hrm

• as the term implies, simply means "analysis" or meticulous study or assessment of the job so as to generate better understanding of its general as well as specific requirements. 


  Job analysis
• Job analysis was at first organized to improve the efficiency of workers. The first job analyst was ______, known as the father of the scientific management. 


  FREDERICK TAYLOR
• the outcome of job analysis has two components:

  job description & job specification
• • An inscribed synopsis or outline of task requirements - written in black and white.

  • It is a list of what the job entails. 

  •This is the physical and environmental characteristics of the work to be done.

  • A statement of information about duties and responsibilities of a particular job.

  Job description
• A written summary of what kind of people to hire for a specific job with work requirements such as:


  knowledge, skills, aptitudes, attitudes
• The central focus is on the actual task involved in a jobs Generally concentrates on duties, functions and responsibilities involved in a job.


  work oriented approach
• The focus is on examining of human attributes needed to perform the job accordingly. Human attributes have been classified into knowledge, skills, attitude and other characteristics.

  EMPLOYEE ORIENTED APPROACH
• A systematic attempt to organize tasks, duties and responsibilities into unit of work to achieve certain objectives.

  job design
• It is the process of combining two or more tasks into one job thereby intensifying volume or variety of a certain task to be performed. It usually covers the additional handling of supplementary task. 

  job enlargement
• Also known as "Horizontal Loading” as additional tasks involve almost the same level of responsibility.


  job enlargement
•  simply the relocating of employees from one job to another in a methodical routine. 

   

  Job rotation
• the accelerating extent of responsibility or control over tasks of a job, thus, making the job more challenging.

  job enrichment
• is the terminology used by Herzberg to describe his principles for enriching positions and giving employees more challenging work. It's intended to contrast with job enlargement, a.ka. horizontal job loading, which often involves giving employees more work without changing the challenge level.


  vertical job loading
• Employees have involvement and mandated authority over how they function and take part in decisions and resolutions.

  empowerment
• Allowing employees to partake in decisions that may affect them in their respective jobs.

  participation
• Granting employees a certain degree of access to formal channels within the firm to articulate concerns about matters relating to their work condition.

  voice
• These are groups who work collaboratively toward a collective goal

  employee teams
• Composed of well defined, stable, full-time members

  work teams
• Comprised of cross functional group to address problem or issue whose members normally retain their formal positions as well.

  parallel teams
• They exist for limited time to accomplish an objective.

  project teams
• Teams Made up of members who are expected to work collaboratively to do tasks that may include the following:

  • Making decisions • Hiring • Planning • Scheduling work activities

  • Accomplishing goals

  Self managed
• is basically a process of 'restructuring the elements of a job such as tasks, duties and responsibilities.

  job redesign
• According to Hackman and Oldham, employees will work hard when:

   

  •They are rewarded for the work they do

   

  •When the work gives them satisfaction


  Job characteristic approach
• The Five Core Job Dimensions

  Skill variety, Task identity, Task significance, autonomy, and feedback
• The extent to which the job permits its staff to accomplish the entire mission from beginning to end, instead of fragmented portions of the job.

  Task Identity
• The extent to which the job substantially impacts the lives of others both within and outside the workplace.

  task significance
•  to which the job grants employees a certain level of freedom to participate in various aspects such as:

   

  •Planning

   

  •Scheduling

   

  •Methods used to complete the job

  Autobomy
• The extent to which the job itself offers staffs with well-defined, straightforward and comprehensible knowledge of their performance.

  feedback
• is the prime mover that makes flexible work options possible. With the advancement of technology, avenues for communication has opened far and wide reaching its desired audience in the nick of time, anytime, anywhere. The allows remote access to business systems, making it possible to work from home or other locations and still be effective in their respective line of work.

  technology
• Categories of Flexible Work Options

  alternate schedule, reduced hour alternative, telecommuting
• employees work full-time

  alternate schedule
• This setup provides an alternative to the traditional 8-hour per day for a five-day workweek. In this arrangement, employees work longer hours in fewer days. 

  compressed workweek
• is one of the key ingredients in every successful endeavor.

  having the right people
• A good number of employers opt to conduct internal recruitment first, making their pool of existing manpower a priority.

  This is also called

  promoting from within
• Non-Traditional Candidates:

  Intensifying the talent pool is turning out to be an inevitable stipulation in the aggressive, cut-throat labor market. Employers are becoming more open to considering previously overlooked talent such as:

  person with criminal histories, veterans, indiv without college degree
• refers to the process of sourcing and hiring candidates from outside the organization to fill job vacancies. This could involve various methods such as job postings, referrals, recruitment agencies, career fairs, and online platforms.

  external recruiting
• Active = 


  keen
• Passive = 


  reserved
• are vigorously in the hunt for a new job. They are the ones contacting their professional networks, answering job ads, and sending resumes in the hope that they would at least be called in for an interview.

  active job seekers
• on the other hand, are like "Superstars". They are not in search of a new job, much less devote their time looking at job postings.

  passive candidates