Week 2 Discussion

Job Analysis and the Talent Management Process

Recruitment, selection, training, appraisal, career planning, and compensation represent the heart of an HR manager job function. Managers traditionally view these activities as a series of steps of the talent management process.

The Basics of Job Analysis

Talent management starts with understanding what organizational or departmental jobs need to be �lled and the human traits and competencies employees need to do those jobs effectively. The steps to design the job analysis begin with the:

Job Analysis: The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it

Job Descriptions: A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities, which is a product of a job analysis

Job Speci�cations: A list of a job’s “human requirements,” that is, the requisite education, skills, personality, and so on—another product of a job analysis

For HR managers to be effective in the process of the job analysis function, it is helpful to spend several minutes explaining the process that one would be following, prior to collecting the job analysis information. It is also helpful to research the typical questions that can be asked.

Writing Job Descriptions

The most important product of job analysis is the job description. A job description is a written statement of what the worker actually does, how he or she does it, and what the job’s working conditions are. The information required to write a job speci�cation is a list of the knowledge, skills, and abilities (KSA) required to perform the job satisfactorily. The heart of the job description is the “responsibilities and duties.” This section should present a list of the job’s signi�cance to conduct the function of the job. 

Job Description

Comply with the Americans with Disabilities Act

Know your employment law when writing a job description and comply with the Americans with Disabilities Act (ADA). Listing the duties is crucial and requires compliance to �t this section of the Equal Employment Opportunity Commission (EEOC) policies and procedures and offering reasonable accommodations.

Additional Materials

From your course textbook, Human Resource Management, review the following chapter:

Job Analysis and the Talent Management Process

From the South University Online Library, review the following articles:

Practical Considerations for Conducting Job Analysis Linkage Exercises (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=edo&AN=ejs44375250&site=eds-live)

Job Crafting: A Meta-analysis of Relationships with Individual Differences, Job Characteristics, and Work Outcomes (https://www.thecampuscommon.com/library/ezproxy/ticketdemocs.asp? sch=suo&turl=http://search.ebscohost.com/login.aspx? direct=true&db=edselp&AN=S0001879117300477&site=eds-live)

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