week 3 Flashcards
(49 cards)
managers approach to talent management
- In practice managers approach actions to talent management
o 1- what recruit test or train to produce employee to achieve goals
o 2- treat activity like recruit and train inter related
o 3- will use some profile of human skill for recruit plan
o 4- manager take steps to coordinate effort
Talent Management steps are
o Decide what job fill through job analysis and forecasting
o Build pool of applicant external or internal
o Obtain application and screen
o Use selection tools like test, interview background check to ID candidates
o Decide who make offer
o Orient, train and dev
o Appraise to see how doing
o Compensate to maintain motivation
Job analysis is the procedure for determine
for determine task duty and responsibility of each job and human attributes (KSA), start with what job need be filled
what is collceted with job analysis
o Work activities
o Job context and physical working conditions
o Human req like work experience education and KSA
o Human behaviors
job analsyis needs which 2 views
internal and external
Job analysis includes
HR plan, recruitment, job eval, perform management labour relations
job analysis cycle
orginize info, job selected, data collected, verfiy and modify, job description and specefications, communicate and update
usesof job analysis is
compensation anaysis determine how much should pay, recruit
too much internal view for job analysis causes
look in the past, external view important to see what happen outside org and how they changing
what negative outcomes/ isues in job analysis
status quo and historical bias
* Many jobs complex then difficult to do this also hard for employee to articulate what they do or need to do
org info in JA shows
chain of command, org charts
issue with org charts
o Can be misleading with communication pattern, amount power, actual supervision degree and responsibility
selecting job to be analyzed includes job design which is
The process of systematically organizing work into tasks that are required to perform a specific job
what makes it harder to do job design
- More team based work hard to determine what piece individual does
o More individual assessment in beaucratic then flat as less team based
data collection is a joint effort HR, incumbent and supervisor what methods to use
1- individual interview: hard to articultae
2- group interview- groupthink
3- questionaire
4- functional job analysis: to do task what standard and training
5- observation
6- log: keep track of what do and how much time but time intensive for analysis
best is to combine methods
verify and modify with who
employee, managers, and outside org
creating a description is
o A written statement of what the jobholder actually does,
how they do it,
and under what conditions the job is performed.
It includes the duties, responsibilities, reporting relationships, human qualifications, and working conditions of a job—one product of a job analysis and Results and outcome intended to achieve
what is job specefications
: A list of the “human requirements”—that is, the requisite knowledge, skills, and abilities—needed to perform the job; another product of a job analysis
core job charecteristics
SV
Task ID
Task significance
Autonomy
Feedback
SV, Task ID and task sig lead to
meangingfuless of work
autonomy leads to
responsibilty for work outcomesf
feedback leads to
knowledge of results
personal and work outcomes from model
high internal motivation, high performance work uality, ow turnover
strength of relations determined by in JCM
intensity of employee growth need
