HRM chapter 4 job analysis and the talent management process

Job analysis
procedure through which you determine the duties of the positions and the characteristics of the people to hire for them
job descriptions
a list of job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities- one product of a job analysis
job specifications
a list of job’s human requirements” that is, the requisite education, skills, personality, and so on-another product of a job analysis
organization chart
a chart that shows the organization-wide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates with whom
process chart
a workflow chart that shows the flow of inputs to and outputs from a particular job
workflow analysis
a detailed study of the flow of work from job to job in a work process
Business Process Reengineering
Redesigning business processes, usually by combining steps, so that small multifunction process teams using information technology do the jobs formerly done by a sequence of departments
Business Process Reengineering Steps
1. Identify a business process to be redesigned(such as approving a mortgage application)
2. Measure the performance of the existing processes
3. Identify opportunities to improve these processes
4. Redesign and implement a new way of doing the work
5. Assign ownership of sets of formerly separate tasks to an individual or a team that use new computerized systems to support the new arrangement
Job Enlargement
Assigning workers additional same-level activities
Job Rotation
Systematically moving workers form one job to another
Job Enrichment
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 along with the time each activity takes
Position Analysis Questionnaire
A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs, questionnaire contains 194 items
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
Standard Occupational classification (SOC)
Classifies all workers into one of 23 major groups of jobs that are subdivided into minor groups of jobs and detailed occupations

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