Hr Mgmt Chapters 4-6

Front 1

job analysis

Back 1

the process of obtaining information about jobs by determining their duties, tasks, or activities

Front 2

job description

Back 2

a statement of the tasks, duties, and responsibilities of a job to be performed

Front 3

job specification

Back 3

a statement of the specific knowledge, skills, and abilities of a person who is to perform a job needs

Front 4

functional job analysis (FJA)

Back 4

a job-analysis approach that utilizes an inventory of the various types of work activities that can constitute any job

Front 5

position analysis questionnaire (PAQ)

Back 5

a questionnaire identifying approximately 200 different tasks that, by means of a five-point scale, seeks to determine the degree to which different tasks are involved in performing a job

Front 6

critical incident method

Back 6

a job analysis method by which important job tasks are identified for job success

Front 7

task inventory analysis

Back 7

an organization-specific list of tasks and their descriptions used as a basis to identify components of jobs

Front 8

job design

Back 8

an outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction

Front 9

job chracteristics model

Back 9

a job design theory that purports that three psychological states:
1. experiencing meaningfulness of the work performed,
2. responsibility for work outcomes, and
3. knowledge of the results of the work performed
of a jobholder result in improved work performance, internal motivation, and lower absenteeism and turnover

Front 10

job crafting

Back 10

a naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better

Front 11

dejobbing

Back 11

refers to a process of structuring organizations not around jobs but around projects that are constantly changing

Front 12

job characteristics model

Back 12

five components that enhance employee jobs:
skill variety
task identity
task significance
autonomy
feedback

Front 13

employee profile

Back 13

a profile of a worker developed by studying an organization's top performers in order to recruit similar types of people

Front 14

recruiting process outsourcing (RPO)

Back 14

the practice of outsourcing an organization's recruiting function to an outside firm

Front 15

branding

Back 15

a company's efforts to help existing and prospective workers understand why it is a desirable place to work

Front 16

9-box grid

Back 16

a comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee's actual and potential performance

Front 17

realistic job preview (RJP)

Back 17

informing applicants about all aspects of the job, including both its desirable and undesirable facets

Front 18

yield ratio

Back 18

the percentage of applicants from a recruitment source that make it to the next stage of the selection process

Front 19

applicant tracking system (ATS)

Back 19

a software application recruiters use to post job openings, screen resumes, and contact via e-mail potential candidates for interviews, and track the time and costs related to hiring people

Front 20

selection

Back 20

the process of choosing individuals who have relevant qualifications to fill existing or projected job openings

Front 21

nondirective interview

Back 21

an interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant's remarks - asks open ended questions

Front 22

structured interview

Back 22

an interview in which a set of standardized questions having an established set of answers is used

Front 23

situational interview

Back 23

an interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it

Front 24

behavioral description interview (BDI)

Back 24

an interview in which an applicant is asked questions about what he or she actually did in a given situation

Front 25

sequential interview

Back 25

a format in which a candidate is interviewed by multiples people, one right after another

Front 26

virtual interview

Back 26

interviews conducted via videoconferencing or over the web

Front 27

preemployment test

Back 27

an objective and standardized measure of a samples of behavior that is used to gauge a person's knowledge, skills, abilities, and other characteristics (KSAOs) relative to other individuals

Front 28

assessment center

Back 28

a process by which individuals are evaluated as they participate in a series of situations that resemble what they might needs to handles on the job

Front 29

competency based analysis

Back 29

relies on building job profiles that look not only at the responsibilities and activities currently but to do them well

Front 30

staffing tables

Back 30

graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements

Front 31

skill inventories

Back 31

files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds

Front 32

personalization fit

Back 32

hire the right person for the right job

Front 33

boundaryless career

Back 33

available to work in any field/any company as long as he or she can move up

Front 34

Selection process

Back 34

50% hits: we hired the right person or we didn't hire the wrong person
50% misses: we didn't hire the right person or we hired the wrong person

Front 35

Interviewer training (11 steps)

Back 35

understand the job, establish an interview plan, establish and maintain rapport and listen actively, pay attention to nonverbal cues, provide information as freely and honestly as possible, use questions effectively, separate facts from inferences, recognize stereotypes and biases, avoid the "halo effect", control the course of the interview, standardize the questions asked

Front 36

halo error

Back 36

judging an individual favorably or unfavorably overall on the basis of only one strong point (or weak point) on which you place high value

Front 37

extroversion

Back 37

talkative, sociable, active, aggressive, and excitable
best for sales, customer service, greeters

Front 38

agreeableness

Back 38

trusting, amiable, generous, tolerant, honest, cooperative, flexible
teacher, healthcare worker

Front 39

conscientiousness

Back 39

dependable and organized and perseveres in tasks

Front 40

neuroticism

Back 40

secure, calm, independent, and autonomous
doctors, paramedics

Front 41

openness to experience

Back 41

intellectual, philosophical, insightful, creative, artistic, and curious
marketing, design

Front 42

Polygraph Protection Act

Back 42

prohibits prehire and random testing

Front 43

physical ability test

Back 43

is legal if part of the job

Front 44

medical exams

Back 44

law prohibits this before a pre-employment offer has been made

Front 45

drug testing

Back 45

can only be given after a job offer has been extended