Human resource management 15e by gary dessler 2017 chapter 04

All Rights ReservedThe Talent Management Process... All Rights ReservedImproving Performance Through HRIS: Talent Management Software Talent Management Suite Let’s take a look.... All Ri

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Human Resource Management

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Learning Objectives (1 of 3)

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including interviews, questionnaires, and observation.

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if employee engagement is important to doing the job well.

practice.

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I.

Define talent management and explain why it is

important.

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The Talent Management Process

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Improving Performance Through HRIS: Talent Management Software

Talent Management Suite

Let’s take a look

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II.

Discuss the process of job analysis, including why it is

important.

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The Basics of Job Analysis

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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.

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Uses of Job Analysis Information

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Conducting a Job Analysis

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Processes involved in Job Analysis

FIGURE 4-3 Process Chart for Analyzing a Job’s

Workflow

Source: Henderson, Richard I., Compensation Management in a

Electronically reproduced by permission of Pearson Education, Inc.,

Upper Saddle River, New Jersey.

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Other Processes involved in Job Analysis

– Job Redesign

– Job Enlargement

– Job Rotation

– Job Enrichment

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Improving Performance: HR as a Profit Center

Boosting Productivity Through Work Redesign

Let’s talk about it…

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III.

Explain how to use at least three methods of collecting

job analysis information, including interviews,

questionnaires, and observation.

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Methods for Collecting Job Analysis Information

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Questionnaires

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Observations

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Participant Diary /Logs

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Quantitative Job Analysis Techniques

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Electronic Job Analysis Methods

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IV.

Explain how you would write a job description.

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Writing Job Descriptions (1 of 2)

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Diversity Counts

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Writing Job Descriptions (2 of 2)

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Job Identification

FIGURE 4-7 Sample Job Description, Pearson Education

Source: Reprinted and electronically reproduced by permission of Pearson Education, Inc., Upper Saddle River, New Jersey.

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Job Summary

SUMMARY (Write a brief summary of job.)

The person in this position is responsible for selling college textbooks, software, and multimedia products to professors, via incoming and outgoing telephone calls, and to carry out selling

strategies to meet sales goals in assigned territories of smaller colleges and universities In addition, the individual in this position will be responsible for generating a designated amount of editorial leads and communicating to the publishing groups product feedback and market trends observed in the assigned territory.

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Relationships

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Responsibilities and Duties (1 of 6)

PRIMARY RESPONSIBILITIES (List in order of importance and list amount of time spent on

task.)

Driving Sales (60%)

strategies.

priorities.

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central vision of key titles; conduct sales interviews using the PSS model; conduct walk-through of books and technology.

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with the strategic use of travel budget Also use internal resources to support the territory sales goals.

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Publishing (editorial/marketing) 25%

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Territory Management 15%

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Decision-Making Responsibilities for This Position:

Determine the strategic use of assigned sampling budget to most effectively generate sales revenue to exceed sales goals.

Determine the priority of customer and account contacts to achieve maximum sales potential.

Determine where in-person presentations and special selling events would be most effective to generate the most sales.

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Trends Shaping HR: Digital and Social Media

Social Media helping to democratize HR

Let’s take a look…

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Know Your Employment Law

Writing Job Descriptions That Comply with the ADA

Let’s take a look…

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Standards of Performance and Working Conditions

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Improving Performance: HR Tools for Line Managers and Small Businesses

Using O*NET

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Steps in using O*NET to write job descriptions

Step 1 Review Your Plan

Step 2 Develop an Organization Chart

Step 3 Use a Job Analysis Questionnaire

Step 4 Obtain Job Duties from O*NET

Step 5 List the Job’s Human Requirements from O*NET

Step 6 Finalize the Job Description.

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V.

Explain how to write a job specification.

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Writing Job Specifications (1 of 2)

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Writing Job Specifications (2 of 2)

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Specifications for Trained versus Untrained Personnel

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Specifications Based on Judgment

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Specifications Based on Statistical Analysis

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The Job-Requirements Matrix

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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

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Employee Engagement Guide for Managers

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VII.

Explain competency-based job analysis, including

what it means and how it’s done in practice

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Using Competencies Models

FIGURE 4-10 HR Manager

Competency Model

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Improving Performance: The Strategic Context

Daimler Alabama Example

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How to Write Competencies Statements

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Chapter 4 Review

What you should now know….

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Copyright

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