Professional Documents
Culture Documents
Definitions
Change agent. The skill to anticipate and respond to change within the HR
function and in the company as a whole.
Cost leader: specialized low-skill jobs requiring repeated behaviors and predictable
steps, low wages and benefits, try to substitute with technology.
Differentiator (e.g. quality products, superior customer service, more convenient
locations, better technology, valuable features, unique styling, brand-name
reputation).
Chapter 3
JOB group of positions that have similar duties, tasks, & responsibilities
Objectives: outcomes, better if they are specific and measurable (i.e. hard
goals)
Quality
Quantity
Cost
Time
JOB DESIGN process to ensure that individuals have meaningful work & one
that fits in effectively with other jobs
JOB DESCRIPTION written summary of the content & context of the job,
outlining the tasks, duties, & responsibilities of a job, as well as performance
standards of each job
JOB CONTENT
Job demands, i.e. human behaviors, e.g. lifting weights, walking long
distances
Performance standards
JOB CONTEXT
HUMAN REQUIREMENTS
JOB DESCRIPTION
JOB SPECIFICATION
Too vague
O*Net
Information input
Mental processes
Work output
Job context
Ethics/ integrity:
Intellectual capacity:
Quality of work life: are the employees able to satisfy personal needs and
desires?
Participation
Community work
Job engagement: An engaged employee is able to give his best every day, he
is fully absorbed in and passionate about his work, is committed to the
organization and its interests and goals, and is ready to put discretionary
effort into his job.
Job crafting: putting the employees in the drivers seat, making them
responsible for designing their jobs to add more meaningfulness and purpose
in it and make them more motivated and engaged.