9000533
Beschreibung
Karteikarten von Dilek Senturk, aktualisiert more than 1 year ago
|
Erstellt von Dilek Senturk
vor mehr als 7 Jahre
|
|
| Frage | Antworten |
| Work Design challenges in a global environment | -designing work to meet the needs of employers and employees is becoming one of the most critical issues for employers operating in a global environment -jobs must be continually redesigned to meet increasingly difficult HRP issues |
| Job Analysis | - the accurate analysis, design, and implementation of jobs -an ongoing process of determining the competencies required to ensure jobs remain relevant |
| Responsibility for the Job Analysis Process | -HRM professional and practitioners -Job holders -Line managers & managers -Specialist job analysts |
| Data collection methods | -interviews -questionnaires -job performance -observation -diaries -critical incidents -focus and consultative groups -existing HR records |
| Competencies | In order to meet competitive challenges, there is a focus on recognising the core competencies required by the organisation, seeking them out through recruitment and selection strategies and then retaining and developing them once in the organisation. |
| Competency Profiling | For competencies to be effective, organizations must: –identify the mission and key objectives –identify skills needed –acquire skills needed –implement strategies to reinforce –implement reward systems to reinforce. |
| Job Descriptions | ‘A written description of a job, the duties performed and the conditions under which they are performed.’ –job title –job identification –org. chart of accountability processes –position purpose –key outcomes – KPIs –competency requirements. |
| Job Design Strategies | • Industrial engineering – the study of work cycles to determine which, if any, of its elements, may be modified, combined, rearranged or eliminated in order to reduce the time needed to complete the work cycle. • Job adaptation to employees’ needs – fit the machine to the person rather than the person to the machine. |
| Self-managed work teams | ‘ ... the one who emerges as team leader is the one who determines the overall purpose or goal and the rest of the team members are at liberty to manage the methods with which the goals are to be achieved’. |
| Home-based work | • Increasing shift toward telecommuting or home- based work. • Home-based businesses account for 35.6 per cent of all small businesses. |
| Virtual work teams | have goals, responsibilities and/or projects to coordinate or manage, and they do so by using technology to communicate across national boundaries or even countries. |
| Diversity Management | • Basic form: ‘the variety of age, gender, race and cultural differences in the workplace’. – p. 209 of the textbook • In reality: ‘a strategy to create opportunities to attract the brightest talent from the entire human resource pool and then to develop and retain that talent in order to maintain a competitive position in the market’. – p. 209 of the textbook |
Möchten Sie mit GoConqr kostenlos Ihre eigenen Karteikarten erstellen? Mehr erfahren.