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| Effort directed toward producing or accomplishing results. |
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| A grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee. |
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| Influences Affecting Jobs, People, and Related HR Policies |
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| Organizational Values, Organizational Strategy, Customer Needs |
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| A study of the way work (inputs, activities, and outputs) moves through an organization. |
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| Business Process Re-engineering (BPR) |
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Measures for improving such activities as product development, customer service, and service delivery.
RETHINK ---->REDESIGN ---->RETOOL |
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| Organizing tasks, duties, and responsibilities into a productive unit of work. |
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| Matching characteristics of people with characteristics of jobs. |
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Improved productivity
Increased employee involvement
More widespread employee learning
Greater employee ownership of problems |
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| Disadvantages of Team Jobs |
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Definition
Requires employees to be “group oriented”
Not appropriate for most work in organizations
Can be overused
Difficult to measure team performance
Individual compensation interferes with team concept |
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| A systematic way of gathering and analyzing information about the content, context, and the human requirements of jobs. |
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Individual capabilities that can be linked to enhanced performance by individuals or teams.
Technical competencies
Behavioral competencies |
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| Observation, Interviewing, Questionnaires, and Computerized Systems |
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Definition
| fundamental duties of the job that are performed regularly, require significant amounts of time, cannot be easily assigned to another employee, and are necessary to accomplish the job. |
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| duties that are part of the job but are incidental or ancillary to the purpose and nature of the job. |
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--Fair Labor Standards Act--
To qualify for an exemption from the overtime provisions of the act:
Exempt employees must spend at least ___ of their time performing their primary duties as executive, administrative, or professional employees. |
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--Fair Labor Standards Act--
To qualify for an exemption from the overtime provisions of the act:
Exempt employees can spend no more than ___ of their time on manual, routine, or clerical duties. |
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| Identification of the tasks, duties, and responsibilities of a job |
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| Indicators of what the job accomplishes and how performance is measured in key areas of the job description. |
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Definition
| The knowledge, skills, and abilities (KSAs) an individual needs to perform a job satisfactorily. |
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| Job Description Components |
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Definition
| Identification, General Summary, Essential Functions and Duties, Job Specifications, Disclaimer, Signature of approvals |
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| Benefits of a Strategic Approach in Recruiting |
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Definition
| Matches recruiting activity with organizational and human resource plans. |
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Term
| Acquiring the Right Human Capital Entails... |
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Definition
Knowing the business and industry
Identifying keys to success in the labor market
Cultivating networks and relationships
Promoting the company brand
Creating recruiting metrics |
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Definition
| The process of generating a pool of qualified applicants for organizational jobs |
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| The external supply pool from which organizations attract their employees |
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| Tight versus Loose Labor Markets |
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Definition
Low unemployment creates competition for employees, raising labor costs.
High unemployment results the availability of more applicants and more qualified applicants. |
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Definition
Global Labor Markets
Geographic Labor Markets
Industry and Occupational Labor Markets
Educational and Technical Labor Markets |
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| The process of choosing individuals with qualifications needed to fill jobs in an organization. |
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| Fitting a person to the right job. |
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| A characteristic that a person must have to do a job successfully |
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| The measurable or visible indicators of a selection criterion |
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| The correlation between a predictor and job performance |
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| The extent to which a predictor repeatedly produces the same results, over time |
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| Establishing a minimum cutoff (level of performance) for each predictor, and requiring that each applicant must score at least the minimum on each predictor to be considered for hiring. |
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| Scores on all predictors are added together, allowing a higher score on one predictor to offset a lower score on another predictor. |
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| The process through which a job applicant receives an accurate picture of the organizational realities of the job. |
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Definition
Record of applicant’s interest in the job
Provides a profile of the applicant
Basic record for applicants hired
Research effectiveness of the selection process |
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| Applications should not contain illegal (nonjob-related) questions concerning: |
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Definition
Marital status
Height/weight
Number and ages of dependents
Information on spouse
Date of high school graduation
Contact in case of emergency |
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Definition
Applicants are queried using questions that are developed from the answers to previous questions.
Possibility of not obtaining needed information.
Information obtained may not be not job-related or comparable to that obtained from other applicants. |
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Definition
| An interview designed to create anxiety and put pressure on an applicant to see how the person responds. |
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| Questions to Avoid in Interviews |
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Definition
Yes/No questions
Obvious questions
Questions that rarely produce a true answer
Leading questions
Illegal questions
Questions that are not job related |
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Term
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Definition
| Occurs when an employer fails to check the background of an employee who injures someone. |
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Term
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Definition
| Occurs when an employer is aware an employee may be unfit for employment, continues to employ the person, and the person injures someone. |
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