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