Term
| strategic objectives: SMART |
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Definition
Specific
Measurable
Appropriate
Realistic
Timely |
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Term
| Business strategy vs. HR strategy |
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Definition
overall direction and focus for org. as a whole.
HR strategy: is more specific with respect to slection, deployment, and mgmgt of talent. |
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Term
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Definition
Conerstone of HR. Process of obtaining information about jobs. (Tasks to be done and personal characteristics necessary to do the tasks.)
-Minimal
-Ideal
* Not legally required but help with self selection |
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Term
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Definition
| Foucses on how work will be performed or changed. |
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Term
Result of Job Analysis:
-Job description
-Job specification (KSA) |
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Definition
1. Job Description- overall written summary of task requirements
2. Job specification: ovearll written summary of worker characteristics requirements |
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Term
| Another approach to Job Analysis: Competency Models |
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Definition
-Identification of variables related to overall organization fit and personality characteristics consistent with org's vision/values
-Difference btwn competency models and Job analysis? Tends to understand an org's business context and strategy to establish competency requirmentds. |
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Term
| 5 common methods of job Analysis |
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Definition
1. Job performance
2. Observation
3. Interview
4. Critical incidents
5. structured questionaires |
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Term
| Strategic workforce planning |
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Definition
| Identification of the number of employees and skills needed to perform available jobs , based on the understnad of available compettencies and change in jobs required by corporate goals. |
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Term
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Definition
| catalogue the skills, abilities, and potential of the current workforce |
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Term
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Definition
| predict future ppl requirements (externally:Bureau labor statistics/ or internally: sucession plans) |
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Term
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Definition
| enlarge ppol of ppl qualified by recruitment, selection, training... |
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Term
| control and evaluation (SWP) |
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Definition
| provide feedback on overall effectiveness |
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Term
| Make or Buy (select workers who already have skills or to select workers who can be trained): Guidelines |
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Definition
- How accurate is your forecast of demand? If accurate, do more buying
-Do you have the "scale" to develop?
If not, do more buying
-Is ther a job ladder to pull talent thru?
If not long, do more buying
-How long will talent be needed?
if not long, do more buying
-Do you want to change culture/direction?
do more buying |
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