Human Resource Management Chapter 4
Terms in this set (29)
work flow design
the process of analyzing the tasks necessary for the production of a product or service
set of job duties perfromed by a particular person
set of related duties
the process of getting detailed information about jobs
A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails.
brief description of TDRs
List of the essential duties with detailed specifications of the tasks involved in carrying out each duty
list of knowledge, skills, abilities, and other characteristics (KSAO needed to perform a particular job.
Knowledge: factual or procedural information necessary for successfully performing a task.
Skill: an individual's level of proficiency at performing a particular task.
Ability: a general enduring capability that an individual possesses.
Other Characteristics: job-related licensing, certifications, or personality traits.
people who currently hold the position in the organization.
Dictionary of Occupational Titles (DOT)
published by the U.S. Department of Labor
Occupational Information Network (O*NET)
an online job description database developed by the Labor Department
Position Analysis Questionnaire (PAQ)
A standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs.
Relationships with other persons
Fleishman Job Analysis System
Job analysis technique that asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.
is so important to HR managers that it has been called the building block of all HRM functions.
Almost every HRM program requires some type of information determined by job analysis.
designing work by project rather than jobs
study of jobs to find simplest way to structure work to maximize efficiency.
Reduces complexity of work.
Allows almost anyone to be trained quickly and easily perform the job.
Used for highly specialized and repetitive jobs
extent to which a job requires a variety of skills to carry out tasks involved.
degree to which a job requires completing a "whole" piece of work from beginning to end.
extent to which the job has an important impact on lives of other people.
egree to which the job allows an individual to make decisions about the way work will be carried out.
extent to which a person receives clear information about performance effectiveness from the work itself.
broadening the types of tasks performed in a job
enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks.
enlarging jobs by moving employees among several different jobs
Empowering workers by adding more decision-making authority to jobs.
Based on Herzberg's theory of motivation.
Individuals motivated more by intrinsic aspects of work
A scheduling policy in which full-time employees may choose starting and ending times within guidelines.
A work schedule that allows time for community and family interests can be extremely motivating.
A work option in which two part-time employees carry out tasks associated with a single job.
Enables an organization to attract or retain valued employees who want more time to attend school family matters.
the broad term for doing one's work away from a centrally located office.
Advantages to employers include:
less need for office space
greater flexibility to employees with special needs
Easiest to implement for managerial, professional, or sales jobs.
Difficult to set up for manufacturing workers.
study of interface between individuals' physiology and characteristics of physical work environment.
Goal is to minimize physical strain on the worker by structuring physical work environment around the way the human body works.
Redesigning work to make it more worker- friendly can lead to increased efficiencies.
Work flow analysis identifies:
amount and quality of a work unit's outputs
work processes required to produce these outputs
inputs used to carry out processes and produce outputs
According to the Job Characteristics Model,
jobs are more motivating if they have greater skill variety, task identity, task significance, autonomy, and feedback.
YOU MIGHT ALSO LIKE...
Academic Word Lists - AWL Sublists
CH 4: Analyzing Work and Designing
Human Resources Chapter 4
Human Resource Management Chap. 4
OTHER SETS BY THIS CREATOR
MGT365 HR Chapter 12
MGT365 Test 2 Human Resources Chapter 10
MGT361 HR TEST 2 Chapter 6
Chapter 18 Unions and Collective Bargaining Agreements
THIS SET IS OFTEN IN FOLDERS WITH...
HRM (6) - Recruitment & Selection
HRM Unit 2: Selection
HuMaN ReSOUrce Management Ball state Mgt361 Chapter 1
human resource management ball state chapter 2