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PART TWO | RECRUITMENT, PLACEMENT, AND TALENT MANAGEMENT 4Job Analysis and the Talent Management Process Source: ©Jim West/Alamy.
LEARNING OBJECTIVES 1. Explain why talent management is important. 2. Discuss the nature of job analysis, including what it is and how it s used. 3. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. 4. Write job descriptions, including summaries and job functions, using the Internet and traditional methods. 5. Write a job specification. 6. Explain competency-based job analysis, including what it means and how it s done in practice. When Daimler opened its Mercedes-Benz assembly plant in Alabama, its managers had a dilemma. They could not hire, train, or pay the plant employees unless the managers knew what each employee was expected to do they needed, for each person, a job description. But in this plant, selfmanaging teams of employees would assemble the vehicles, and their jobs and duties might change every day. How do you list job duties when the duties are a moving target? 1 WHERE ARE WE NOW . . . Environment Strategic and Legal Relations Employee Company s Strategic Goals Employee Competencies and Behaviors Required for Company to Achieve These Strategic Goals Recruitment and Placement HR Policies and Practices Required to Produce Employee Competencies and Behaviors Compensation Development Training and Access a host of interactive learning aids at www.mymanagementlab.com to help strengthen your understanding of the chapter concepts. MyManagementLab The human resource management process really begins with deciding what the job entails. The main purpose of this chapter is to show you how to analyze a job and write job descriptions. We ll see that analyzing jobs involves determining what the job entails and what kind of people the firm should hire for the job. We discuss several techniques for analyzing jobs, and explain how to draft job descriptions and job specifications. Then, in Chapter 5 (Personnel Planning and Recruiting), we ll turn to the methods managers use to actually find the employees they need. The main topics we ll cover in this chapter include the talent management process, the basics of job analysis, methods for collecting job analysis information, writing job descriptions, and writing job specifications. 103
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HUMAN THIRTEENTH EDITION RESOURCE M
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DEDICATED TO SAMANTHA AND TAYLOR
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C O N T E N T S Preface xxiii Ackno
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CONTENTS IX Departmental Managers S
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CONTENTS XI Recruiting Source Use a
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CONTENTS XIII PART THREE TRAINING A
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CONTENTS XV Talent Management and E
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CONTENTS XVII INCENTIVES FOR SALESP
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CONTENTS XIX HR AS A PROFIT CENTER:
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CONTENTS XXI INDIVIDUAL AND GROUP A
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P R E F A C E Human Resource Manage
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PREFACE XXV This edition again cont
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A C K N O W L E D G M E N T S Every
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LEARNING OBJECTIVES 1. Explain what
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CHAPTER 1 INTRODUCTION TO HUMAN RES
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LEARNING OBJECTIVES 1. Explain the
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CHAPTER 2 EQUAL OPPORTUNITY AND THE
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CHAPTER 5 PERSONNEL PLANNING AND RE
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CHAPTER 6 EMPLOYEE TESTING AND SELE
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LEARNING OBJECTIVES 1. List the mai
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CHAPTER 7 INTERVIEWING CANDIDATES 2
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CHAPTER 8 TRAINING AND DEVELOPING E
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LEARNING OBJECTIVES 1. Define perfo
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LEARNING OBJECTIVES 1. Describe a c
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CHAPTER 10 EMPLOYEE RETENTION, ENGA
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LEARNING OBJECTIVES 1. Explain how
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CHAPTER 12 PAY FOR PERFORMANCE AND
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LEARNING OBJECTIVES 1. Name and def
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CHAPTER 13 BENEFITS AND SERVICES 42
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CHAPTER 14 ETHICS AND EMPLOYEE RIGH
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LEARNING OBJECTIVES 1. Give a brief
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CHAPTER 15 LABOR RELATIONS AND COLL
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LEARNING OBJECTIVES 1. Explain the
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CHAPTER 16 EMPLOYEE SAFETY AND HEAL
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LEARNING OBJECTIVES 1. List the HR
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CHAPTER 17 MANAGING GLOBAL HUMAN RE
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LEARNING OBJECTIVES 1. Explain why
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CHAPTER 18 MANAGING HUMAN RESOURCES
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INDIVIDUAL AND GROUP ACTIVITIES CHA
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A P P E N D I X A PHR and SPHR know
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APPENDIX A 635 08 Identify internal
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APPENDIX A 637 04 Total Rewards (16
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APPENDIX A 639 02 Identify the orga
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A P P E N D I X B Comprehensive Cas
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APPENDIX B 643 5. Miriam, the contr
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APPENDIX B 645 good manners in the
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APPENDIX B 647 dozen Googlers, tapp
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APPENDIX B 649 Auto service is a to
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APPENDIX B 651 breaks and for lunch
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APPENDIX B 653 The Baker panel look
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G L O S S A R Y action learning A t
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GLOSSARY 657 electronic performance
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GLOSSARY 659 It usually also involv
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GLOSSARY 661 role playing A trainin
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N A M E / O R G A N I Z A T I O N I
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NAME/ORGANIZATION INDEX 665 Carlson
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NAME/ORGANIZATION INDEX 667 F Faceb
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NAME/ORGANIZATION INDEX 669 456n129
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NAME/ORGANIZATION INDEX 671 London,
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NAME/ORGANIZATION INDEX 673 Patters
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NAME/ORGANIZATION INDEX 675 387n24,
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NAME/ORGANIZATION INDEX 677 Wolkins
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SUBJECT INDEX 679 Web sites, 442 Se
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SUBJECT INDEX 683 supply of inside
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SUBJECT INDEX 685 J Job aid, 258 Jo
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