What is diversity management affirmative action team

What is Diversity Management? Affirmative Action (Team 1)?

Chapter 4: Matching Employees with Jobs
Employee and Job Matching•Employees matched with the right job maximize
productivity.
Exhibit 4-1: Work Flow Analysis
Uses of Job Analysis in HR
- Identifies work performance and working conditions
- Results include duties, responsibilities, skills, knowledge, outcomes (i.e., job
description and job specification), and conditions.
- Human resource planning and training–Job evaluation for compensation–Staffing
(recruiting and selection)–Training–Performance management–Maintaining a
safe work environment–Serves as strong LEGAL defense
4 Methods of and examples of collecting job information
Parts of a job description (from in class exercise)
The Job Description
- Job Identification
- Job title
- FLSA status section
- Preparation date
- Preparer
- Job Summary
- General nature of the job
- Major functions/activities
- Relationships
- Reports to:
- Supervises:

- Works with:
- Outside the company:
- Responsibilities and Duties
- Major responsibilities and duties (essential functions)
- Decision-making authority
- Direct supervision
- Budgetary limitations
- Standards of Performance and Working Conditions
- What it takes to do the job successfully
Exhibit 4-3: The Job Characteristics Model (JCM)
Job Enlargement vs Enrichment, Job Rotation,
Job Expansion–Rotation, enlargement, and enrichment
Job rotation: performing different jobs in some sequence, each one at a set of time
Job enlargement: adding tasks at the same level to broaden variety
Job enrichment: is the process of building motivators into the job itself to make it more
interesting and challenging through increasing autonomy
What is Competency Based Job Analysis?
- Competencies

- Demonstrable characteristics of a person that enable performance of a
job.
- Reasons for Competency-Based Job Analysis
- To support a high-performance work system (HPWS).
- To create strategically-focused job descriptions.
- To support the performance management process in fostering, measuring,
and rewarding:
- General competencies
- Leadership competencies
- Technical competencies
Job Analysis Methods
- Questionnaires : Identify functions of a particular job
- Verbal Interviews: Answers compiled into profile of job
- Diaries: Employees’ documentation of tasks
- Observation: Observers shadow employees and log tasks
Chapter 5: Recruiting Job Candidates
Steps in Recruitment and Selection Process
- Matches employees with jobs and creates a reasonable pool of qualified
candidates for a job opening.