Chapter 4 Flashcards
(29 cards)
Job requirement matrix
A more complete description of what the worker does and how and why they do it; it clarifies each tasks purpose and each duty’s required knowledge, skills, abilities, and other characteristics.
Job rotation
A technique to relieve monotony and employee boredom that involves systematically moving employees from one job to another
Talent management
The holistic, integrated, and result-and-goal-oriented process of planning, recruiting, selecting, developing, managing, and compensating employees.
Diary or log
Daily listing made by employees of every activity in which they engage, along with the time each activity takes
Competency- based job analysis
Describing a job in terms of the measurable, observable, behavioral competencies an employee must exhibit to do a job well
Process chart
A diagram showing the flow of inputs to and outputs from the job under study
Work simplification
An approach to job design that involves assigning most 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
Incumbent
Individual currently holding the position
Competencies
Demonstrable characteristics of a person that enable performance of a job
Business process reengineering
Redesigning business or eases usually by combining steps, so that small multifunction teams using information technology do the jobs formerly done by sequence departments
Job
A group of related activities and duties, held by a single employee of number of incumbents
Industrial engineering
A field of study concerned with analyzing work methods; making work cycles more efficient by modifying, combining, rearranging, or eliminating tasks; and establishing time standards
Job description
A written statement of what the job holder actually does, how they do it, and under what conditions the job is performed. It includes the duties, responsibilities, reporting relationship, human qualifications, and working conditions of a job— one product of a job analysis.
Task statement
Written item that shows what the worker does on one particular job task; how the worker does it; the knowledge, skills and aptitudes required to do it; and the purpose of the task.
Position
The collection of tasks and responsibilities performed by one person.
Team
A small group of people with complimentary skills who work toward common goals for which they hold joint responsibility and accountability
Occupation
A collection of jobs that share some of all of a set of main duties.
Organizational structure
The formal relationship among jobs in an organization
Jobs analysis
The procedure of determining the task, duties, and responsibilities of each job, and the human attributes (in terms of knowledge, skills, and attributes) required to perform it.
Job specification
A list of the human requirements — that is, the requisite knowledge, skills and abilities— needed to perform the job; another product of a job analysis.
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 requirements for each
Physical demands analysis
Identification of the senses used and the type, frequency, and amount of physical effort involved in the job
Job enlargement
(Horizontal loading) a technique to relieve monotony and boredom that involve assigning workers additional tasks at the same level of responsibility to increase the number of tasks they have to perform
Position analysis questionnaire
(PAQ) a questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs.
