Unit 4: Glossary (2016)

Apunte Inglés
Universidad Universidad de Barcelona (UB)
Grado Administración y Dirección de Empresas - 2º curso
Asignatura Human Resources
Año del apunte 2016
Páginas 2
Fecha de subida 23/03/2016
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Glossary unit 4 merce mach ADE en inglés A6-B6

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Glossary unit 4  Competency: a measurable pattern of knowledge, skills, abilities, behaviors, and other characteristics that an individual needs to perform work roles or occupational functions successfully.
 Competency inventory: a detailed file maintained for each employee that documents the person’s competencies.
 Competency modelling: a listing of the competencies a successful employee will need to advance through a series or progression of several jobs.
 Customized task inventory: a listing of tasks, work behaviors, or worker characteristics (called items) created specifically for the jobs or group of jobs being analysed.
 Ergonomic analysis: study designed to minimize the amount of stress and fatigue experienced as a result of doing work; the focus is on understanding how job tasks affect physical movements and physiological responses.
 Job: one of a number of positions within an organization that are functionally interchangeable.
 Job analysis: a systematic process of describing and recording information about job behaviors, activities, and worker specifications.
 Job description: the definition of a job’s essential functions or duties, including a description of the conditions in which the job is performed, the competencies needed to perform the job, and any special training or certification requirements for the job.
 Job enrichment: the revision of a job to broaden and add challenge to the tasks required.
 Job incumbents: the people who are currently doing a job.
 Management position description questionnaire (MPDQ): a standardized questionnaire for analyzing the concerns, responsibilities, demands, restrictions, and miscellaneous characteristics of managerial jobs  O*Net: a comprehensive database system for collecting, organizing, describing, and disseminating data on job characteristics and worker attributes.
 Occupation: a group of jobs that involve similar work and require similar competencies, training, and credentials.
 Organizational redesign: the process by which an organization realigns departments, changing who makes decisions, and merging or reorganizing departments.
 Personality-related position requirements form (PPRF): a form designed to measure the important 12 personality characteristics for job performance, including: general leadership, interest in negotiation, achievement striving, friendly disposition, sensitivity to others, cooperative or collaborative work tendency, general trustworthiness, adherence to a work ethic, thoroughness and attentiveness to details, emotional stability, desire to generate ideas, tendency to think things through.
 Position: in HR, the activities carried out by any single person.
 Position analysis questionnaire (PAQ): a widely used questionnaire that measures the work behaviors required by a job and relates them to worker characteristics.
 Reengineering: the radical redesign of an organization’s functions and business processes.
 Subject matter experts (SMES): the people used as sources of information about specific jobs.
 Task-focused job analysis: a description of what a job involves in terms of work activities and outcomes.
 Time-and-motion study: a study designed to identify and measure a worker’s physical movements when performing tasks and then analyse the results to determine whether some motions can be eliminated or performed more efficiently  Work sampling: the process of taking instantaneous samples of the work activities of individuals or groups of individuals.
 Worker-focused job analysis: the identification of the characteristics required of job incumbents to perform a job well.
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