Chapter 4
TDR's vs KSAO's
KSAO's are characteristics of people and are not directly observable
job specification
a list of the knowledge, skills, abilities, and other characteristics (KSAO's) that an individual must have to perform a particular job
job description
a list of the tasks, duties and responsibilities (TDRs) that a particular job entails
flextime
a scheduling policy in which full tie employees may choose starting and ending times within guidelines specified by the organizaiton
job
a set of related duties
position analysis questionanaire
a standardized job analysis questionnaire containing 194 questions about work behaviors, work conditions, and job characteristics that apply to a wide variety of jobs
occupational information netowrk
a website that uses a common language to generalize across jobs to describe the abilities, work styles and activities for 1000 broadly defined occupations
job sharing
a work option in which two part time employees carry out the tasks associated with a single job
skill
an individual's level of proficiency at performing a particular task- the capability to perform it well
competency
area of personal capability that enables employees to perform their work successfully
job enlargement
broadening the types of tasks performed in a job
importance of job analysis
building block of what hr personnel does and gives information that every aspect of hr can use -work redesign -human resource planning -training -performance appraisal -career planning -job evaluation
self managing work teams
empowering employees by designing work to be done by self managing work teams
job enrichment
empowering workers by adding more decision making authority to jobs
job extension
enlarging jobs by combining several relatively simple jobs to form a job with a wider range of tasks
job rotation
enlarging jobs by moving employees among several different jobs
work flow analysis
identification of inputs, activities required in the production of the output, and the output itself
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
Incumbents
people who currently hold the position in the organization
outputs
products of any work unit
types of inputs
raw inputs (materials, data, info) equipment (special equipment, facilities) human resources (KSA's)
dictionary of occupational titles
record that defines all jobs published by the us department of labor
knowledge
refers to factual or procedural info that is necessary for performing a task
ability
refers to more general enduring capability than an individual possesses
telework
telecommuting in order to complete a job
divisional structure
tend to have jobs that involve teamwork or broad responsibilities
work flow design
the process of analyzing the tasks necessary for the production of a product or service -use this info to assign these tasks to specific jobs and positions
job design
the process of defining how work will be performed and what tasks will be required in a given job
job analysis
the process of getting detailed information about jobs -employee's evaluation should be relative to requirements made from the analysis
position
the set of duties (job) performed by a particular person
industrial engineering
the study of jobs to find the simplest way to structure work in order to maximize efficiency
ergonomics
the study of the interface between individuals' physiology and the characteristics of the physical environment -goal to minimize physical strain on worker -can lead to increased efficiencies
functional structure
workers tend to have low authority and work alone at highly specialized jobs
