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Test bank For Chapter 2: human resource management - Job Analysis & Design [Planning Human Resources]13th Edition by Hermann SchwindR194,09
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competitive advantage the characteristics of a fir
four criteria of sustained competitive advantage
job group of related activities and duties na
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Test bank For Chapter 2: human resource
management - Job Analysis & Design
[Planning Human Resources]13th Edition
by Hermann Schwind
competitive advantage
the characteristics of a firm that enable it to earn higher rate of profit than its competitors by
outlining its resources
Different things to have a competitive Advantages
1. tangible assets: organizational assets that have substance and can be consumed
2. intangible assets: organizational assets that are not concrete, such as reputation, goodwill
3. capabilities:
- collective skills, abilities and expertise of an organization
Four criteria of sustained competitive advantage
1. valuable: are the resources and capabilities able to help generate value/reduced cost?
2. rare: are the resources and capabilities not available to competitors?
3. inimitable: are the resources and capabilities hard to copy by competitors?
4. organized: are the resources and capabilities able to be explored by the firm?
job
- group of related activities and duties
- "natural units of work"
, position
collection of tasks and responsibilities performed by an individual
job analysis
systematic study of a job to discover its specifications, tasks, responsibilities, skill requirements
and so on, for wage- setting, recruitment, training, or job-design purposes
major human resource activities that rely on jobs analysis information
Job Analysis Process
important considération for job analysis
quality: of the analysis: how rigorous does the data collection need to be?
cost: how much is the organization willing or able to spend
resources: does the HR team have the necessary and or expertise? do employees and
manager have the necessary time?
legal defensibility: does the organization anticipate legal challenges to its HR practices?
choosing the jobs to be analyzed
- choice should relate back to the purpose of the job analysis and based on:
- jobs that are critical to the success of the organization
- jobs that are difficult to learn to perform (training)
- jobs in which the firm continuously hires new employees
- jobs that exclude members of protected groups
- jobs that have significantly changed ( e.g. use new technology, work environment has
changed, job demands have changed)
Traditional Job Analysis
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