HRM textbook

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.
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