group of jobs that are set within an industry context Competencies: refer to an individual’s capability to learn and apply combinations of KSAO’s consistently overtime to perform work successfully in the required work situations As compared to job analysis KSAO’s: o Competencies are more broadly defined components of a successful worker’s repertoire or behavior needed to do a job well o Are much more general Disadvantages o Can be too general to be useful o Can be difficult to measure in all contexts EX: Industry specific (Retail) o Buying o Advertising o Loss prevention o Store operations o Logistics o Promotions o Visual Merchandising -Job design: the process of determining the specific tasks to be performed, the methods used in performing these tasks, and how the job related to other work in an organization -Reengineering: fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical, contemporary measures of performance such as cost, quality, service, and speed
CHAPTER 5 -Sourcing: identifying and locating high potential recruits; involves the analysis of different possible sources of recruits to identify those best able to meet the firm’s staffing goals -Recruiting: process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications to apply for jobs with an organization activities that convert the leads generated during sourcing into job applicants, generate interest in a company and its jobs and persuade candidates to accept job offers SOURCING -Internal sources: locate people who currently work for the company who would be a good fit -External recruiting sources: target people outside the firm -Active job seekers: people who needs a job and are actively looking for information about job openings -Semi passive job seekers: people who’re interested in a new position but only occasionally look actively for one -Passive job seekers: currently employed and are not actively seeking another job, but could be tempted by the right opportunity -Recruitment Planning Employee requisition: formal document that department managers use to request the hiring of the new employees . Job requisition serves as a request for the new hire and provides an explanation of this need and determines the budget need to make a new hire o Confirms opening is approved -Internal Candidate Sources HR Databases: permit organizations to determine whether current employees possess the qualifications for filling open positions o recruitment device o valuable in locating talent internally and supporting the concept of promotion from within Succession planning: a process for identifying and developing new leaders who can replace old leaders when they leave, retire or die Job posting: procedure for informing employees that job openings exist Job bidding: process in which applicants are required to compete with other applicants for a job position that has been posted by an employer or organization Employee referral:
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- Fall '14
- Utilization of individuals