Group of jobs that are set within an industry context

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: