Term
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Definition
| May be defined as the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements. |
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Term
Job Family
Terminology Commonly Used in Describing Jobs |
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Definition
| A grouping of jobs, usually according to function (e.g., production, finance, human resources, marketing) |
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Term
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Definition
| A grouping of jobs according to generic job title or occupation (e.g., managerial, sales, clerical, maintenance), within or across job families |
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Term
Job
Terminology Commonly Used in Describing Jobs
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Definition
| A grouping of positions that are similar in their tasks and task dimensions |
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Term
Position
Terminology Commonly Used in Describing Jobs
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Definition
| A grouping of tasks/dimensions that constitute the total work assignment of a single employee; there are as many positions as there are employees |
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Term
Task dimension
Terminology Commonly Used in Describing Jobs
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Definition
| A grouping of similar types of tasks, sometimes called “duty”, “area of responsibility”, or “key results area” |
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Term
Task
Terminology Commonly Used in Describing Jobs
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Definition
| A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job |
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Term
Element
Terminology Commonly Used in Describing Jobs
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Definition
| The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes |
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Term
| Job Requirements job analysis gathers information on: |
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Definition
| identifies the specific tasks and job context for a particular job. After these have been identified, the KSAOs necessary for performing these tasks within the work context are inferred. |
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Term
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Definition
| A body of information (conceptual, factual, procedural) that can be applied directly to the performance of tasks. |
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Term
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Definition
| An observable competence for working with or applying knowledge to perform a particular task or a closely related set of tasks. |
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Term
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Definition
| An underlying, enduring trait of the person that is useful for performing a range of tasks. |
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Term
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Definition
| A catchall category for factors that do not fit neatly into the knowledge, skills, and abilities categories. |
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Term
| The 6 ways to collect Job Requirements Information: |
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Definition
• Prior Information
• Observation
• Interviews
• Task Questionnaire
• Committee or Task Force
• Combined Methods |
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Term
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Definition
| involves an underlying characteristic of an individual that contributes to job or role performance and to organizational success. These _______are much more general or generic KSAOs, such as technical expertise or adaptability. |
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Term
| The three key strategic HR reasons for doing competency modeling: |
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Definition
| 1.Create awareness and understanding of the need for change in business 2.Enhance the skill levels in the workforce 3.Improve teamwork and coordination |
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Term
| Employee Value Proposition (EVP) |
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Definition
| The totality of rewards, both extrinsic and intrinsic, associated with the job constitutes this_______. THIS_____ is akin to the “package or bundle” of rewards provided to employees and to which employees respond by joining, performing, and remaining with the organization. |
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Term
| Three questions raised with the Essential Job Functions requirement |
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Definition
1.What are essential functions?
2.What is evidence of essential functions:
3.What is the role of job analysis |
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Term
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Definition
| 1.In-House Versus External Recruitment Agency 2.Centralized Versus Decentralized Recruitment |
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Term
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Definition
| 1.Requisitions 2.Timing 3.Lead Time Concerns 4.Time Sequence Concerns 5.Number of Contacts 6.Types of Contacts 7.Recruitment Budget and Return on Investment 8.Development of a Recruitment Guide 9.Process Flow and Record Keeping |
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Term
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Definition
| Applicant Initiated: Employee Referrals: Employee Networks: Advertisements: Employment Websites: Posting Jobs on General Employment Websites: Posting Jobs on Niche Employment Websites: Searching Web-Based Databases Colleges and Placement Offices Employment Agencies Executive Search Firms: Social Service Agencies: Outplacement Services: Job Fairs Co-ops and Internships |
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Term
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Definition
| 1.Sufficient Quantity 2.Sufficient Quality 3.Cost 4.Impact on HR Outcomes |
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Term
| The three types of messages when searching for candidates: |
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Definition
| 1.Realistic Recruitment Message 2.Employment Brand Message 3.Targeted Message |
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Term
| Realistic Recruitment Message: |
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Definition
| “Tells it like it is” Portrays the organization and the job as they really are, rather than describing what the organization thinks job applicants want to hear. |
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Term
| Employment Brand Message: |
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Definition
| Organizations wishing to portray an appealing message to potential applicants. “Employer of Choice” |
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Term
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Definition
- One way to improve upon matching people with jobs is to direct the recruitment message to a particular audience. For example teenagers and older workers.
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Term
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Definition
| The most expensive type of advertising. Allow for freedom of design and placement in a publication. |
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Term
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Definition
| The concept of an applicant is that of a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities. |
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Term
| What a plaintiff must demonstrate to have a successful lawsuit for Fraud and Misrepresentation in recruitment under the guise of selling the applicant on the job and the organization. |
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Definition
1.A misrepresentation occurred
2.The employer knew, or should have known, about the misrepresentation.
3.The plaintiff relied on the information to make a decision or take action
4.The plaintiff was injured because of reliance placed on the statements made by the employer. |
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Term
Applicant Initiated:
One of the 16 Recruitment sources |
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Definition
| It is a common practice for employers to accept applications from job applicants who physically walk into the organization to apply for a job or who send in resumes. |
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Term
Employee Referrals:
16 Recruitment sources |
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Definition
| Employees currently working for an employer are a valuable source for finding job applicants. |
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Term
Employee Networks:
16 Recruitment sources |
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Definition
| Though networks are not a formal referral program, many organizations use them to identify potential hires. They can be one’s own network of personal contacts, or they can be formal programs that keep an active database of professional contacts. |
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Term
| Executive Search Firms: 16 Recruitment sources |
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Definition
| For higher-level professional positions or jobs with salaries of $100,00 |
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Term
Outplacement Services:
One of the 16 Recruitment sources |
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Definition
| Some organizations retain THIS TYPE OF firm to provide assistance to employees who are losing their jobs. THIS TYPE OF firms usually offer job seekers assistance in the form of counseling and training to help facilitate a good person/job match. |
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Term
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Definition
Before identifying and attracting applicants to the organization, two issues must be resolved
1. Organizational Issues
2. Administrative Issues |
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Term
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Definition
| Organizational plans must be made to coordinate the identification and attraction of applicants |
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Term
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Definition
| The number of contacts to be made, the recruiters to be used, and the budget to be spent, need to be considered to ensure that there are adequate resources to conduct a successful recruitment campaing. |
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