Human Resource Management Ch. 4, 5 & 6

human resource planning

(workforce planning) the systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time.

4 strategic planning steps

-determination of the organizational mission -assessment of the organization and its environment -setting of specific objectives or direction -determination of strategies to accomplish those objectives

job analysis methods

-questionnaires -observations -interviews -employee recording -combination of methods

reasons for conducting job analysis

-staffing -training and development -performance appraisal -compensation -safety and health -employee and labor relations -legal considerations

job specification

a document that outlines the minimum acceptable qualifications a person should possess to perform a particular job.

job enrichment

changes in the content and level of responsibility of a job so as to provide greater challenges to the worker

position

collection of tasks and responsibilities performed by one person.

human resource database

contains information that permits management to make HR decisions

job description

document that provides information regarding the essential tasks, duties and responsibilities of a job

fair labor standards act

employees categorized as exempt or non exempt (salary or hourly pay)

reengineering

fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance such as cost, quality, service, and speed

job

group of tasks that must be performed for an organization to achieve its goal.

job enlargement

increasing the number of tasks a worker performs, with all of the tasks at the same level of responsibility

job rotation

moves workers from one job to another to broaden their experience

strategic planning

process by which top management determines overall organizational purposes and objectives and how they are achieved.

job design

process of determining the specific tasks to be performed, the methods used in performing these tasks and how the job related to other work in an organization

job analysis

systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.

succession planning

the process of ensuring that qualified persons are available to assume key managerial positions once the positions are vacant

mission

unit's continuing purpose or reason for being