaluation. It also assists with determining training needs to help employees improve performance.

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Marischiel Sablan
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52 views5 pages

Job Analysis and Talent Management Process

Job analysis is the process of analyzing jobs to determine their key components and job requirements. It involves gathering data on the duties, responsibilities, necessary skills, and overall purpose of a job. This data is then used for various talent management processes. It helps with recruitment and selection by determining the qualifications needed for a role. It aids performance analysis by establishing standards for evaluation. It also assists with determining training needs to help employees improve performance.

Uploaded by

Marischiel Sablan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Job Analysis and Talent Management Process

• Job
- This is the regular and official activity that you do, and receive money
(salary).
- It is also called a profession or an occupation.
- You can have a full-time job. (40 hours per week) or a part-time job
(around 25 hours per week).

• Work
- This is more general than “job" – specific occupation/profession, "work"
refers to general efforts and activities done to accomplish a goal.
- This can be done both inside an official job and outside a job.

• Analysis
- This is the detailed examination of the elements of structure of
something.

• Job Analysis
- Is the detailed study of every important aspect of a particular job.
- It is the process of gathering and analyzing information about the content
and the human requirements of jobs, as well as the context in which jobs
are performed.
- It Involves collecting and recording job-related data such as knowledge
and skills required to perform a job, duties, and responsibilities involved,
education qualifications, experience required and, physical and emotional
characteristics required to perform a job in a desired manner.

• Purpose of Job Analysis


- Use this information to create a right fit between job and employee, to
assess the performance of an employee, to determine the worth of a
particular task and, to analyze training and development needs of an
employee delivering that specific jab.
- It plays an important role in recruitment and selection, job evaluation, job
designing, deciding compensation, and benefits packages, performance
appraisal, analyzing training and development needs assessing the worth
of a job, and increasing personnel as well as organizational productivity.

1. Recruitment and Selection


- Helps in determining what kind of person is required to perform a
particular job. It points out the educational qualifications, level of
experience, and technical, physical, emotional and personal skills
required to carry out a job.
- The objective is to fit a right person at a right place.

2. Performance Analysis
- Check if goals and objectives of a particular job are met or not.
- It helps in deciding the performance standards, evaluation criteria and
individual's output.
- The overall performance of an employee is measured and he/she is
appraised accordingly.

3. Training and Development


- It can be used to assess the training and development needs of
employees.
- The difference between the expected and actual output determines the
level of training that need to be imparted to employees.
- It helps in deciding the training content, tools and equipment to be
used to conduct training and, methods of training.

4. Compensation Management
- Deciding the pay packages, extra perks and benefits and, fixed and
variable incentives of employees.
- The pay packages depend on the position, job title and, duties and
responsibilities involved in a job.
- The process guides HR managers in deciding the worth of an
employee for a particular job opening.
5. Job Designing and Redesigning
- Streamline the human efforts and get the best possible output.
- It helps in designing, redesigning, enriching, evaluating and also
cutting back and adding the extra responsibilities in a particular job.
- This is done to enhance the employee satisfaction while increasing the
human output.

* Job analysis is one of the most important functions of an HR manager or


department. This helps in fitting the right kind of talent at the right place and at the
right time.

• Methods of Collecting Job Data

1. Observational Method
- The job analyst carefully observes the job holder at work and records
what he/she does, and how much time is needed for completion of a
given task.

2. Interview Method
- The analyst interviews the job holder and his/her supervisor to elicit
information about the job.
- Structured interview form is used to record the information.
- The analyst must make judgements about the information to be
included and its degree of importance.
- The effectiveness of the interview method depends on the interviewer
and on the ability of the job holder to make a meaningful response.

3. Questionnaire Method
- The standard of prepared questionnaires should contain the following
basic information:
a) The job title of the job holder;
b) The job title of the job holder’s manager or supervisor;
c) The job title and numbers of the staff reporting to the job holder
(by means of an organizational chart);
d) A brief description (1 or 2 sentences) of the overall role or
purpose of the job, and;
e) A list of the main tasks or duties that the job holder has to carry
out; as appropriate, these should specify.
4. Checklist Method
- Similar to a questionnaire, but the response sheet contains fewer
subjective judgements and tends to be either – yes-or-no variety.
- It can cover as many as 100 activity and job holders tick only those
tasks that are included in their jobs.

5. Technical Conference Method


- Services of supervisors who possess extensive knowledge about a job
are used. It is from these experts that details about the job are
obtained. A conference of supervisors is used.
- The analyst initiates discussion which provides details about jobs.
- This method lacks accuracy because the actual job holders are not
involved in collecting information.

6. Diary/Journal Method
- It requires the job holders to record in detail their activity each day. If
done faithfully, this technique is accurate and eliminates errors caused
by memory lapses the job holder makes while answering
questionnaires and checklists.

• Job Description (JD)


- It is a written narrative that describes the general tasks, or other related
duties & responsibilities of a position.
- It may specify the functionary to whom the position reports,
specifications such as the qualifications or skills needed by the person in
the job, information about the equipment, tools and work aids used,
working conditions, physical demands, and a salary range.

• The Main Uses of Job Description

a) Provide the employee with the expectations that are required of them in
the role.
b) Provide enough detail to keep help the candidate assess if they are
suitable for the position.
c) Support the recruitment team during the selection process.
d) Help formulate questions for the interview process.
e) Allow the prospective employee to determine their role or standing
within the structure of the organization.
f) Assist in forming a legally binding contract of employment.
g) Help set goals and target for the employee upon joining.
h) And in the evaluation of the employee's job performance.
i) Help formulate training and development plans.

• Included in a Job Description


- A well-rounded job description should clearly identify the purpose of the
role as well as the key tasks to be performed and the main
accountabilities of the position.

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