Study your flashcards anywhere!

Download the official Cram app for free >

  • Shuffle
    Toggle On
    Toggle Off
  • Alphabetize
    Toggle On
    Toggle Off
  • Front First
    Toggle On
    Toggle Off
  • Both Sides
    Toggle On
    Toggle Off
  • Read
    Toggle On
    Toggle Off

How to study your flashcards.

Right/Left arrow keys: Navigate between flashcards.right arrow keyleft arrow key

Up/Down arrow keys: Flip the card between the front and back.down keyup key

H key: Show hint (3rd side).h key

A key: Read text to speech.a key


Play button


Play button




Click to flip

17 Cards in this Set

  • Front
  • Back
job description
page 77
statement of the tasks, duties, responsibilities of a job to be performed
employee empowerment
page 85
Granting employees power to change, thereby encouraging them to take charge of what they do
Statement of the needed Knowledge, skills, and abilities of the person who is to perform the position. The different duties and responsibilities performed by only one employee.
job specifications
page 77
6. Describe the different types of work designs for employee contribution.
* Employee empowerment is a method of involving employees in their work and encouraging them to take charge of what they do. * Employee involvement groups are groups of five to ten employees doing similar or related work who meet together regularly to identify, analyze, and suggest solutions,to shared problems. * Employee teams are groups o1 employees who assume a greater role in the production or service process.
standards of performance
page 81
Set out the expected results of the job
job design
page 84
Process of defining and organizing tasks, roles, and other processes to achieve employee goals and Organizational effectiveness
1. Explain the supervisor's role in defining and designing work.
* Line manager or supervisor is the primary individual who determines what work needs to be done. * Line manager takes an active role in determining what skills and abilities are needed to successfully perform the work.
Process of obtaining information about jobs by determining the duties, tasks, or activities associated with those jobs
job analysis

page 75
employee teams
page 88
An employee-contributions technique in which work functions are structured for groups rather than for individuals, and team members are given discretion in matters traditionally considered management prerogatives. such as process improvements, product or service development, and individual work assignments
Specific duties and responsibilities performed by only one employee
page 75
page 75
* group of related activities + duties
5. Define employee contribution and describe the relationship of job design to employee contributions.
* Job design is the process of defining and arranging tasks, roles, and other processes to achieve the employee's goals and Organizational effectiveness. * Employee contribution is the degree to which employees are involved in making critical work-process or organizational decisions. * Job design can enhance or take away from the employee's ability to participate in decision making.
2. Discuss the relationship between job requirements and HRM processes.
* HRM processes, such as recruitment or training, make use of information about the work or job.
* A job consists of a group of related activities and duties.
* A position consists of the specific duties and responsibilities performed by only one employee.
Describe the role of the line manager in job design and employee contribution.
* Managers are asked to help create and support design of work to allow employee contributions.
* The line manager finds ways to help, support, and expand employee involvement within the company.
Describe the uses of job analysis.
* Job specifications establish the qualifications required of applicants For a job opening and play an essential role in the Recruiting Function.
* Information on the job description is used as a basis for comparing he skills and abilities of each applicant in the selection process.
* Managers must be careful to ensure that they do not hire employees the basis of "individualized" job requirements that satisfy personal whims but bear little relation to successful job performance.
* Requirements contained in the job Description and specifications provide clues to training needs.
* The pay of a job is based on what the job demands in terms of skill, effort, and responsibility, as well as the conditions and hazards under which the work is performed.
employee involvement groups [Els]
page 87
Groups of employees who meet to resolve problems or offer suggestions for organizational Improvement
Explain the relationship between job analysis and job specifications, job descriptions, and standards of performance.
* Job analysis is the process of obtaining information about jobs (or work) by determining what the duties, tasks, or activities are.

* Outcomes of job analysis are job descriptions, job specifications, and job standards.

* The specific skills, knowledge, and abilities that are required to successfully perform the job become the job specifications.

* A job description is a a written description listing the types of duties and the skills (job specifications) needed to successfully perform the work

* Standards of performance set out the expected Results of the job.