Chapter 4 H/R Flashcards
Job:
A group of related activities and duties, held by a single employee or a number of incumbents.
Position:
The collection of tasks and responsibilities performed by one person
Job Analysis:
The procedure for determining the tasks, duties, and responsibilities of each job, and the human attributes (in terms of knowledge, skills and abilities) required to perform it.
Process Chart:
A diagram showing the flow of inputs to and outputs from the job under study
Job design:
The process of systematically organizing work into tasks that are required to perform a specific job
Work Simplification:
An approach to job design that involves assigning most of the administrative aspects of work (such as planning and organizing) to supervisors and managers, while giving lower-level employees narrowly defined tasks to perform according to methods established and specified by management.
Industrial engineering:
A field of study concerned with analyzing work methods; making work cycles more efficient by modifying, combining, or eliminating tasks; and establishing time standards.
Job enlargement (horizontal loading)
A technique to relieve monotony and boredom that involves assigning workers additional tasks at the same level of responsibility to increase the number of tasks they have to perform
Job Rotation:
A technique to relieve monotony and employee boredom that involves systematically moving employees from one job to another
Job enrichment (vertical loading):
Any effort that makes an employees job more rewarding or satisfying by adding more meaningful tasks and duties
Ergonomics:
An interdisciplinary approach that seeks to integrate and accommodate the physical needs of workers into the design of jobs. It aims to adapt the entire job system – the work, environment, machines, equipment, and processes- to match human characteristics.
Competencies:
Demonstrable characteristic of a person that enable performance of a job.
Competency-based job analysis:
Describing a job in terms of measurable observable behavioral competencies an employee must exhibit to do a job well.
Team-based job designs:
Job designs that focus on giving a team, rather than an individual, a whole and meaningful piece of work to do and empowering team members to decide among themselves how to accomplish the work.
Team:
A small group of people with complementary skills who work toward common goals for which they hold joint responsibility and accountability.
Position Analysis Questionnaire (PAQ):
A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs.
Functional Job Analysis:
Pre-established questionnaire that rates a job on responsibilities for data, people and things from simple to complex.
ex. “thing” literally means working with a physical interaction with a tangible object.
Diary/log:
Daily listings made by employees of every activity in which they engage, along with the time each activity takes.
National Occupational Classification (NOC):
A reference tool for writing job descriptions and job specifications. Compiled by the federal government, it contains comprehensive standardized descriptions of about 40 000 occupations and the requirements for each one.
Occupation:
collection of jobs that share some or all of a set of main duties.
Job Descriptions:
A list of the duties responsibilities, reporting relationships and working conditions of a job – one product of a job analysis
Job specification:
A list of the “human requirements” (instead of robot?), that is the requisite knowledge, skills, and abilities needed to perform the job- another product or a job analysis
Physical demands analysis: .
Identification of the senses used and the type, frequency, and amount of physical effort involved in a job
