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This has 2 Parts to itPart 1: Job Analysis in Human Resource Activities Job analysis is the foundation for most key
human resource activities, which include recruitment, selection,
training, and performance appraisal. Successful job analysis requires a
systematic examination of a job, detailing its duties and
responsibilities and identifying the requisite knowledge, skills, and
abilities, as well as the work conditions and environment. The scope and
level of the job analysis is linked to the criticality and volume of
the job to be filled, to the need to identify training and development
resources, and to the importance of effective and accurate performance
appraisal to support both individual development and career management.
As you may now understand, job analysis is the cornerstone of an
integrative talent management system and its effectiveness (Management
Study Guide, 2012).By Day 3Post by Day 3 an explanation of the
importance of job analysis in a talent management system. Specifically,
describe how personnel selection integrates and aligns with job
training. Explain how a job analysis may vary based on job level in an
organization, such as with line employees and staff professionals.
Provide concrete examples and citations from the Learning Resources and
current literature to justify your post.Part 2: Talent Management System Outcomes The competition to secure, develop, and retain
human capital in organizations is keen, even in a challenging job
market. As demand increases, organizations look to human resources for
game plans to address current and future personnel needs (Knapp, 2010).
Integrated talent management systems provide a framework to address
them. Not all organizations have the in-house resources to have a full
talent management program or to hire an outside consultant for support;
however, that does not prevent the best practices of talent management
from being leveraged to meet personnel needs. Therefore, consider the
effectiveness of integrated talent management systems and their
necessity within organizations.By Day 4Post by Day 4 a description of an
organization with an integrated talent management system. Then, explain
the effectiveness of the system as it relates to the organization and
its individual employees. Provide concrete examples and citations from
the Learning Resources and current literature to support your post.By Day 6Respond by Day 6 to at least one of
your colleagues by sharing an insight from having read your colleague’s
post. Make a suggestion for how the organization’s integrated talent
management system could become more effective for both the organization
and its individual employees.
Requirements: .doc file


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