Chapter 4: Job Analysis and the Talent Management Process.
The goal oriented and integrated process of planning, recruiting, developing, managing, and compensating employees
The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities- one product of a job analysis.
A list of a job’s “human requirements” that is, the requisite education, skills, personalities, and so on- another product of a job analysis.
Shows the organizations wide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates with whom.
A workflow chart that shows flow of inputs and outputs from a particular job.
A detailed study of the flow of work from job to hob in a work process.
Business Process Re engineering
Redesigning business process usually by combining steps to that small multi function process teams using information technology do the hobs formally done by a sequence of departments.
Assigning workers additional same level activities.
Systematically moving workers from one job to another.
Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.
Daily listings made by workers of every activity in which they engage with the time each activity takes .
Position analysis questionnaire (PAQ)
A questionnaire used to collect quantifiable data concerning the duties and responsibilities of carious jobs.
Standard Occupational Classification
Classifies all workers into one of 23 major groups of hobs that are subdivided into minor groups of jobs and detailed occupations.
Written item that shows what the worker does on one particular job task, how the worker does it, the knowledge, skills and aptitude required to doe it. and the purpose of the task.
Job requirement matrix
A more complete description of what the worker does and how and why he or she does it, it clarifies each task’s purpose and each duty’s required knowledge, skills, abilities. and other characteristics.
Competency-based job analysis.
Describing the job in terms of measurable, observable behavioral competencies (knowledge, skills, and/or behaviors) that an employee doing that job must exhibit to do the job well.