Job Analysis and Human Resource Management

This set of flashcards covers key vocabulary and concepts from the lecture on job analysis and human resource management, essential for understanding essential elements in the field.

Job Analysis

A systematic process to identify the skills, duties, and knowledge required for a job.

KSAO

Knowledge, Skills, Abilities, and Other characteristics needed for effective job performance.

Position Analysis Questionnaire (PAQ)

A standardized test that evaluates worker activities across six dimensions.

Interpersonal Activities

Interactions with people including employees, clients, and the public within a job.

Job Context

Physical conditions involved in a job, including noise, risks, and work schedule.

Job Structure Profile (JSP)

A revised version of the PAQ focusing on content and style for decision-making jobs.

Job Elements Inventory (JEI)

Tool designed to accommodate lower reading levels with fewer items for job analysis.

Job Components Inventory (JCI)

A method focusing on tools, equipment, and physical activity requirements of jobs.

Threshold Traits Analysis (TTA)

Identifies minimum traits needed to perform a job successfully.

Fleishman Job Analysis Survey (F-JAS)

Focuses on cognitive, physical, psychomotor, social, and perceptual abilities required for jobs.

Adaptability

The ability to change or adjust in response to new conditions or situations.

Competency-based Job Analysis

An approach to evaluate the competencies required for different jobs.

Critical Incident Technique (CIT)

Method focused on specific examples of excellent vs poor job performance.

Labor Market Trends

Current and predicted changes in job availability and workforce skills.

Human Resource Management (HRM)

Management function that focuses on recruitment, training, and employee relations.

Industrial/Organizational Psychology

Branch of psychology studying human behavior at work to improve employee performance.

Performance Management

The process of ensuring that employees meet organizational goals.

Employee Engagement

Creating an environment where employees feel valued, motivated, and connected.

Labor Law Compliance

Ensuring that organizations adhere to regulations regarding employee treatment.

Conflict Resolution

Strategies to manage and resolve conflicts within the workplace.

Safety and Health

Measures to protect employees from work-related injuries and health issues.

Direct Financial Compensation

Monetary rewards such as wages, salaries, and bonuses paid to employees.

Indirect Financial Compensation

Non-monetary benefits like paid vacations and medical insurance.

Non-Financial Compensation

Social and psychological rewards affecting employee motivation and satisfaction.

Training and Development

Programs designed to improve employees' skills and prepare them for future roles.

Career Planning

The process where employees set career goals and determine how to achieve them.

Organizational Development

System-wide improvements in policies and corporate culture.

Motivation Theory

Framework explaining what drives employee motivation and satisfaction.

Employee Relations

Managing relationships between the organization and its workers.

Recruitment

The process of attracting qualified candidates for job vacancies.

Selection

Choosing the right candidate that fits the job and organization culture.

Performance Appraisal

A formal review to evaluate employee performance and identify improvement areas.

Halo Effect

A cognitive bias where one positive characteristic influences overall judgment.

Employee Turnover

The rate at which employees leave a company and are replaced.

Job Fit

The compatibility between employees' attributes and job requirements.

Employee Satisfaction

A measurement of how happy or content employees are with their jobs.

Work-Life Balance

The equilibrium between personal life and work commitments.

Ergonomics

The study of people's efficiency in their work environment.

Job Context Variables

Aspects of the job environment that impact worker performance and satisfaction.

Intrinsic Motivation

Internal drive to do something for its own sake, rather than for an external reward.

Extrinsic Motivation

Motivation driven by external rewards such as money or grades.

Psychological Contracts

Unwritten mutual expectations between employees and employers.

Job Competencies

Skills and abilities required to perform a job successfully.

Workplace Productivity

Measure of output per worker in an organization.

Team Dynamics

The behavioral relationships and interactions that develop within a group.

Organizational Culture

Shared values, beliefs, and behaviors within a company.

Job Satisfaction Factors

Elements that contribute to how employees feel about their jobs.

Organizational Hierarchies

Levels of authority and responsibility within an organization.

Training Needs Assessment

Process of identifying and evaluating employee training needs.

Employee Grievances

Formal complaints lodged by employees relating to their employment.

Work Stress

Psychological and emotional strain due to job demands.

Personality Assessment

Evaluation tool to determine individual personality traits for job fit.

Job Analysis Techniques

Various methods to gather and analyze information about jobs.

Analyst Opinions

Assessments or judgements made by job analysts regarding job elements.

Standardized Tests

Consistent assessment tools used across various job positions.

Job Responsibilities

Specific tasks and obligations assigned to an employee within a job.

Human Resource Planning

Anticipating future staffing needs of the organization.

Compensation Strategy

Plan for how employees are paid, which may include both direct and indirect forms.

Organizational Change Strategies

Methods implemented to adapt organizations to changing environments.

Employee Training Programs

Structured initiatives to improve an employee's knowledge and skills.

Hiring Practices

Methods and policies used to recruit and select employees.

Decision-making Processes

Steps taken to make choices and solve problems in organizations.

Workplace Communication

Strategies for conveying information effectively within organizations.

Performance Metrics

Standards used to measure employee performance and productivity.

Labor Relations Strategies

Methods used to manage relationships with labor unions.

Work-related Stress Factors

Causes of stress arising from the demands of the job.

Job Duties

The specific activities and tasks required to be performed within a job.

Job Classification

System of categorizing jobs within an organization based on duties and responsibilities.

Managerial Responsibilities

Obligations of managers in overseeing operations and employee performance.

Employee Role Clarity

Understanding the specific expectations and responsibilities of one's job.

Workplace Diversity

Representation of different social and cultural groups within an organization.

Job Design

The process of defining the responsibilities and scope of a specific job.

Job Enrichment

Enhancing a job by adding more meaningful tasks and responsibilities.

HR Compliance

Following legal requirements and regulations in HR processes.

Organizational Effectiveness

The degree to which an organization achieves its objectives.

Employee Retention Strategies

Efforts made by organizations to keep their employees from leaving.

Work Environment Factors

Aspects of the workplace that influence employee performance and well-being.

Competency Framework

System that outlines the skills and behaviors required for success in a job.

Job Analysis Reports

Documentation that summarizes the findings from job analysis efforts.

Performance Improvement Plans

Structured plans designed to help employees meet performance expectations.

Organizational Goals

Long-term objectives that guide the direction of an organization.

Employee Empowerment

Encouraging employees to take initiative and make decisions.

Recruitment Sources

Channels through which potential job candidates are reached.

Internal Recruitment

Promoting or hiring individuals already within the organization.

External Recruitment

Hiring candidates from outside the organization.

Onboarding Process

The systematic approach to integrating new employees into the organization.

Job Shadowing

Observation of a job performed by another employee to learn the role.

Employee Development Programs

Initiatives focused on enhancing employees' skills and capacities.

Succession Planning

Identifying and developing future leaders within the organization.

Employee Evaluations

Formal assessments measuring employee performance and contributions.

Job Performance Standards

Criteria that are used to determine acceptable work quality.

Workplace Bullying

Repeated, health-harming mistreatment of one or more persons.

Flexible Work Arrangements

Policies allowing employees to adjust their work hours or location.