HRM Job Analysis and Job Design ch. 4

Critical incident method

A job analysis method by which important job tasks are identified for job success.

Job Description

A statement of the tasks, duties and responsibilites of a job to be performed.

Virtual team

A team that utilizes telecommunications technology to link team members who are geographically dispersed often worldwide across cultures and across time zones.

Job enrichment

Enhancing a job by adding more meaningful tasks and duties to make the work more rewarding or satisfying.

Flextime

Flexible working hours that permit employees the option of choosing daily starting and quitting times, provided that they work a set number of hours per day or week

Dejobbing

Refers to a process of structuring organizations not around jobs but around projects that are constantly changing.

Telecommuting

Use of personal computers networks and other communications technology such as fax machines to do work in the home that is traditionally done in the workplace

Industrial engineering

A field of study concerned with analyzing work methods and establishing time standards.

Job Characteristics Model

A job design theory that purports that three psychological states (experiencing meaningfulness of work performed, responibility for work outcomes and knowledge of the results of the work performed) of a jobholder result in improved work performance, lower absenteeism and turnover.

Position Analysis Questionairre (PAQ)

A questionnaire identifying approximately 200 different taks that, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a job.

Employee Empowerment

A situation in which workers are enthusiastic and immersed in theri work to the degree that it improves the performance of their companies.

Job Specification

A statement of the specific knowled, skills and abilities of a person who is to perform a job needs.

Employee teams

An employee contributions technique whereby work functions are structured for groups rather than for indviduals and team members are given discretion in matters traditionally considered management perogatives, such as process improvements, product or service development and individual work assignments.

Task Inventory Analysis

An organizaiton-specific list of tasks and their descriptions used as a basis to identify components of jobs.

Job design

An outgrowth of job analysis that improves jobs through technical and human

Job enlargement

The process of adding a greater variety of tasks to a job.

Job Analysis

The process of obtaining information about jobs by determining their activites, tasks or activities.

Ergonomics

The process of studying and designing equipment and systems that are easy and efficient for people to use that ensure their physical well-being.

Job Rotation

The process whereby employees rotate in and out of different jobs.