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C202:chap4 (hi)

Anaylzing Work& Human Resource Planning

QuestionAnswer
strategic planning is a process for making decisions about an organization’s long-term goals and how they are to be achieved
mission is its basic purpose and the scope of its operations
vision identifies the company’s long-term goals regarding what the organization wants to become and accomplish, and describes its image of an ideal future
core values are the enduring beliefs and principles that guide its decisions and goals, including corporate social responsibility and environmental sustainability
business strategy outlining how it will compete in a particular market
human resource planning aligns the organization’s human resources to accomplish the organization’s strategic goals
forecasting labor demand and labor supply identifies any expected labor shortages or surpluses. It is also important to determine whether any gaps are expected to be short-term or long-term in duration
leading economic index a monthly composite economic index published by the Conference Board, is intended to signal peaks and troughs in the business cycle.
exchange rate index reflect the cost of one country’s currency in terms of another currency.
trend analysis using past patterns to predict a firm’s future labor needs
ratio analysis using past relationships to forecast how many employees will be needed for different levels of business activity
judgmental forecasting relying on the expertise of people in the organization to predict a firm’s future employment needs
talent inventories are databases that summarize each employee’s competencies, qualifications, languages spoken, and anything else that can help the company understand how the employee can contribute
replacement chart graphically shows current jobholders, possible successors, and each successor’s readiness to assume the job including their strengths, present performance, promotion readiness, and development needs
succession planning identifying, developing, and tracking employees to enable them to eventually assume higher level positions
gap analysis comparing labor and supply and demand forecasts identifies the firm’s future talent needs
action plan will reinforce the firm’s business strategy, talent philosophy, and HR strategy
scientific management breaks work down into its simplest elements and then systematically improves the worker’s performance of each element
job characteristic model objective characteristics of the job lead to job satisfaction
job enrichment increases a job’s complexity to give workers a greater sense of responsibility and achievement
job enlargement adding more tasks at the same level of responsibility and skill related to an employee’s current position (horizontal job expansion)
job rotation moving employees through a variety of jobs to increase their engagement and motivation
cross training usually required to give employees the skills they need to do multiple jobs.
job analysis a systematic process used to identify and describe the important aspects of a job and the worker characteristics needed to succeed
job description written description of the duties and responsibilities of the job itself.
task statements identify in specific behavioral terms the regular duties and responsibilities of a position
person specification based on the job description that summarizes the characteristics of someone able to perform the job
essential criteria Job holder characteristics vital to adequate job performance
desirable criteria Job holder characteristics that enhance job success but that are not essential to adequate job performance
knowledge organized factual or procedural information that can be used to perform a task
skill the ability to use some sort of knowledge in performing a physical task
ability is a stable and enduring capability to perform a variety of tasks. Abilities may be inherited, learned, or a combination of both
other characteristics is a miscellaneous category for worker characteristics that are not knowledge, skills, or abilities, including personality traits, values, and work styles
Critical incidents technique asks job experts to tell stories of good and poor performance to identify particularly desirable and undesirable competencies, behaviors, etc
Job elements method is used primarily with industrial occupations and lesser skilled jobs.
skill variety The degree to which the job requires a variety of activities, enabling the worker to use different skills and talents
task identity The degree to which the job requires the worker to complete a whole and identifiable piece of work
task significance The degree to which job performance is important and affects the lives or work of others
autonomy The degree to which the job gives the worker freedom, discretion, and independence in scheduling the work and determining how to do the work
task feedback The degree to which carrying out the job’s required activities results in the individual’s obtaining direct and clear information about the effectiveness of his or her performance
job’s motivating potential skill variety, task identity, task significance, autonomy, task feedback
purposes of job analysis •Determining hiring requirements •Developing a recruiting plan •Selecting job applicants for employment •Creating employee training plans •Designing compensation systems •Developing performance evaluation tools
elements of job description •Job title, Department, Salary range •Position grade or level, supervisor •Summary of the main & occasional duties and responsibilities • special equipment used on the job •special working conditions “Other duties as assigned
Structured interview technique asks job experts to provide information about the job during a structured interview
task inventory approach relies on job experts to generate a list of tasks (typically 50–200) that are subsequently grouped in categories capturing major work functions
organizational chart to illustrate the chain of command and reporting relationships in your company.
Formalization reflects the degree to which organizational rules, procedures, and communications are documented
centralization concentrating power and decision making authority at higher levels
division of labor the degree to which employees specialize
span of control the number of people who report directly to him or her
hierarchy establishes the tallness or flatness of an organizational char
workflow describes how work is organized to meet the organization’s goals
workflow analysis investigates how work moves through an organization
business process reengineering a more radical rethinking and redesigning of business processes to achieve large improvements in speed, service, cost, or quality
structured job analysis questionnaire a list of pre-identified questions designed to analyze a job
Position Analysis Questionnaire is a copyrighted, standardized structured questionnaire designed to be used for just about any job
Competency modeling is a job analysis method that identifies the worker competencies characteristic of high performance.
Competencies broadly defined worker characteristics that underlie successful performance or behavior on the job
job reward analysis a job analysis technique that analyzes a job’s nonmonetary intrinsic and extrinsic rewards
intrinsic rewards derived from the work itself; can include working with friendly colleagues and helping others
extrinsic rewards include base pay, performance bonuses, and benefits
organizational design Designing and redesigning the organization in response to internal and external changes is important to many firms’ survival and performance
organizational structure the organization’s formal system of task, power, and reporting relationships
Created by: nashanta
 

 



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