



Study with the several resources on Docsity
Earn points by helping other students or get them with a premium plan
Prepare for your exams
Study with the several resources on Docsity
Earn points to download
Earn points by helping other students or get them with a premium plan
Coursera - HRCI Human Resource Associate
Typology: Exams
1 / 7
This page cannot be seen from the preview
Don't miss anything!




5 Approaches to Job Design - ANSWER-1) Mechanistic
Delphi Technique - ANSWER-Methods to Forecast Workforce Needs: Forecasts future job needs by combining the input and expertise of many professionals who never meet, but come to a consensus over time. Differences for employers between employees and contractors - ANSWER-Employees:
Expressing interest in a position before the position is open to fill Job Design - Biological - ANSWER-Rooted in ergonomics, focus for physically demanding jobs Job Design - Mechanic - ANSWER-Classic industrial engineering concepts which focus on repetitive tasks and assembly. However may not lead to job enjoyment or satisfaction Job Design - Motivational - ANSWER-Allowing workers to feel a sense of control over their work and understanding the value/results of their work. Ideally increases worker satisfaction and involves extensive training and innovation for their passion Job Design - Perceptual Motor - ANSWER-Emphasizes on neurological aspects like memory and attention span. Can cause workers to feel like their work isn't meaningful Job Design - Relational - ANSWER-Evaluates a specific job stage or site, focuses on the position within a process and how it relates to the other workers Job Sharing - ANSWER-Two partners share one full time job. The shifts can be split evenly or 40/60. They're a partnership so if one leave the other either finds a new partner, resigns, or goes back to a full time job. National Labor Relations Board - ANSWER-Grievance about workplace safety must be reported to them and if the organization allows workers to unionize. Nominal Group Technique - ANSWER-Methods to Forecast Workforce Needs: Uses a panel of experts in a structured meeting to find a solution to a problem Non Exempt Worker - ANSWER-Most often paid by the hour and subject to overtime pay. They are non exempt (not included) from certain provisions of the FLSA. Occupational Safety and Health Administration (OSHA) - ANSWER-Workplace safety regulations to avoid dangerous work environments Offshoring - ANSWER-Offshoring is where a company establishes a foreign subsidiary and transitions from higher-paid American employees to lower-paid foreign employees. This practice is hotly debated among policymakers, economists, business people, and the general public. Outsourcing - ANSWER-Outsourcing is a common practice that relies on paying a third- party business to perform a specific function that does not align with the main company's ideals. This is used to take advantage of lower labor rates overseas, allowing companies to save money on labor-intensive work like customer service, technical support, and computer programming.
For example, a manufacturer might outsource security, food service, or payroll processing. They might do this to get better quality, lower costs, and freedom from having to manage something that is not its primary business. Phased Retirement - ANSWER-Progressive transition towards retirement. Pregnancy Discrimination Act (PDA) - ANSWER-Illegal to discriminate against pregnant individuals. Also must allow maternity leave and guarantee reinstation of the position when returning from leave. Probabilistic Models - ANSWER-Methods to Forecast Workforce Needs: Models that predict future conditions using computer simulations Procedures to Follow During Redesign - ANSWER-- Reconcile differences between job description and the actual performed work
Job redesign -> Outputting quality workers and higher morale Succession Planning - ANSWER-Forecasting Tools - Identifying promising employees who have the potential to occupy managerial or executive roles in an organization
Determines the output or productivity the organization expects to achieve in the immediate future. Then, employment needs are calculated in reverse