'Job characteristics' diaporamas de présentation

JOB ANALYSIS

JOB ANALYSIS. JOB DESIGN. Objectives. Analyse a work-flow process, identifying the output, activities and inputs in the production of a product o r service . Understand the importance of job analysis in human resource management.

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Stress & Stress Management:

Stress & Stress Management:. Dealing with the Demands of Life and Work Prepared for UHS 2062 lectures, UTM Skudai , Malaysia. srsiwok @ gmail.com. I ntroduction. Stress influence our behaviour and thus our relations with others at work

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Employee Motivation

Employee Motivation. I/O Psychology in My Life. Exercise 9.1 Describe a job in which you were motivated to perform well. Why do you think you were so motivated? Describe a job in which you were not very motivated? Why the lack of motivation?. Individual Differences in Motivation.

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Meeting Human Resource Requirements

Meeting Human Resource Requirements. HRP and Strategic Planning. Strategic Analysis What human resources are needed and what are available? Strategic Formulation What is required and necessary in support of human resources? Strategic Implementation

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Job Satisfaction

Job Satisfaction. 4. Learning Goals. What is job satisfaction? What are values, and how do they affect job satisfaction? What specific facets do employees consider when evaluating their job satisfaction? Which job characteristics can create a sense of satisfaction with the work itself?

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What Is Motivation?

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Taking Measure of Work

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Job Analysis and Job Design

Job Analysis and Job Design. The Challenges of Human Resources Management. Chapter Objectives After studying this chapter, you should be able to. LEARNING OUTCOME 1.

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Job Analysis and Job Design

Job Analysis and Job Design. The Challenges of Human Resources Management. Chapter Objectives After studying this chapter, you should be able to. LEARNING OUTCOME 1.

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Yeti Operations

Yeti Operations. Introduction and Day 1 Settings. Rob Lane HPC Support Research Computing Services CUIT hpc-support@columbia.edu. Topics Yeti Operations Committee Introduction to Yeti Rules of Operation. Yeti Operations Committee Determines cluster policy

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DESIGN AND REDESIGN OF WORK SYSTEMS

DESIGN AND REDESIGN OF WORK SYSTEMS. Exhibit 6.1 Model for Design of Work Systems. Design of Work Systems. Job Specialization Creates jobs with very narrow task (activity) assignments Resulted in high efficiency, quickly achieved job competency, low training costs, but created monotonous jobs

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Job Design

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Activity 138-139: Employee or Employer

Activity 138-139: Employee or Employer. Read the sentences and check the appropriate box that best describes or comes close to, your feelings. When finished, total your score. A number one has a weight of one, a number two scores a two, and a three equals three points.

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CHAPTER 4 Analyzing Work and Designing Jobs

fundamentals of Human Resource Management 4 th edition by R.A. Noe, J.R. Hollenbeck, B. Gerhart, and P.M. Wright. CHAPTER 4 Analyzing Work and Designing Jobs. Figure 4.1: Developing a Work Flow Analysis. Job Analysis. The process of getting detailed information about jobs. Job Specifications.

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Employment Effects of Promoting Training and Vocational Education (TVET) in Vietnam

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PRP and wage inequality

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Organizational Communication

Organizational Communication. Human Resources Approaches . Chapter 3. The Human Resources Approach see workers as Assets. Good Job. Well Done. !. Human Resources Approach. The Human Resources Approach combines both the Classical Approach and the Human Relations Approach. Work Factors.

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Expectancy Theory

1. If I try hard, can I do it? . 2. Do I need to perform at a high level to receive rewards? . 3. Are the rewards personally desirable?. Expectancy Theory. Individual Effort. Individual Performance. Organizational Rewards. 1. 2. 3. Personal Goals.

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