Human Resource Management: Job Design and Analysis

Vocabulary practice flashcards generated from the Human Resource Management lecture notes on job design, rotation, enrichment, analysis, teamwork, ergonomics, and employee empowerment.

Job Design

The process of deciding on the content of a job in terms of its duties and responsibilities, the methods used to carry it out, and the organizational relationships involved.

Job Simplification

A technique of breaking a job down into small, simple, and repetitive tasks (specialisation) to increase efficiency, though it may cause monotony.

Job Rotation

The practice of systematically moving employees from one job to another at planned intervals within the same organisation to reduce boredom and build multi-skilling.

Task Rotation / Job Enlargement Rotation

A type of job rotation in which employees rotate among different tasks within the same job or department.

Cross-Functional Rotation

A type of job rotation where employees move across different departments or functions, such as moving from Finance to Marketing.

Geographic Rotation

A type of job rotation where employees are transferred between different organizational branches, cities, or countries.

Job Enlargement

The horizontal expansion of a job by adding more tasks of a similar level and nature to increase task variety without adding greater decision-making authority.

Job Enrichment

The vertical expansion of a job by adding greater responsibility, autonomy, and decision-making authority, offering opportunities for growth and achievement.

Herzberg's Two-Factor Theory

The theoretical basis for job enrichment, which argues that true motivation comes from intrinsic 'motivators' like responsibility and achievement rather than hygiene factors.

Skill Variety

A dimension of the Hackman & Oldham Job Characteristics Model describing the degree to which a job requires a range of different skills and talents.

Task Identity

A dimension of the Hackman & Oldham Job Characteristics Model describing the degree to which a job requires completing a whole, identifiable piece of work from start to finish.

Task Significance

A dimension of the Hackman & Oldham Job Characteristics Model describing the extent to which a job has a substantial, real impact on the lives or work of other people.

Autonomy

A core job characteristic providing substantial freedom, independence, and discretion in scheduling work and deciding the procedures to carry it out.

Feedback

A core job characteristic where an individual receives clear, direct information regarding the effectiveness of their job performance.

Teamwork

The combined, coordinated effort of individuals working together toward a common goal through shared accountability and interdependent roles.

Group vs Team

A group consists of individuals with shared convenience goals and individual accountability, whereas a team shares one common goal, mutual accountability, and high interdependence.

Functional Teams

Teams composed of members belonging to the same functional department, such as a dedicated Human Resources team.

Cross-Functional Teams

Teams comprising individuals drawn from different departments or functional areas to solve a specific, shared organizational problem.

Self-Managed Teams

Autonomously structured teams that plan, execute, and control their own internal work processes with minimal supervisory oversight.

Virtual Teams

Teams composed of geographically dispersed members who collaborate primarily using electronic communication technologies.

Project Teams

Temporary teams formed to accomplish a specific project objective, which are formally disbanded once the task is complete.

Social Loafing

A common barrier to teamwork wherein individual members reduce their effort and rely on other team members to accomplish tasks.

Job Analysis

The systematic process of collecting, studying, and recording comprehensive information about job duties, responsibilities, skills, and working conditions.

Critical Incident Technique

A job analysis data collection method focused on identifying and analyzing specific, highly effective or ineffective on-the-job behaviors.

Team Analysis

The systematic study of a team's composition, roles, processes, dynamics, cohesion, and performance to improve collective effectiveness.

Job Description

A written output of job analysis detailing what a job involves, including job title, duties, responsibilities, reporting lines, and physical working environment.

Job Specification

A written profile defining the minimum acceptable human qualifications, education, experience, skills, and personal traits needed to perform a job successfully.

Job Description vs Job Specification

Job description focuses on the job itself ('What is to be done?'), while job specification focuses on the person needed ('Who can do it?').

Job Sharing

A flexible working arrangement where two or more part-time employees voluntarily share the duties, hours, pay, and benefits of a single full-time job.

Ergonomics

The scientific discipline of designing tools, tasks, workstations, and environments to fit human physical and mental capacities, optimizing safety and comfort.

Employee Empowerment

The practice of delegating decision-making authority, discretion, and resources to employees so they can manage their own work without constant managerial sign-off.

Job Redesign

The process of modifying the content, responsibilities, and structural elements of an established job to enhance productivity, safety, and employee satisfaction.