chapter 4 Flashcards
goal-oriented and integrated process of planning, recruiting, developing, managing, and compensating employees
talent management
determining duties and skill requirements of a job and the kind of person who should b ehired for it
job analysis
list of jobs duties, responsiblities, reporting relationships, working ocnditions, and supervisory responsiblities
job description
a list of jobs human requirements
job specifications
shows organization wide distribution of work,
organization chart
workflow chart that shows inputs to outputs of a job
process chart
study of flow of work from job to job
workflow analysis
redesigning business processes
business process reengineering
assigning workers additional same-level activities
job enlargement
systematically moving workers from one job to another
job rotation
redesigning jobs in a way that increases opportunities
job enrichment
daily listings
diary/log
usedto collet quantifiable data of duties and responsibilities of various jobs
position analysis questionaire
classifies all workers into one of 23 major groups of jobs
standard occupational classification
written item that shows what a worker does on one particular job task and how well they do it
task statement
complete description of what the worker does and how and why he or she does it
job requirement matrix
describing job in terms of measurable, observable that an employee doing that job must exhibit to do the job well
competency based job analysis
Steps in Job analysis
Decide how you will use information
Review relevant background info
Select representative positions
Actually analyze the job
Verify the job analysis information with the worker performing the job and with his or her immediate supervisor
Develop job description and job specification
