Chapter 4 Flashcards
Process by which top management determines overall organizational
purposes and objectives and how they are to be achieved
Strategic Planning
Unit’s continuing purpose or reason for being.
Mission
Systematic process of matching the internal and external
supply of people with job openings anticipated in the organization over a specified period
of time.
Human resource planning
Determining the number, skill, and location of employees the
organization will need at future dates in order to meet its goals.
Requirements forecast
Determination of whether the firm will be able to secure
employees with the necessary skills, and from what sources.
Availability forecast
Forecasting method that uses the organization’s current level of
employment as the starting point for determining future staffing needs.
Zero-base forecast
Forecasting method in which each successive level in the
organization, starting with the lowest, forecasts its requirements, ultimately providing an
aggregate forecast of employees needed.
Bottom-up forecast
Process of ensuring that qualified persons are available to assume
key managerial positions once the positions are vacant.
Succession planning
Systematic process of determining the skills, duties, and knowledge
required for performing specific jobs in an organization.
Job analysis
Group of tasks that must be performed if an organization is to achieve its goals.
Job
Collection of tasks and responsibilities performed by one person.
Position
Document that provides information regarding the essential tasks,
duties, and responsibilities of a job.
Job description
A document that outlines the minimum acceptable qualifications a
person should possess to perform a particular job.
Job specification
An individual’s capability to orchestrate and apply combinations of
knowledge, skills, and abilities consistently over time to perform work successfully in the
required work situations.
Competencies
Specifies and defines all the competencies necessary for success
in a group of jobs that are set within an industry context.
Competency modeling
Process of determining the specific tasks to be performed, the methods used
in performing these tasks, and how the job relates to other work in an organization.
Job design
Changes in the content and level of responsibility of a job to provide
greater challenges to the worker.
Job enrichment
Increasing the number of tasks a worker performs, with all of the tasks
at the same level of responsibility.
Job enlargement
Moves workers from one job to another to broaden their experience.
Job rotation
Fundamental rethinking and radical redesign of business processes to
achieve dramatic improvements in critical, contemporary measures of performance such
as cost, quality, service, and speed.
Reengineering
The first step in strategic planning is determining the
corporate mission
Objectives should:
1) be expressed in writing
2) be measurable
3) be specific as to time
4) should be challenging but attainable
Strategy implementation requires:
changes in the organization’s behavior, which can be brought about by changing
one or more organizational dimensions, including:
Leadership Organizational structure Information and control systems Technology Human Resources
Employees are categorized as
exempt or nonexempt, and job analysis is basic to this determination.
FAIR LABOR STANDARDS ACT
If jobs are not substantially different, similar pay
must be provided. When pay differences exist, job descriptions can be
used to show whether jobs are substantially equal in terms of skill, effort,
responsibility, or working conditions.
EQUAL PAY ACT
Job descriptions may provide the basis for
adequate defenses against unfair discrimination charges in initial selection,
promotion, and all other areas of human resource administration.
CIVIL RIGHTS ACT
Job descriptions
are required to specify elements of the job that endanger health or are
considered unsatisfactory or distasteful by the majority of the population.
OCCUPATIONAL SAFETY AND HEALTH ACT
Employers are required to make reasonable
accommodations for workers with disabilities who are able to perform the
essential functions of a job and job analysis is needed to obtain this
information.
AMERICANS WITH DISABILITIES ACT (ADA)/ADA
AMENDMENTS ACT
Job analysis methods:
Questionnaires
Observations
Interviews
Employee Recording
Includes the job title, department, reporting
relationship, and a job number or code.
JOB IDENTIFICATION
Provides a concise overview of the job.
JOB SUMMARY
Used by federal statistical agencies to
classify workers into occupational categories for the purpose of collecting, calculating, or
disseminating data.
STANDARD OCCUPATIONAL CLASSIFICATION (SOC)
A comprehensive
database of worker attributes and job characteristics.
THE OCCUPATIONAL INFORMATION NETWORK (O*NET)
What are the steps involved in the strategic planning process?
(1) determination of the organizational mission;
(2) assessment of the organization and its
environment;
(3) setting of specific objectives or direction;
(4) determination of
strategies to accomplish those objectives.
When is job analysis performed?
First, when the organization is
founded and a job analysis program is initiated for the first time.
Second, when new jobs are created.
Third, when jobs are changed significantly as a
result of new technologies, methods, procedures, or systems.
