Test 2 – Chapters 4, 5, 6, 7, and 8
Know the following definitions:
Job analysis * Include duties, responsibilities, skills, knowledge required, outcomes, conditions under which the worker must operate, and other factors. * The core of everything that HR does in an organization.
Workflow design *
Job description * List of the tasks, duties and responsibilities that a job entails. * Helps the employee to understand what is expected of them in their job * Is not all inclusive, usually contains the phrase “and other duties as assigned” to prevent employees from “But that’s not part of my job”
Compressed workweek * Work four 10- hour days each week and then have 3 day weekend, or work 80 hours in nine days with extra day off every other week
* Process of terminating employees, usually due to some business downturn or perhaps a technological change
* The first step in matching actual employees with specific jobs. * Recruiting is the process of creating a reasonable pool of qualified candidates for a job opening. The total labor market can be worldwide.
Job specifications * the qualifications of a person who should be capable of doing the job tasks as noted in the job description. * List of the knowledge, skills and abilities (KSAs) that an individual must have to perform the job.
* Scheduling policy that allows employees to choose starting and ending work hours. May have set core hours.
Job posting * The process of communicating information about a job vacancy * Listed on company bulletin boards, in employee publications, corporate intranets, newspapers, professional publications, social media sites and other internet job boards
* The process of choosing the best qualified applicant for the job. Selection begins with the candidates identified through recruitment * The process of choosing the best-qualified applicant required for a job. Hire for fit.
Form I-9 * Requires the employee to submit acceptable documents proving their right to work in the United States. * The Immigration Reform and Control Act requires employers to obtain an I-9 form from the employee within 3 days of them beginning work.
* the process of teaching employees the knowledge, skills and abilities (KSAs) necessary to perform a job.
Employee development * Ongoing education to improve knowledge and skills for present and future jobs within the organization. * Focuses more on the skills needed in order to move into higher-level jobs. * Formal education – to provide a specific set of information about a particular subject. Can be provided for every level of individual in an organization. Can consist of workshops or longer more intensive programs. * Experience based program – subjects an employee to a number of different types of job-related experiences over time. Could include promotion, demotion, transfer, or job rotation. * Assessments – provide individuals with information about how they think, how they interact with others, and how they manage their own actions and emotions. Used largely to assess management potential.
Performance management * the process of identifying, measuring, managing, and developing the performance of human resources with the overall intention of improving the organization’s effectiveness.
Performance appraisal * the ongoing process of review and evaluation of individual’s past performance with the intent to identify strengths and weaknesses of the performance and to identify developmental goals
360 degree evaluation * ADVANTAGE: employees receive the widest possible range of feedback and the appraisal is less likely to be skewed by one person in the event of a personality clash or favoritism. * DISADVATAGE: of this system is its scope. With many people involved, the system becomes costly and time-consuming to administer