Module 2 Flashcards
Job Analysis & Design and HR Planning
Define Job Analysis:
Job analysis (JA) is the systematic process of collecting a lot of information about specific jobs.
JA provides the underlying information for job descriptions.
What are Job Descriptions:
Summary reports that identify, define, and describe the job as it is actually performed.
What is a “Task” when it comes to job descriptions?
A task is the smallest unit of JA, outlining what an employee does.
What is a the job when it comes to job descriptions?
The job is the entirety of tasks performed by one employee that make up all work assignments.
What is a job family?
Broadly similar jobs which make up a job family (HR, Legal, Procurement).
What is are job specifications?
A list of the qualifications required to do a job, often part of the job description.
What factors impact job design?
- Organizational Considerations
- External Factors
- Ergonomics
- Employee Considerations
- Technological Change
- Job Considerations
What is the goal of HR planning?
To have the right people, with the right skills, at the right time in the right place (within an organization).
List some causes for a change in the demand of labour:
- Changes in business operations
- Demographics
- Attrition/Turnover
- Technological Changes
- Legal Changes
- Budget Cuts
What are methods for forecasting demand of labour?
- Experts opinons: the nominal group technique, the Delphi technique.
- Trend Projections: extrapolation, indexation.
- Others: budget analysis, predictive analytics.
How does a company select their HRIS (Human Resource Information Systems)?
The complexity, capabilities and cost of an HRIS system are to be aligned with the organization’s needs as well as its size and complexity.
HRIS’s can range from managing simply by spreadsheet, to state-of-the-art highly sophistocated systems.
