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41 Cards in this Set

  • Front
  • Back
an alternative to job analysis methods that recognize the changing nature of work, and a demand for workers who are able to bring a wider range of skills to an ever-changing job and who will likely change careers several times in their lives
competency-based human resource systems
reliability, validity and practicality of techniques employed
measurment criteria
groups of related behaviours that are needed for successful job performance in a particular organization
core competencies or core proficiencies that are deemed to be important to functioning effectively in today's workplace, e.g., mobilizing, innovation and change; managing people and tasks; communicating; and managing self
generic skills
methods that infer employee specifications from job analysis data
worker trait inventories
a more general, enduring trait or capability that an individual possesses at the time he or she first begins to perform a task
one worker trait inventory method to extract employee specifications from job analysis data
job element method
a system for identifying employee characteristics that might influence performance according to specific job demands
Fleishman job analysis survey
a resource that provides generic lists of standardized competencies
competency dictionaries
independent organizations, either public or private, that attempt to find a match between a person and a job
employment agencies
work-oriented surveys that break jobs down into constituent tasks, e.g., functional job analysis or critical incident technique
task inventories
a method of mapping jobs in an organization, with information on their incumbents and likely replacements
replacement chart
the knowledge, skills, abilities and other attributes necessary for a worker to do well in a job; also known as employment or worker specifications
an individual's level of proficiency or competency in performing a specific task; level of competency is typically expressed in numerical terms
characteristics that every member of an organization is expected to possess, regardless of position, function or level of responsibility within the organization
core competencies
job analysis methods (e.g., position analysis questionnaires, common metric questionnaires, work profiling systems) for which workers respond to written questions about the activities and tasks, tools and equipment, and working conditions of their jobs
structure job anaylsis questionnaires and inventories
the competence and opportunity brought to an organization by its people, viewed as an essential component of system capabilities
human capital
the study of the organizational system and its components (subsystems)
organizational analysis
a job analysis method that distinguishes between what a worker does and what is accomplished
functional job analysis
job analysis method in which the analyst observes employees carrying out their job activities
direct observation
job analysis method that generates behaviourally focused descriptions of work activities
critical incident technique
emphasizing elements of the job that describe perceptual, interpersonal, sensory, cognitive or physical activities (page 131)
worker oriented job analysis
the process of collecting information about jobs, beginning with organizational analysis to determine and assess goals, environmental constraints, internal functions and relationships, capabilities and gaps
job analysis
job analysis technique that involves questioning of individuals or groups of employees about the work that gets done
individual behaviours that are linked to organizational goals
performance dimensions
decision by a potential employee to abandon a job application
self-selecting out
a strategy to provide job candidates with accurate information about the job and the organization
realistic job preview
comprises all the potential employees who have indicated an interest in a job or a position
applicant pool
set of job performance dimensions that are relevant to the organization or unit in which the particular individual works
job performance domain
a statement of an organization's mission, philosophy, goals and objectives
business plan
intended to raise the profile of an organization in an attempt to attract job applicants
image advertising
observable behaviour that accomplishes organizational goals and is established through valid measures
job performace
an explanation of the way that people make job choices based upon their perception of the attributes of the job and the organization
expectancy theory
refers to internal or external advertising of job vacancies
position bulletins
a group of employees in a firm, plant or industry that have been recognized by the employer and certified by a labour relations board as appropriate to be represented by a union for the purposes of collective bargaining
bargaining unit
a practice where employees with greater seniority enjoy more rights to job security and advantages in promotions and holiday selection, even to the extent of taking a job that results in the lay-off of an employee with less seniority
a system designed to create a hierarchy of and valuation for jobs based on such factors as skill, responsibility or experience, and time and effort as the basis for arriving at a system of wage differentials between jobs or categories of jobs
job duties that have been assigned to a specific group of employees in a firm, plant or industry that have been certified by a labour relations board for collective bargaining
bargaining unit work
an indication of an employee's standing in an organization based on length of continuous employment
independent organizations that attempt to find a match between a person and a job; they are either public or private enterprises and provide either general or specialized employment services
employment agencies or brokers
the use by employers of workers outside their own workforce to perform tasks that were previously performed by the employers' own employees
contracting out