Human Resource Management: Talent Management Process

Competency-based job analysis

Describing the job in terms of measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) that an employee doing that job must exhibit to do the job well.

job profile

Identification of the knowledge, skills, and abilities required to perform the specific tasks of an employment position

Job Context

Includes information about such matters as physical working conditions, work schedule, incentives, and the number of people the employee normally interacts with.

Human Requirements

Includes information such as knowledge or skills (education, training, work experience) and required personal attributes (aptitudes, personality, interests)

Performance Standards

Indicators of what the job accomplishes and how performance is measured in key areas of the job description

Human Behaviors

Information about human behaviors the job requires, like sensing, communicating, lifting weights, or walking long distances.

Observations

Information gathered by noticing facts and occurrences using your five senses.

Compensation

Is one of the factors to assess job analysis that usually depends on the jobs required skill and education level, degree of responsibility, and so on. It also refers to salaries and bonuses.

Job Analysis

Is the procedure through which you determine the duties of the positions and the characterisitics of the people to hire for them.

Job Rotation

Systematically moving workers from one job to another

Internet-based Job Analysis

A method that distributes standardized job analysis questionnaires to geographically dispersed employees via their company intranets.

Position Job Analysis Questionnaire

A popular quantitative job analysis tool consisting of a questionnaire containing 194 items.

Participant Diary/Logs

A tool for employees to record their activities or what they do within the day

Job Redesign

A type of job enrichment in which work is restructured to cultivate the worker-job match

Questionnaire

A written set of questions to be answered by an employee to describe their job-related duties and responsibilities.

True

True or False Talent Management is aimed at improving business performance that make employees more productive

EEO Compliance

(Equal Employment Opportunity) Refers to practices that are designed so that all applicants and employees are treated similarly without regard to protected characteristics.

Workflow Analysis

A detailed study of the flow of work from job to job in a work process

Job Descriptions

A list of a job's duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis.

Performance Appraisal

An evaluation that measures employee performance against established standards in order to make decisions about promotions, compensation, training or termination.

iii. iv. i. ii. v.

Arrange the following in order: i. Identify Opportunities to improve these processes ii. Redesign and implement a new way of doing the work iii. Identify a business process to be redesigned iv. Measure the Performance of the Existing Processes v. Assign Ownership of set of formerly separate tasks to an individual pr a team that use new Computerized systems to support the new arrangement.

Job Enlargement

Assigning workers additional same-level activities

Job Profiles

List the competencies, traits, knowledge, and experience that employees in these multi-skilled jobs must be able to exhibit to get the multiple jobs done.

Job Enrichment

Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition

Job Analysis Interview

Obtaining information about a job by talking to a person performing it.

Work activities

One of the categories of information collected when conducting a job analysis that include information regarding how, why and when a worker performs each activity

Training

One of the uses in job analysis that lists job's specific duties and requisite skills, and therefore the training.

Recruitment and Selection

Provides information about what duties the job entails and what human characteristics are required to perform them.

Business Process Reeingineering

The analysis and redesign of workflow within and between enterprises

Talent Management

The goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees

Job Specifications

The specific qualifications necessary to hold a particular position

Competencies

These are observable and measurable behaviour of the person that make performance possible.

Department of Labor Procedure

This method uses the compiled results of the previous job analysis that was written in the Dictionary of Occupational Titles.