Effects Of Personnel Decisions On The Organization

Front 1

When a particular job is unnecessarily difficult this is an effective means of taking advantage of an employee’s special strengths and abilities.

Back 1

Restructuring or Redesigning the job

Front 2

A way a job is described often dictates who applies for a given position and
who is awarded the position is called its:

Back 2

Job Descriptions

Front 3

This tool is used to analyze Work and Worker oriented outcomes:

Back 3

Job Analysis

Front 4

Describe "Work oriented outcomes"

Back 4

Work oriented outcomes are what is performed on a given job:

Such as tasks, functions, and responsibilities.

Front 5

Describe "Worker oriented outcomes"

Back 5

"What is needed to do the job"

Skills, knowledge, tools, and equipment

Front 6

Informal forms are the primary vehicle of job analysis.
Name two types of systematic methods of job analysis:

Back 6

1) PAQ- Position Analysis Questionnaire

2) KSA Inventory.

KSA (Knowledge, Skills, and Abilities)

Front 7

These are referred to as performance appraisals, and are used as a means to provide employees with performance feedback and to encourage/reward strong employee work.

Back 7

Personnel Evaluations

Front 8

Personnel Evaluations is a formal method measuring and evaluating an employes what?

Back 8

Job-related attributes, behaviors, outcomes and absenteeism.

This helps in discovering how productive the employee is and whether he or she they perform currently or more effectively in the future.

Front 9

Name the four categories which the purposes of personnel evaluations can be grouped

Back 9

1. Between persons-

Manager and his/her employees.

2. Within-personal development-

Help the individual employee improve.

3. Systems maintenance-

Improve productivity and the business system

4. Documented human resources decisions-

Raises, firings, suspensions, etc

Front 10

Can be an effective tool used toward employees (or potential employees) for Job appraisal, job openings, selection, placement, and even termination in an organization.

Back 10

Interviews

Front 11

A strong interview consists of the what elements:

Back 11

1. Clearly stated goals, expectations, and requirements-

A job applicant must know how their potential job fits into the fabric of the organization, and what duties are expected to be carried out.

2. Demonstration of individual concern-

An applicant is more likely to accept a job offer when the employer demonstrates a concern for his needs during the interview.

3. Allow time for questions-

Interviews seem more balanced to applicants when they have time to ask general and specific questions.

4. Discuss the positive and negatives, -

While it is important, and natural, to sell the positives of an organization, it is equally important to discuss the
drawbacks of a position or an organization. Applicants shy away from the“too good to be true” positions, and embrace a position where a balanced viewpoint is communicated.