Job Design and Staffing Flashcards
Exit Interview
A meeting with the employee being terminated to discuss the cause for the employee’s termination. A couple of benefits are: reduction in negative emotions; and identification of training needs.
Quality Work Circles
The purpose of these teams are to brainstorm, communicate and try to solve corporate problems, as well as to create empowerment with job design.
Choosing a candidate
In this process, qualifications are compared to a pre-determined list or criteria necessary to perform the job. This can be done by one person or a committee.
Job Characteristics Model
In this theory, jobs are examined for employee-fit through a worker’s personality, behaviors and skills.
Direct communication when terminating
The practice of managers explaining the specific reason for the termination for clarity and lack of confusion.
Point-Factor Rating
This job evaluation method uses specific factors to determine the relative value of a job compared to the others in the organization.
One on One Interview
Interview conducted by one interviewer.
Employee Termination
An employee’s employment is involuntarily separated.
Structured Interview
A type of interview that involves asking all applicants the same series of questions in the same order.
Benefit of Job Rotation
One of the benefits of job rotation is that it eliminates job boredom.
Scientific Management - job design
An approach to job design emphasizing specific job tasks. It allows workers to create efficient production due to repetitive, precise work, but doesn’t allow for creative thought.
Interview
This is a meeting between the job seeker and the employer to evaluate whether the candidate has the right qualifications for the job.
Terminating am employee
The steps necessary in this action are: documentation of performance; a reason for the action; alternatives to the action; an exit interview; and a written terms of the separation.
Job Posting
This is the formal procedure a company uses to notify employees inside the company of a vacant position.
Panel Interview
This is an interview where more than one interviewer interviews an applicant at the same time.
Involuntary separation from a company
This is when the employee is terminated on an involuntary basis.
The Hiring Process
The steps in this HRM process include reviewing applications, interviewing and choosing candidates, and performing reference and health checks.
Job Evaluation
The value of a position within a company is evaluated, not the employees performing these positions.
Promotion
Moving an existing employee to a new position, generally with more responsibility and higher pay.
Written Statement of Termination
This document may include: reason for termination; date of termination; benefits available after termination; and severance pay schedule, if offered.
Reference check
This involves contacting professional acquaintances that the candidate has worked for in the past.
Job Specification
This is a written statement of the minimum qualifications and traits that a person needs in order to perform the duties and undertake the responsibilities of a particular position.
Job Ranking Method
Jobs are ranked in the order of importance based upon their contributions towards the achievement of an organization’s goals.
Set of Alternatives
A set of measures which maybe taken prior to terminating an employee. These measures could be: additional training, offering a different position, counseling, or suspension.
Job Analysis
This is a process used to determine knowledge, skills and abilities necessary to a job. The duties necessary to successfully perform a job are also mentioned.
Reengineering
A radical redesign of work processes to ensure dramatic improvements. The results are streamlined processes and create enormous cost savings.
Compensable factors
Factors that have value to the company and are taken into consideration when evaluating the job.
Performance standardization
This allows the company to appraise individual employee performance not only against the position’s standards but also against other employees in similar positions.
Job Description
A written statement that describes such things as purpose, duties, responsibilities, scope of work and working conditions for a particular job.
Recruitment
The process of attracting the right people to apply for jobs in an organization.
Background check
A candidate’s credit score, criminal record, education record and military record are examined.
Teams
A group of workers that handle tasks together and help empower employees on their jobs.
Turnover
The number or percentage of an employer’s workforce that must be replaced due to the voluntary and involuntary separation of employees from their organization.
Job Bidding
An internal recruitment method that allows people already employed by the company to apply for a vacant position so long as they are qualified.
Downsizing
This is the planned elimination of jobs in an organization.
Job Design
A written document outlining the job responsibilities, qualifications, and required duties of a job.
Job Enrichment
This approach is when an employee is given more vertical responsibility and recognition.
Absenteeism
An employee’s pattern or habit of missing work for no good reason.
Factor comparison
This job evaluation method assumes that all jobs have the following factors: mental and physical requirements, skills and training, responsibilities, and particular working conditions.
Group Interview
This is an interview conducted by one or more interviewers with more than one applicant being interviewed at the same time.
Job
This is a group of activities and tasks that an organization must perform in order for it to accomplish its goals.
Behavioral Interview
This is a special type of structured interview where the focus is on asking job applicants to relate their past experience to the job being sought.
Classification
A job evaluation method where a series of classes and grades are defined.
Position Description
This is a summary of what a particular employee does in the organization.
