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45 Cards in this Set
- Front
- Back
job analysis
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the process of obtaining information about jobs by determining their duties, tasks, or activities
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job description
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a statement of the tasks, duties, and responsibilities of a job to be performed
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job specification
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a statement of the specific knowledge, skills, and abilities of a person who is to perform a job needs
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functional job analysis (FJA)
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a job-analysis approach that utilizes an inventory of the various types of work activities that can constitute any job
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position analysis questionnaire (PAQ)
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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
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critical incident method
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a job analysis method by which important job tasks are identified for job success
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task inventory analysis
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an organization-specific list of tasks and their descriptions used as a basis to identify components of jobs
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job design
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an outgrowth of job analysis that improves jobs through technological and human considerations in order to enhance organization efficiency and employee job satisfaction
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job chracteristics model
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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 |
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job crafting
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a naturally occurring phenomenon whereby employees mold their tasks to fit their individual strengths, passions, and motives better
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dejobbing
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refers to a process of structuring organizations not around jobs but around projects that are constantly changing
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job characteristics model
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five components that enhance employee jobs:
skill variety task identity task significance autonomy feedback |
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employee profile
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a profile of a worker developed by studying an organization's top performers in order to recruit similar types of people
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recruiting process outsourcing (RPO)
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the practice of outsourcing an organization's recruiting function to an outside firm
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branding
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a company's efforts to help existing and prospective workers understand why it is a desirable place to work
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9-box grid
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a comparative diagram that includes appraisal and assessment data to allow managers to easily see an employee's actual and potential performance
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realistic job preview (RJP)
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informing applicants about all aspects of the job, including both its desirable and undesirable facets
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yield ratio
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the percentage of applicants from a recruitment source that make it to the next stage of the selection process
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applicant tracking system (ATS)
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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
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selection
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the process of choosing individuals who have relevant qualifications to fill existing or projected job openings
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nondirective interview
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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
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structured interview
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an interview in which a set of standardized questions having an established set of answers is used
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situational interview
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an interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
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behavioral description interview (BDI)
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an interview in which an applicant is asked questions about what he or she actually did in a given situation
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sequential interview
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a format in which a candidate is interviewed by multiples people, one right after another
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virtual interview
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interviews conducted via videoconferencing or over the web
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preemployment test
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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
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assessment center
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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
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competency based analysis
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relies on building job profiles that look not only at the responsibilities and activities currently but to do them well
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staffing tables
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graphic representations of all organizational jobs, along with the numbers of employees currently occupying those jobs and future (monthly or yearly) employment requirements
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skill inventories
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files of personnel education, experience, interests, skills, and so on that allow managers to quickly match job openings with employee backgrounds
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personalization fit
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hire the right person for the right job
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boundaryless career
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available to work in any field/any company as long as he or she can move up
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Selection process
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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 |
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Interviewer training (11 steps)
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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
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halo error
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judging an individual favorably or unfavorably overall on the basis of only one strong point (or weak point) on which you place high value
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extroversion
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talkative, sociable, active, aggressive, and excitable
best for sales, customer service, greeters |
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agreeableness
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trusting, amiable, generous, tolerant, honest, cooperative, flexible
teacher, healthcare worker |
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conscientiousness
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dependable and organized and perseveres in tasks
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neuroticism
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secure, calm, independent, and autonomous
doctors, paramedics |
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openness to experience
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intellectual, philosophical, insightful, creative, artistic, and curious
marketing, design |
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Polygraph Protection Act
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prohibits prehire and random testing
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physical ability test
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is legal if part of the job
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medical exams
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law prohibits this before a pre-employment offer has been made
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drug testing
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can only be given after a job offer has been extended
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