Job Analysis And Talent Managemenet Process

Front 1

Process of planning, recruiting, selecting etc.

Back 1

Talent Management

Front 2

Supervisors position

Connecting lines, accountability, department and authority system

Back 2

Organizational Chart

Front 3

Duties and charateristics of people to hire

Job description and job specification

Back 3

Job Analysis

Front 4

Actual work task how, why, when of performing the task

Back 4

Work Activities

Front 5

Behaviors the job requires ( communication , walking long distance)

Back 5

Human Behavior

Front 6

In terms of quantity or quality levels for each job duty

Back 6

Performance Standard

Front 7

Physical working conditions, work schedule and number of people who would work with

Back 7

Job Context

Front 8

Knowledge or skills and require personal attributes

Back 8

Human Requirement

Front 9

Decide what sort of people to recuit and hire

Back 9

Recuitment and Selection

Front 10

Knowing if selection test is valid predictor of success

Back 10

EEO Compliance

Front 11

Compare's an employee's actual performance with the job performance standard

Back 11

Performance Appraisal

Front 12

Depend on required skills, education, safety hazard, degree of responsibility and other info gained in job analysis

Back 12

Compensation

Front 13

Duties and responsibilities given by job analysis this would help what training is required for the job

Back 13

Training

Front 14

-Determine the data collection method

-Organizations chart- shows the nationwide divison of work

-detailed picture of work flow

Back 14

Conducting a job Analysis

Front 15

Job Redesign

Back 15

Job Enlargement

Job Enrichment

Job Rotation

Front 16

Additional same level activities

Back 16

Job Enlargement

Front 17

Moving workers from one job to another

Back 17

Job Rotation

Front 18

Empowering the worker through giving the worker skills to do their own supervision

Back 18

Job Enrichment

Front 19

Statement of what the worker actually does, how they do it and working conclusion

Back 19

Job Decription

Front 20

Contains job title( tithe of the position)

Back 20

Job Identification

Front 21

Job duties

Job value

Back 21

Interview

Position analysis questionnaire

Front 22

Types of interview

Back 22

Invidual and group interview

Front 23

Interview with a group of employee with the same job

Back 23

Group Interview

Front 24

Types of questionnaire

Back 24

Structure Checklist

Open ended question

Front 25

Inventory of job and duties

Back 25

Structured checklist

Front 26

Required the workers to described the main function related to the job

Back 26

Open ended question

Front 27

Position analysis containd of

Back 27

194 questionnaire

Front 28

Observable physical activities

Back 28

Observation

Front 29

Workers changing what they normally do because they are being watch

Back 29

Reactivity

Front 30

Records the activity, along with the time

Back 30

Participants diary/ logs

Front 31

Name of the job

Date the job description was approved

Salary scale

Job location

Back 31

Job identification

Front 32

Summary the essence of the job

Should not include " cop out clause:

Back 32

Job summary

Front 33

relationships such as employment agencies, executive recruiting films, etc.

Back 33

Relationships

Front 34

lists each of the job's major duties separately

Back 34

Responsibilities and Duties

Front 35

must produce a usable set of performance standards

Back 35

Standards of Performance and Working Conditions

Front 36

lists human traits and experience

qualities that person should be tested

Back 36

Writing job Specifications

Front 37

Trained

relatively straightforward

Untrained

intent to train them on the job

Back 37

Specifications for Trained vs Untrained Personel

Front 38

To measure job performance

Select personal traits

Test candidates

Measure the candidates, sebsequent job performance

Analyze the relationships between predictor and criterion

-determine whether the trait predicts performance

Back 38

Specificarions based on Statistical Analysis

Front 39

Knowledge, skills and experience someone needs to do the job

Competencies|exhibit to get the job done

Back 39

Competencies Models

Front 40

-job duties are specific|competency models or profiles are general

-competency model|guidepost for recruiting, selecting, training, evaluationing and developibg employees for each job

Back 40

Competency