1、4-14-21.Define talent management and explain why it is important.2.Discuss the process of job analysis,including why it is important.3.Explain how to use at least three methods of collecting job analysis information,including interviews,questionnaires,and observation.4-34.Explain how you would write
2、 a job description.5.Explain how to write a job specification.6.Explain competency-based job analysis,including what it means and how its done in practice.4-44-5 What Is Talent Management?o Taskso Goal-directedo Uses the same“profile”o Segments and manages employeeso Integrates/coordinates all talen
3、t management functions4-6 Thought of as linear process Definition Managing talent effectively4-74-8 Work activities Behaviors Machines,tools,equipment,and work aids Performance standards Job context Human requirements4-9Recruitment and selectionEEO compliancePerformance appraisalCompensationTraining
4、4-101.How will information be used?2.Background information3.Representative positions4.Collect and analyze data5.Verify6.Job description and specification4-11HR as a Profit CenterBoosting Productivity Through Work Redesigno Workflow analysis prompted several performance-boosting redesigns o Firm red
5、uced from four to one the number of people opening mail4-12A joint effortClarity of questions and processDifferent job analysis methods4-13The basics of job analysisUses of job analysis informationConducting a job analysisJob analysis guidelines4-144-15InterviewsQuestionnairesObservationDiary/logsQu
6、antitative techniquesInternet-based4-16 The Interviewo Typical questionso Structured interviewso Pros and conso Interviewing guidelines4-17InterviewsQuestionnairesObservationDiary/logsQuantitative techniquesInternet-based4-184-19Job identificationJob summaryRelationships Responsibilities and dutieso
7、 AuthorityPerformance standards&working conditionsJob specifications4-20HR Tools for Line Managers and EntrepreneursO*NETo The U.S.Department of Labors online occupational information networko O*NET lists the specific duties associated with numerous occupations4-21 Job descriptionso Identifying the
8、job,summary,relationshipso Responsibilities,duties,standards Specifications4-224-234-24Trained vs.untrainedJudgmentStatistical analysisTask statements4-254-264-27Competencies and competency-based job analysisHow to write competencies-based job descriptions4-28HR Practices Around the GlobeDaimler Ala
9、bama emphasizeso Just-in-time inventory o Work teamso Continuous improvementStressing competencies rather than duties4-294-30 Based on the hotels stated strategy,list at least four more important employee behaviors important for the Hotel Pariss staff to exhibit.If time permits,spend some time prior to class observing the front-desk clerk at a local hotel.In any case,create a job description for a Hotel Paris front-desk clerk.4-31
