Week 3 Notes

Discuss a working definition of Talent Management
Define Strategic Management 

Discuss Recruitment, process, methods, and resources

Overview of Job Analysis Role in HRM

The Purpose of Job Analysis (6 Questions, page 82)

1.     What physical and mental tasks does the worker accomplish?

2.     When is the job to be completed?

3.     Where is the job to be accomplished?

4.     How does the worker do the job?

5.     Why is the job done?

6.     What qualifications are needed to perform the job?

Two Standard Job Design Resources (1) O*Net, (2) SOC

Job Analysis Basic HR Tool/Resource

·      JA from JD (Job Descriptions) + JS (Job Specifications)

·      JD =’s Task, Responsibilities, Duties

·      JS =‘s KSA (Knowledge, Skills, Abilities)

JA is Foundational for; Staffing, Training and Development, Performance Appraisal, Compensation, Safety and Health, Employee Relations, and Compliance

JA Methods; Questionnaires, Observation, Interview, Employee Recording, Combination, Functional JA, Position Analysis, Guidelines-Oriented JA

Job Description (Figure 4.2 page 88)

JA and the Law; Fair Labor Standards Act, Equal Pay Act, Civil Rights Act, OSHA,  ADA,

Strategic Business Partners (Business environment Savvy)

Strategic Planning, (figure 4.3, page 93)

HRP (figure 4.4, page 95)

Discuss   Succession Planning

Job Design =’s Job Enrichment, Job enlargement, Job rotation

Thinking About Recruitment

·      Traditional  (Labor Market Conditions)

·      Outsourcing

·      Employee Leasing

·      Contingent workforce

HRM Incident #1 and #2 

Week 4 Homework (Due Week 4)

Read chapters 7,8

Chapter 7 answer “Questions for Review” (1, 2, 3, 7, 9)

Chapter 8 answer “Questions for review” (1, 6, 9)

Submit hardcopy prior to start of next class (printed document)

Drawings:  Figure 7.1 (page 177) and Figure 8.1 (page 214)