HROB 2010 Study Guide - Comprehensive Final Guide: Transformational Leadership, Mobile Computing, Theory X And Theory Y

• School: University of Guelph
• Department: Human Resources and Organizational Behaviour
• Course: HROB 2010
• Professor: Rhonda Gordon

Document Summary

Job analysis: (cid:862)a p(cid:396)o(cid:272)ess (cid:271)(cid:455) (cid:449)hi(cid:272)h i(cid:374)fo(cid:396)(cid:373)atio(cid:374) a(cid:271)out jo(cid:271)s is s(cid:455)ste(cid:373)ati(cid:272)all(cid:455) gathe(cid:396)ed & o(cid:396)ga(cid:374)ized(cid:863) Job: a group of related activities/duties for one more more employees. Position: the collection of tasks/responsibilities performed by one person. Hr planning; recruitment and selection; job evaluation wage and salary decisions (compensation); performance appraisal, labour relations; training, development, and career management; job design. Step 5: write job descriptions and job specifications. Step 6: communicate and update information as needed. Organizational chart: clarifies chain of command; who reports to whom, does not explain communication patterns, degree of supervision, power, authority, or specific duties. Necessary when there are a number of similar jobs. Job design: the process of systematically organizing work into tasks that are required to perform a specific job. Job enlargement, job rotation, job enrichment, team based job design. Ergonomic aspects: physical needs or workers. Competencies: demonstrate characteristics that enable performance of a job.