HRM Chp. 4

Job Descriptions

1.) Job title 2.) Job identification 3.) Job duties

Position Analysis Questionnaire System

194 tasks; a questionnaire covering 194 different tasks that, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a particular job

cross-functional teams

A group of people from different departments or areas working together

Critical incident method

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

Job description

A list of the tasks, duties, and responsibilities (TDRs) that a particular job entails.

Job Characteristics model

A model of job design that comprises core job dimensions, critical psychological states, and employee growth-need strength.

Job specification

A statement of the needed knowledge, skills, and abilities of the person who is needed to perform the job.

employee teams

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

Employment involvement groups.. EIs

As a means of involving employees in larger group goals of the or through their suggestions from imporving product of service quality

project teams

Convened for a particular task or project and disband once it is completed.

DOT + ONET

DOT=The Dictionary of occupational titles.. contains comprehensive descriptions of about 20,000 jobs.. ONET=online database includes all occupations from the DOT plus an update of more than 3,500 additional occupations.

The value of job analysis

Defines clearly and precisely the requirements of each job.

Functional Job Analysis

FJA is a method that has been used to classify jobs in terms of workers' interaction with data, people, and things.. This is a Job analysis technique

Job analysis

Generate a list of all the activities involved in a job (observation, interview, questionnaire). Activities are rated by subject matter (importance/frequency to define task performance) HR managers use these data to develop job descriptions and job specifications.

Task Inventory analysis

Job-oriented type of job analysis. An org specific list of tasks and their descriptions used as a basis to identify components of jobs. This can be tailor made to a specific org.

KSAs

Knowledge, skills, abilities

job sharing

Lets two or more part-time employees share on a full-time job.

Human Resources Functions

Recruitment Selection Training and development Performance appraisal Compensation Management

ADA act

Requires that job duties and responsibilities be ESSENTIAL FUNCTIONS for job success.

HRIS And Job Analysis

Software companies offering HRIS job analysis packages

O*NET

The Occupational Information Network (O*Net) is a comprehensive, interactive database developed by the US Department of Labor to identify and describe important information about occupations, worker characteristics, work skills and training requirements. The on-line system is available at http://online.onetcenter.org.

Skill variety

The degree to which a job requires a variety of different activities

task identity

The degree to which a job requires completion of a whole and identifiable piece of work

autonomy

The degree to which the job provides substantial freedom, independence, and discrection to the individual in scheduling the work in determining the procedures to be used in carrying it out.

Feedback

When the worker is being given direct and clear info about the effectiveness of his or her performance

job family

Where different jobs have similar duties and responsibilities they may be grouped into this

process-improvement teams

a group made up of experienced people from different departments or functions; charged with improving quality, decreasing waste, or enhancing the productivity of processes that affect all departments or functions; members are normally appointed by management

compressed work week

allows a full-time job to be completed in less than five days

Industrial engineering

analyzing work methods and establishing time standards.. there is a cycle to be completed in a short period of time.

Erogonomics

applied science used to promote the safety and well-being of a person by adapting the environment and using techniques to prevent injuries.. Seeks to fit the person to the job rather than the job to the person.

self-directed teams

autonomous groups of employees empowered to make decisions and supervise themselves

task significance

degree to which job has substantial impact on lives or work of other people

task force team

multitalented, temporary entities that have an assignment to solve a particular problem

job design

outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance orgs efficiency and employee job satisfaction