1. Why, in summary, should managers think of staffing-training-appraising and paying employees as a talent management process? 2. Explain to the head of a company how he or she could use the talent management What items are typically included in the job description? 4. What is job analysis? How can you make use of the information it provides? 5 . We discussed several methods for collecting job analysis data-questionnaires, the position analysis questionnaire, and so on. Compare and contrast these methods, explaining what each is useful for and listing the pros and cons of each 6. Describe the types of information typically found in a job specification 7. Explain how you would conduct a job analysis. 8. Do you think companies can really do without detailed job descriptions? Why or why not? 9. in a company with only 25 employees, is there less need for job descriptions? Why or why not? Continuing Case: Carter Cleaning Company - The Job Description 1. What should be the format and final form of the store manager's job description? The format noted in Figure 4-7 could be a reasonable format to use. 2. Is it practical to specify standards and procedures in the body of the job description, or should these be kept separately 3. How should Jennifer go about collecting the information required for the standards, procedures, and job description? 4. What, in your opinion, should the store manager's job description look like and contain