Essay About Job Analysis And Compensation  Talent Management

Job Analysis: How to Figure Out What the Job Actually Entails
Definition:L2: Mission/Vision/ Value (What/how)L3&4: Job Analysis: How to figure out what the Job actually entails. (expectation)Job analysis is the process of studying jobs to gather, analyze , synthesize and report information about the job responsibilities and requirements and the conditions under which work is performed.KSAS: knowledge (the theoretical or practical understanding of a subject); Skill:( (the proficiencies developed through training or experience); Ability (the qualities of being able to do something).Process: Decide a job to ana; people who provide data; method to gather job data; meet employees; develop; revise Descriptive: present duties (examine existing doc Sops position descriptions; work products; interview supervisor)+changes (vision work force size tech)Perspective: Probs and issues (exist doc working planning reports of accomplishments /interview customers agency managers/ skill levels/gaps/ political)Predictive: in the future (strategic plan policy papers/senior leader policy analysts/mission focus, tech applied; typical transaction)Task statement: what who how whyTask inventory: rated by importance ; time spent; frequency; difficultyWhat to do  (Duties tasks responsibilities) How to do ( Methods/ tools and techs)  why (mission goals product service) Qualification (entry level/training for proficiency/maintaining)L5: Job description (purpose/who reports/ location/salary/ skills and competencies) Person specification (person quality; qualifications, experiences; essential elements) Competency Modeling: t a specific, identifiable, definable, and measurable skill or characteristic that is essential for the performance of an activity within a specific business or industry context.”  A competency model is a clear description of what a worker needs to know and be able to do – the knowledge, skills, and abilities – to perform well in a specific job, occupation, or industry. HR consideration: Technical( Compensation  Talent Management – Recruitment and Selection Training and Development  Employee relations  Employee engagement  Compliance) Behavior & Leadership ( Ethical practice; communication; consultation; critical evaluation; Global cultural effectiveness; relationship management; org leadership; business acumen) SHRM: Society for Human Resource Management L6: Performance Management: Performance management is the process of identifying, observing, evaluating, and developing human performance in organizations. (A holistic management process/vertical integration/ Horizontal integration; A multifaceted  and multilevel agreement of input and output) Performance Leadership Frame work (External perception—self perception—self/social dimension—analytical & operational dimension—value dimension)