CHAPTER 4

J O B A N A LY S I S A N D TA L E N T M A N A G E M E N T
 ANGGOTA KELOMPOK

•  Christian Prianto (00000021841)

•  Eric Yasinho (00000019950)
•  Hioe, Teddy Pribadi Wahyudi (00000019830)
•  Jason Jonathan (00000019817)
•  Michelle Evangeline (00000020335)
•  Richky Wijaya (00000025427)
•  Supriyanto Willyam (00000025841)
•  Suwantio Salim (00000024300)
•  Temmy Soekandar (00000022315)
•  Vandi Vernandez (00000021372)
 WHAT IS TALENT MANAGEMENT

Talent management is the goal-oriented and

integrated process of planning, recruiting,
developing, managing, and compensating
the employees.
 WHEN A MANAGER TAKES A TALENT
MANAGEMENT PERSPECTIVE, HE HAS TO

•  Understand the talent management tasks

•  Makes sure talent management decision such as
staffing, training, and pay are goal directed
•  Consistently uses the same profile of competencies,
traits, knowledge, and experience for formulating
recruitment plans for a job
•  Actively segments and manages employees
•  Integrates/coordinates all the talent management
function
 TALENT MANAGEMENT PROCESS

•  Decide what position to fill

•  Build a pool of job candidates
•  Have the candidates complete application forms
and undergo initial screening interviews
•  Use selection tools Decide to whom to make an
offer
•  Orient, train, and develop employees
•  Appraise employees
•  Reward and compensate
INFORMATION THAT ARE COLLECTED
VIA JOB ANALYSIS

•  Work activities

•  Human behaviors

•  Machines, tools, equipment, and work aids

•  Performance Standards

•  Job Context

•  Human Requirements
 6 STEPS IN DOING JOB ANALYSIS

•  Decide how you’ll use your information

•  Review the information
•  Select the representative position
•  Actually analyze the job
•  Verify the job analysis with the worker performance
•  Develop job description and job specification
 METHOD FOR COLLECTING JOB
ANALYSIS INFORMATION

•  Interview
•  Questionnaire
•  Observation
•  Participant diary
•  Quantitative job analysis techniques
•  Internet-based job analysis
•  Job analysis deadline
 FORMAT FOR WRITING JOB
DESCRIPTION

•  Job identification
•  Job summary
•  Responsibilities and duties
•  Authority of incumbent
•  Standards of performance
•  Working conditions
•  Job specification
 WRITING JOB SPECIFICATIONS

•  Specifications for Trained vs. Untrained

Personnel
•  Specifications Based on Judgment
•  Job Specifications Based on Statistical
Analysis
•  Using Task Statements
 USING MODELS AND PROFILES IN
TALENT MANAGEMENT

•  A Closer Look at Competencies

•  How to Write Competencies Statements

Thank you
For your
attention