德斯勒 人力资源管理（英文版第15版）教师手册dessler_hrm15_im_04.docxVIP

Chapter 4: Job Analysis and the Talent Management Process 4- PAGE 2 Copyright ? 2017 Pearson Education, Inc. Copyright ? 2017 Pearson Education, Inc. Part Two Recruitment, Placement, and Talent Management Chapter 4 Job Analysis and the Talent Management Process Lecture Outline: The Talent Management Process Improving Performance Through HRIS: Talent Management Software The Basics of Job Analysis What is Job Analysis? Use of Job Analysis Information Conducting a Job Analysis Improving Performance: HR as a Profit Center Methods for Collecting Job Analysis Information The Interview Questionnaires Observation Participant Diary/Logs Quantitative Job Analysis Techniques Electronic Job Analysis Methods Writing Job Descriptions Diversity Counts Job Identification Job Summary Relationships Responsibilities and Duties Trends Shaping HR: Digital and Social Media Know Your Employment Law Standards of Performance and Working Conditions Improving Performance: HR Tools for Line Managers and Small Businesses O*Net Writing Job Specifications Specifications for Trained versus Untrained Personnel Specifications Based on Judgment Job Specifications Based on Statistical Analysis The Job Requirements Matrix Employee Engagement Guide for Managers Using Competencies Models Improving Performance: The Strategic Context How to Write Competencies Statements Chapter Review Where Are We Now… The main purpose of this chapter is to show you how to analyze jobs and write job descriptions. We discuss several techniques for analyzing jobs, and explain how to write job descriptions and job specifications. The main topics we address include the talent management process, the basics of job analysis, methods of collecting job analysis information, writing job descriptions, writing job specifications, employee engagement and job analysis, and using models and profiles in talent management. Interesting Issues: When Daimler opened its Mercedes-