Job Analysis and Talent Management Process Flashcards
(32 cards)
this term refers to the holistic process of planning, recruiting, selecting, developing, managing, and compensating employee
Talent Management Process
this term shows the title of each supervisor’s position
Organization Chart
this term refers to the procedure through which the duties for specific jobs and characteristics of people to hire are determined
produces information for writing the job description and job specifications
Job Analysis
what are the types of information used in job analysis?
- Work Activities
- Human Behaviors
- Machines, tools, equipment, and work aids
- Performance Standards
- Job Context
- Human Requirements
this type of information used in job analysis refers to actual work tasks including the how, why, and when of performing the tasks
Work activities
this type of information used in job analysis refers to the behaviors the job requires (e.g. communicating, walking long distances, etc.
Human behaviors
this type of information used in job analysis refers to the tools used, materials process, knowledge dealt with or applied, and services rendered in a job
Machines, tools, equipment, and work aids
this type of information used in job analysis refers to a job’s performance standards in terms of quantity or
quality levels for each job duty
Performance standards
this type of information used in job analysis refers to the knowledge or skills and required personal attributes
Human requirements
how is job analysis information used in Recruitment and Selection?
it helps managers decide what sort of people to recruit and hire
this type of information used in job analysis refers to the physical working conditions, work schedule, incentives, number of people with whom the employee would be working with
Job context
how is job analysis information used in EEO Compliance?
it helps in knowing if a selection test is a valid predictor of success on the job according to job duties and knowing essential job functions
how is job analysis information used in Performance Appraisal?
it compares an employee’s actual performance with the job’s performance standards.
Job analysis is important to determine what the standards are
how is job analysis information used in Compensation
Compensation depends on information such as required skill, education, safety
hazards, degree of responsibility, and other information gained from job analysis
how is job analysis information used in Training
given the duties and responsibilities given by job analysis, this would help pinpoint what training is required for the job
what are the steps conducting a job analysis?
- Identify the use
- Review Relevant Background Information about the Job
- Select Representative Positions
- Actually Analyze the Job
- Verify the Job Analysis Information with the Worker and Immediate Supervisor
- Develop a Job Description and Specification
this part in conducting a job analysis involves writing job descriptions call for interviews; position analysis questionnaire provide information for compensation purposes
- Identify the Use
this part in conducting a job analysis involves understanding job context
- Review Relevant Background Information About the Job
what are the possible sources in understanding job context?
- Organization Charts
- Process Charts (for workflow)
- Workflow analysis
- Business Process Reengineering
- Job Redesign
this term refers to a detailed study of the flow of work from job to job in one identifiable work process
workflow analysis
what are three ways of job redesign?
- Job Enlargement
- Job Rotation
- Job Enrichment
this part in conducting a job analysis helps confirm that the information is correct and complete
- Verify the Job Analysis Information with the Worker and Immediate Supervisor
this part in conducting a job analysis involves selecting a sample of job positions to do the job analysis to
- Select Representative Positions
this part in conducting a job analysis involves greeting each job holder and explain the job analysis process and participants’ roles
- Actually Analyze the Job