many times reflect combinations of KSAOs and are more behavioural in nature eg

Many times reflect combinations of ksaos and are more

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many times, reflect combinations of KSAOs and are more behavioural in nature (e.g., leadership, creativity, teamwork). Competency Modeling : Process that identifies essential characteristics (i.e., core competencies) across all individuals and jobs within an organization. Core competencies can be derived by analyzing high performers and/or by examining organization’s vision, mission, goals etc. Provides the organization with a set of core characteristics that set them apart from other organizations. Builds the foundation for the use of a competency matrix (see textbook) and an integrative HR Management system. 17 Notes on Competencies and Competency Modeling
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“Job design integrates work content, qualifications and rewards in a way that meets the needs of employees and the organization.” - Milkovich & Boudreau, 1994 Considers needs/constraints of: Organization Ergonomics Environment Employees Job Specialization 18
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19 Job Characteristics Model (Hackman & Oldham, 1980) Theory of motivation Core job characteristics evoke critical psychological states which then lead to various personal and work outcomes (…“my cubicle”) Employee Considerations :
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20 Core Job Characteristics Critical Psychological States Personal and Work Outcomes Skill Variety Task Identity Task Significance Experienced Meaningfulness of Work High Internal Work Motivation Low Absenteeism and Turnover High Satisfaction with the work High quality work performance Moderators: 1. Knowledge and skill 2. Growth Need Strength 3. “Context” Satisfaction Autonomy Feedback Experienced Responsibility for outcomes of work Knowledge of results of work activities Job Characteristics Model
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21 Job rotation moves employees from job to job. Jobs themselves are not actually changed; only the workers are rotated.
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22 Job enlargement expands the number of related tasks in the job. It adds similar duties to provide greater variety. (horizontal loading)
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23 Job enrichment adds new sources of needs satisfaction to jobs. It increases responsibilities, autonomy, and control. (vertical loading) e.g., Terry Tate
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24 Read Chapter 5: Recruitment Will work on Simulation Decision #2 Next Class...
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