Human resource management 15e by gary dessler 2017 chapter 04

Human Resource Management Fifteenth Edition Chapter Job Analysis and the Talent Management Process Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Learning Objectives (1 of 3) 4-1 Define talent management and explain why it is important 4-2 Discuss the process of job analysis, including why it is important Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Learning Objectives (2 of 3) 4-3 Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation 4-4 Explain how you would write a job description 4-5 Explain how to write a job specification Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Learning Objectives (3 of 3) 4-6 List some human traits and behaviors you would want an employee to bring to a job if employee engagement is important to doing the job well 4-7 Explain competency-based job analysis, including what it means and how it’s done in practice Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved I Define talent management and explain why it is important Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved 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 © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Improving Performance Through HRIS: Talent Management Software Talent Management Suite Let’s take a look Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved II Discuss the process of job analysis, including why it is important Copyright © 2017, 2015, 2013 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 © 2017, 2015, 2013 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 © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved V Explain how to write a job specification Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Writing Job Specifications (1 of 2) Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Writing Job Specifications (2 of 2) • Trained vs untrained • Judgment • Statistical analysis • Job Requirement Matrix Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Specifications for Trained versus Untrained Personnel Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Specifications Based on Judgment Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Specifications Based on Statistical Analysis • Predictor • Criterion • Five Step Procedure Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved The Job-Requirements Matrix Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved VI List some human traits and behaviors you would want an employee to bring to a job if employee engagement is important to doing the job well Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Employee Engagement Guide for Managers Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved VII Explain competency-based job analysis, including what it means and how it’s done in practice Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Using Competencies Models FIGURE 4-10 HR Manager Competency Model Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Improving Performance: The Strategic Context Daimler Alabama Example Let’s talk about it… Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved How to Write Competencies Statements Name and brief description Description of the observable behaviors Proficiency Level Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Chapter Review What you should now know… Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Copyright Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved ... Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved Improving Performance Through HRIS: Talent Management Software Talent Management Suite Let’s take a look Copyright © 2017, 2015,... it’s done in practice Copyright © 2017, 2015, 2013 Pearson Education, Inc All Rights Reserved I Define talent management and explain why it is important Copyright © 2017, 2015, 2013 Pearson Education,... Compensation Management in a Knowledge -Based World, 9th Ed., © 2003, p.137 Reprinted and Electronically reproduced by permission of Pearson Education, Inc., Upper Saddle River, New Jersey Copyright © 2017,