talent management talent management is a
goal-oriented and integrated process of
planning recruiting developing managing
and compensating employees in its
simplest terms it is getting the right
people in the right jobs in this section
we will discuss the practices and
thought processes of human resource
departments when dealing with talent
management one important practice is the
job analysis a job analysis is the
procedure through which the duties of a
company's jobs and the characteristics
of people who should perform them are
determined with this information the
manager can then develop proper job
descriptions and specifications let's
see how The Weather Channel a 24 hour 7
day television network devoted entirely
to the weather approaches these theories
in practice my name is Sylvia Taylor and
I am the executive vice president of
human resources at The Weather Channel I
work with the senior leadership team and
the entire workforce here at the weather
channel to ensure that this is a great
place to work job analysis is very
important because it's important to
understand what impact the job has on
the businesses overall business
objectives specifically when we're
looking at analyzing a job we want to
understand what is the critical role of
that job what are the essential
functions of the role what are the
outcomes that are expected and
anticipated what level of experience is
needed to perform well in the role
what's the scope and magnitude of the
role and that means what's the level of
responsibility and the breadth of
responsibilities that the individual
holding the role has specifically we
look at years of experience the type of
experience and training that the
individual has had the type of judgment
that is required in the role whether
there's a high level of independent
thinking that's needed in the role does
the individual supervise or direct
employees there's the individual
interface with other departments or
other functions in that
and all of those things discern the
impact that the role will have on the
company's business strategy it's very
important to have a properly prepared
Job Description because that basically
gives the employee guidance on where to
focus his or her efforts say for example
an employee has limited time and limited
resources which we all do by properly
defining the job description the manager
has given the employee clarity on where
he or she should focus his efforts
consequently this tells the employee
what he or she can do to have the most
impact on performance and helps the
employee be most effective in the role
in terms of determining how we perform a
job analysis here at the Weather Channel
what we do is have heavy involvement
from the hiring manager we sit down with
the manager and ask questions important
questions like what is the role of this
position what impact does a role have on
your department's results what are the
outcomes that you're expecting from the
position what departments or other
functions does this position interface
with we also ask the hiring manager how
should this individual perform the role
in order to be most effective so we not
only look at the what but we look at the
how well here at The Weather Channel
recognize the importance of putting
together a sound job profile so we
always involve the hiring manager
oftentimes the Human Resources business
partner is also involved in the process
but we have compensation specialists
that take a look both internally and
externally to ensure that we are taking
into consideration all relevant criteria
we look at market surveys in the
industry and outside of the industry to
tell us you know what are the key
elements of the role and also what is
the compensation for the role we then
take this data
and then review with a hiring manager to
ensure that the position is a good match
with what we expect of the role
internally in this segment
Sylvia Taylor discusses the importance
of job analysis based on what you saw in
the video and learned in the chapter
what job analysis tools would you
suggest they use to supplement what
they're currently doing to analyze jobs
what role do you think job analysis
plays in talent management at the
weather channel what role should it play
here at The Weather Channel the human
resources function is definitely viewed
as a strategic business resource in the
human resources area there are many
levers that can be utilized to impact
company performance for example talent
that has to do with ensuring that we are
recruiting top talent from the market
and also ensuring that we are developing
the talent that we have another area in
which Human Resources impacts the
business has to do with total rewards we
want to ensure that we are compensating
employees at a competitive level and
that we are also providing benefits that
are attractive to employees and meet the
needs of our employees and their
families the current market provides
many opportunities where hiring is
concerned because of the market slump
there have been a number of
overqualified candidates available in
the market this can provide a great
opportunity for an organization
specifically if a company is in a a
growth mode high growth mode or startup
mode you may very well want to hire
candidates who are more than qualified
for the immediate position that you have
available and who can quickly grow into
a larger position within a 12 to 18
month period so for example if your
high-growth company what you need today
may be quite different than what you
need in the role 12 to 18 months from
now and if you're able to find
candidates that have that sort of
stretch ability then you're able to
really position yourself to have a
competitive workforce talk about the
question of social media using social
media in recruiting all companies use
that and if you're a company that's not
utilizing social media and taking
advantage of that today then you are
definitely behind the curve in the
market like other companies we
definitely use social media we recruit
using LinkedIn Facebook Twitter we do
our normal so
social networking if you will in an
edition we Google our candidates we
google at candidates to see what
information we may find on them we
google to research and look for
candidates and source candidates and
that's why it's very important to know
what's out there what's on the internet
about you and what we have on your
Facebook page is really really critical
because it could very well show up on an
interview slate door and in some
interview materials as you're looking to
find employment so be very careful with
how you utilize the Internet and how you
utilize social media because many many
many recruiters are utilizing these
tools in their recruiting activities in
this segment Sylvia Taylor discusses
that human resources function is part of
the company's strategic business
resources for example Human Resources
recruits top talent that are in turn
impacts company performance she also
describes using social media in
recruiting and googling job candidates
based on what you saw in this video and
read in the chapter if Miss Taylor asked
you what strategic human resources is
what would you tell her does the weather
channel seem to be practicing strategic
human resources why or why not
what indications if any are there that
the weather channel takes a talent
management approach
now take a moment to consider the
following hypothetical situation as a
human resource is representative how
would you approach the following your
manager has just come to you and asked
you to hire someone for a very critical
position in your department it's a new
position and you're not quite sure what
your manager has in mind what can you do
to ensure that you are looking for the
right criteria as you work to hire this
employee also once you've made the hire
what can you do to ensure that you've in
fact hired the right person for the job