Term
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Definition
| Demonstrable characteristics of a person that enable performance on the job. (p. 57) |
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Term
| Competency-Based Job Analysis |
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Definition
| Describing a job in terms of the measurable, observable behavioural competencies an employee must exhibit to do a job well. (p. 57) |
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Term
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Definition
| Listings made by employees of every activity in which they engage, along with the time each activity takes. (p. 62) |
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Term
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Definition
| An interdisciplinary approach that seeks to integrate and accommodate the physical needs of workers into the design of jobs. It aims to adapt the entire job system – the work, environment, machines, equipment, and processes – to match human characteristics.(p. 56) |
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Term
| Functional Job Analysis (FJA) |
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Definition
| A quantitative method for classifying jobs based on types and amounts of responsibility for data, people,and things. Performance standards and training requirements are also identified. (p. 61) |
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Term
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Definition
| A field of study concerned with analyzing work methods; making work cycles more efficient by modifying, combining, rearranging, or eliminating tasks; and establishing time standards. (p. 55) |
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Term
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Definition
| A group of related activities and duties, held by a single employee or a number of incumbents. (p. 49) |
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Term
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Definition
| The procedure for determining the tasks, duties, and responsibilities of each job, and the human attributes (in terms of knowledge, skills, and abilities) required to perform it.(p. 49) |
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Term
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Definition
| A list of the duties, responsibilities, reporting relationships, and working conditions of a job – one product of job analysis. (p. 65) |
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Term
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Definition
| The process of systematically organizing work into tasks that are required to perform a specific job. (p. 54) |
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Term
| Job Enlargement (Horizontal Loading) |
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Definition
| A technique to relieve monotony and boredom that involves assigning workers additional tasks at the same level of responsibility to increase the number of activities they have to perform. (p. 56) |
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Term
| Job Enrichment (Vertical Loading) |
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Definition
| Any effort that makes an employee's job more rewarding or satisfying by adding more meaningful tasks and duties.(p. 56) |
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Term
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Definition
| Another technique to relieve monotony and employee boredom that involves systematically moving employees from one job to another.(p. 56) |
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Term
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Definition
| A list of the "human requirements", that is, the requisite knowledge, skills, and abilities (KSAs)needed to perform the job - another product of job analysis. (p. 68) |
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Term
| National Occupational Classification (NOC) |
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Definition
| A reference tool for writing job descriptions and job specifications. Compiled by the federal government, it contains comprehensive, standardized descriptions of about 40 000 occupations and the requirements for each. (p. 64) |
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Term
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Definition
| A collection of jobs that share some or all of a set of main duties. (p. 64) |
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Term
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Definition
| A "snapshot" of the firm, depicting the organization's structure in chart form at a particular point in time. (p. 51) |
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Term
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Definition
| The formal relationships among jobs in an organization. (p. 51) |
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Term
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Definition
| Analysis Identification of the senses used, and type, frequency, and amount of physical effort involved in a job. (p. 68) |
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Term
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Definition
| The collection of tasks and responsibilities performed by one person. (p. 49) |
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Term
| Position Analysis Questionnaire (PAQ) |
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Definition
| A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs. (p. 61) |
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Term
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Definition
| A diagram showing the flow of inputs to and outputs from the job under study. (p. 52) |
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Term
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Definition
| A small group of people with complementary skills who work toward common goals for which they hold joint responsibility and accountability. (p. 59) |
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Term
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Definition
| Job designs that focus on giving a team, rather than an individual, a whole and meaningful piece of work to do, and empowering team members to decide among themselves how to accomplish the work. (p. 59) |
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Term
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Definition
| An approach to job design that involves assigning most of the administrative aspects of work (such as planning and organizing) to supervisors and managers, while giving lower-level employees narrowly defined tasks to perform according to methods established and specified by management. (p. 55) |
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Term
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Definition
| The normal separation of employees from an organization due to resignation, retirement, or death. (p. 90) |
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Term
| Biographical Information Blank (BIB) |
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Definition
| A detailed job application form requesting biographical data found to be predictive of success on the job, pertaining to background, experiences, and preferences. Responses are scored. (p. 96) |
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Term
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Definition
| A recruitment ad in which the identity and address of the employer are omitted. (p. 106) |
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Term
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Definition
| Employees who develop work relationships directly with the employer for a specific type of work or period of time. (p. 107) |
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Term
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Definition
| a judgmental forecasting method used to arrive at a group decision, typically involving outside experts as well as organizational employees. Ideas are exchanged without face-to-face interaction, and feedback is provided and used to fine-tune independent judgments until a consensus is reached.(p. 88) |
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Term
| Early Retirement Buyout Programs |
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Definition
| Strategies used to accelerate attrition that involve offering attractive buyout packages or the opportunity to retire on full pension with an attractive benefits package. (p. 90) |
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Term
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Definition
| The image or impression of an organization as an employer based on the benefits of being employed by the organization (p. 94) |
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Term
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Definition
| An assessment of external factors influencing the organization’s ability to find and secure talent from the external labour market including economic,competitive, legislative, social, technological, and demographic trends. (p. 77) |
