Job Analysis and the Talent Management Process

 

Job Analysis and the Talent Management Process

 

Before deciding who to recruit and hire for a job, managers should understand what the work requires. Human resource management begins with determining what the job entails.

Talent Management Process

Today’s businesses frequently consider all of their staffing, training and reward operations to be part of a single integrated talent management process.

The methods of ensuing that talented individual are attracted, retained, motivated and developed in accordance with the needs of the business are known as talent management (Amstrong, 2009).

 

                                         Figure 01: Talent Management Process Model

 The Basic of Job Analysis

The fundamentals of job analysis should be familiar to all managers. The process of determining the duties of a department’s position and the characteristics of the people to hire for them is known as job analysis. Job descriptions detail what the job entails, but job specifications specify who should be hired for the position.

There are several methods for gathering job analysis data. Interviews, questionnaires, observations, participant logs and quantitative approaches like position analysis questionnaires are all examples of these. Employers are increasingly using the internet to gather information from their employees.

How to write Job Descriptions?

Job description should be written by managers. While there is no set format for job descriptions, typically include components such as job identification, a job summary, a list of tasks and duties, and the authority of the position holder and performance standards. The job description may also include information on the working circumstances and job requirements. Many businesses utilize website like www.jobdescription.com to make crafting job description easier.

How to write Job Specifications?

It’s critical to distinguish between work descriptions for trained and untrained individuals while developing them. Because, you’re primarily searching for attributes like experience, the process is pretty simple for trained staff. It is crucial to find features that may indicate job success for untrained employees. The majorities of work criteria are dependent on judgment and are based on educated estimates from people like supervisors.

Competency- based Job Analysis

Competency- based job analysis refers to characterizing a job in terms of measurable, observable and behavioral qualities that an individual must possess in order to accomplish the job properly. Competency models and profiles are being used by employers to manage talent.

 

                       Figure 02: (The SHRM Body of Competency and Knowledge, 2014)

Conclusion

The identification of talents is an important part of every company’s worldwide talent management processes. Job analysis or competency analysis is a necessary component of talent discovery.

References

The SHRM Body of Competency and Knowledge. (2014). Retrieved from Society for Human Resource Management: www.shrm.org/certification/Documents/SHRM-BoCK-FINAL4

(2015, march 20). Retrieved from www.shrm.org/certification/Documents/https://www.shrm.org/certification/about/body-of-competency-and-knowledge/Documents/SHRM%20BoCK%20Graphic_2017_web.jpg.Amstrong, M. (2009). Handbook of Human Resources Management Practices. London.