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40 Cards in this Set
- Front
- Back
Process of planning, recruiting, selecting etc. |
Talent Management |
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Supervisors position Connecting lines, accountability, department and authority system |
Organizational Chart |
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Duties and charateristics of people to hire Job description and job specification |
Job Analysis |
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Actual work task how, why, when of performing the task |
Work Activities |
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Behaviors the job requires ( communication , walking long distance) |
Human Behavior |
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In terms of quantity or quality levels for each job duty |
Performance Standard |
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Physical working conditions, work schedule and number of people who would work with |
Job Context |
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Knowledge or skills and require personal attributes |
Human Requirement |
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Decide what sort of people to recuit and hire |
Recuitment and Selection |
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Knowing if selection test is valid predictor of success |
EEO Compliance |
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Compare's an employee's actual performance with the job performance standard |
Performance Appraisal |
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Depend on required skills, education, safety hazard, degree of responsibility and other info gained in job analysis |
Compensation |
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Duties and responsibilities given by job analysis this would help what training is required for the job |
Training |
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-Determine the data collection method -Organizations chart- shows the nationwide divison of work -detailed picture of work flow |
Conducting a job Analysis |
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Job Redesign |
Job Enlargement Job Enrichment Job Rotation |
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Additional same level activities |
Job Enlargement |
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Moving workers from one job to another |
Job Rotation |
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Empowering the worker through giving the worker skills to do their own supervision |
Job Enrichment |
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Statement of what the worker actually does, how they do it and working conclusion |
Job Decription |
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Contains job title( tithe of the position) |
Job Identification |
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Job duties Job value |
Interview Position analysis questionnaire |
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Types of interview |
Invidual and group interview |
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Interview with a group of employee with the same job |
Group Interview |
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Types of questionnaire |
Structure Checklist
Open ended question |
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Inventory of job and duties |
Structured checklist |
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Required the workers to described the main function related to the job |
Open ended question |
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Position analysis containd of |
194 questionnaire |
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Observable physical activities |
Observation |
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Workers changing what they normally do because they are being watch |
Reactivity |
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Records the activity, along with the time |
Participants diary/ logs |
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Name of the job Date the job description was approved Salary scale Job location |
Job identification |
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Summary the essence of the job Should not include " cop out clause: |
Job summary |
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relationships such as employment agencies, executive recruiting films, etc. |
Relationships |
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lists each of the job's major duties separately |
Responsibilities and Duties |
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must produce a usable set of performance standards |
Standards of Performance and Working Conditions |
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lists human traits and experience qualities that person should be tested |
Writing job Specifications |
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Trained relatively straightforward Untrained intent to train them on the job |
Specifications for Trained vs Untrained Personel |
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To measure job performance Select personal traits Test candidates Measure the candidates, sebsequent job performance Analyze the relationships between predictor and criterion -determine whether the trait predicts performance |
Specificarions based on Statistical Analysis |
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Knowledge, skills and experience someone needs to do the job Competencies|exhibit to get the job done |
Competencies Models |
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-job duties are specific|competency models or profiles are general -competency model|guidepost for recruiting, selecting, training, evaluationing and developibg employees for each job |
Competency |