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Term
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Definition
| A common initial response to an employee surplus. Openings are filled by reassigning current employees, and no outsiders are hired. (p. 90) |
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Term
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Definition
| The accumulation of firm specific knowledge and experience involving a joint investment by both the employee and employer;therefore, both parties benefit from maintaining a long term relationship (p 96) |
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Term
| Human Resources Planning (HRP) |
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Definition
| The process of reviewing human resources requirements to ensure that the organization has the required number of employees, with the necessary skills, to meet its goals. (p. 76) |
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Term
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Definition
| The process of notifying current employees about vacant positions. (p. 97) |
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Term
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Definition
| A strategy that involves dividing duties of a single position between two or more employees. (p. 90) |
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Term
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Definition
| The temporary or permanent withdrawal of employment to workers for economic or business reasons.(p. 90) |
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Term
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Definition
| Allows those who may be interested in taking time away from work for a variety of reasons (e.g. personal, educational, etc.) to have a set period of time away from their position without pay, but with a guarantee that their job will be available upon their return.(p. 91) |
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Term
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Definition
| Records summarizing the qualifications, interests, and skills of management employees, along with the number and types of employees supervised, duties of such employees, total budget managed,previous managerial duties and responsibilities, and managerial training received. (p. 79) |
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Term
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Definition
| A method of forecasting internal labour supply that involves tracking the pattern of employee movements through various jobs and developing a transitional probability matrix. (p. 81) |
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Term
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Definition
| A preference for hiring relatives of current employees. (p. 101) |
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Term
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Definition
| A decision-making technique that involves a group of experts meeting face to face. Steps include independent idea generation, clarification and open discussion, and private assessment. (p. 97) |
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Term
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Definition
| Movement of an employee from one job to another that is higher in pay, responsibility, or organizational level,usually based on merit, seniority, or a combination of both. (p. 92) |
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Term
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Definition
| A forecasting technique for determining future staff needs by using ratios between some causal factor (such as sales volume) and number of employees needed.(p. 85) |
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Term
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Definition
| A specialist in recruitment, whose job it is to find and attract capable candidates. (p. 93) |
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Term
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Definition
| The process of searching out and attracting qualified job applicants, which begins with the identification of a position that requires staffing and is completed when résumés or completed application forms are received from an adequate number of applicants. (p. 93) |
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Term
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Definition
| Employees work fewer hours and receive less pay. (p. 90) |
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Term
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Definition
| A statistical technique involving the use of a mathematical formula to project future demands based on an established relationship between an organization's employment level (dependent variable)and some measurable factor of output(independent variable). (p. 86) |
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Term
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Definition
| Visual representations of who will replace whom in the event of a job opening. Likely internal candidates are listed, along with their age, present performance rating, and promotability status. (p. 80) |
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Term
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Definition
| Lists of likely replacements for each position and their relative strengths and weaknesses, as well as information about current position, performance, promotability, age, and experience. (p. 80) |
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Term
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Definition
| A graphical method used to help identify the relationship between two variables. (p. 85) |
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Term
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Definition
| A lump-sum payment, continuation of benefits for a specified period of time, and other benefits that are provided to employees who are being terminated. (p. 91) |
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Term
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Definition
| Manual or computerized records summarizing employees' education,experience, interests, skills,and so on., which are used to identify internal candidates eligible for transfer or promotion. (p. 79) |
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Term
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Definition
| A pictorial representation of all jobs within the organization, along with the number of current incumbents and future employment requirements (monthly or yearly)for each. (p. 88) |
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Term
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Definition
| The process of ensuring a suitable supply of successors for current and future senior or key jobs, so that the careers of individuals can be effectively planned and managed. (p. 80) |
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Term
| Supplemental Unemployment Benefits (SUBS) |
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Definition
| A top-up of EI benefits to bring income levels closer to what an employee would receive if on the job. (p. 91) |
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Term
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Definition
| A range of negative emotions experienced by employees remaining after a major restructuring initiative, which can include feelings of betrayal or violation, guilt and detachment, and result in stress symptoms, including depression, proneness to errors, and reduced productivity. (p. 91) |
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Term
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Definition
| Permanent separation from the organization for any reason.(p. 91) |
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Term
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Definition
| Movement of an employee from one job to another that is relatively equal in pay, responsibility, or organizational level.(p. 92) |
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Term
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Definition
| Study of a firm's past employment levels over a period of years to predict future needs. (p. 85) |
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Term
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Definition
| A recruitment ad describing the job and its specifications, the compensation package, and the hiring employer.The address to which applications and/or résumés should be submitted is also provided. (p. 106) |
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Term
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Definition
| Employees work three or four days a week and receive EI benefits on their non- work day(s).(p. 90) |
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Term
|
Definition
| The percentage of applicants that proceed to the next stage of the selection process. (p. 99) |
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