Chapter 5 Flashcards Preview

Human Resource Management > Chapter 5 > Flashcards

Flashcards in Chapter 5 Deck (32)
Loading flashcards...
1

Explain the strategic importance of job analysis and competency modeling in managing human resources

Job analysis and competency modeling provides a foundation for achieving integration among various HR activities. It also facilitates the process of radical change and help organizations comply with various laws and regulations.

2

Reengineering

refers to the radical redesign of an organization's functions and business processes

3

organizational redesign

may involve realigning departments, changing who makes decisions, and merging or reorganizing departments

4

job enrichment

involves changing jobs to broaden and add challenge to the tasks required

5

Describe the roles and responsibilities of the HR Triad for job analysis and competency modeling

HR professionals coordinate the process, while line managers and employees serve as SMEs

6

Specify the terminology used in job analysis and competency modeling

Since an entire system for managing human resources depends on understanding the jobs in an organization, specific terminology is needed, i.e.: position, job, occupation, job analysis, competency modeling, job description, and career path

7

position

refers to the activities carried out by any single person

8

job

refers to positions that are functionally interchangeable in an organization

9

occupation

refers to a group of jobs that involve similar work and require similar competencies, training and credentials

10

job analysis

a systematic process of describing and recording information about job behaviors, activities, and worker specifications

11

task-focused job analysis

describes what the job involves in terms of work activities and outcomes

12

worker-focused job analysis

identifies the characteristics of job incumbents that are required to perform the job well

13

competency

a measurable pattern of knowledge, skills, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully

14

competency modeling

the objective is to describe the competencies of successful employees for a series or progression of several jobs

15

job description

spells out essential job functions or duties, describes the condition in which the job is performed, and states the competencies needed as well as any special training or certification requirements for the job

16

Identify the various sources of information used in job analysis and competency modeling

SMEs are the people who are sources of information about specific job requirements.

17

Subject Matter Experts (SMEs)

the people used as sources of information about specific jobs, i.e.: job incumbents, line managers, trained job analysts, and/or customers

18

job incumbents

the people who are currently doing the job

19

Report the methods used to collect information for job and organizational analyses

1) Observations; 2) Individual and group interviews; 3) Questionnaires

20

work sampling

refers to the process of taking instantaneous samples of the work activities of individuals or groups of individuals

21

Describe several standardized approaches used for job analysis

time - and - motion studies, ergonomic analysis, the O*NET, the PAQ and the MPDQ

22

Time-and-Motion study

involves identifying and measuring a worker's physical movements when performing tasks and then analyzing the results to determine whether some motions can be eliminated or performed more efficiently

23

ergonomic analysis

the objective is to minimize the amount of stress and fatigue experienced as a result of doing work; the focus is on understanding how job tasks affect physical movements and physiological responses

24

O*NET

provides a comprehensive database system for collecting, organizing, describing, and disseminating data on job characteristics and worker attributes

25

Position Analysis Questionnaire (PAQ)

a widely used questionnaire that measures the work behaviors required by a job and relates them to worker characteristics

26

Management Position Description Questionnaire (MPDQ)

a standardized questionnaire for analyzing the concerns, responsibilities, demands, restrictions, and miscellaneous characteristics of managerial jobs

27

Show how a customized approach differs from a standardized approach

Standardized approaches are generic. Customized approaches are unique to each situation. The customized approach begins with development of the measurement tools to be used for the job analysis.

28

customized task inventory

a listing of tasks, work behaviors, or worker characteristics (called items) created specifically for the jobs or group of jobs being analyzed

29

Explain the different approaches to analyzing competencies

The competencies needed to perform a job can be analyzed using either a standardized or a customized approach

30

Personality-Related Position Requirements Form (PPRF)

is designed to measure the importance of 12 personality characteristics for job performance