CHRA Set A

The systematic process of determining the skills, duties and knowledge required for performing jobs.

• Job Analysis

• Job Description

• Job Specification

• Job Design

A top-level manager who reports directly to a CEO or head of major division. 

• Manager

• Supervisor

• Executive

• Specialist

Individuals directly involved in accomplishing the primary purpose of the organization.

• Functional Manager

• Strategic Manager

• Line Manager

• Operational Manager

Assigns HR generalist directly to departments like sales and production. They provide the localized human resource management assistance the department need. 

• transactional HR

• embedded HR

• corporate HR

• center of expertise

One of the function of management process requires a manager to establish a goals and standards and develop rules and procedure. 

• planning

• organizing

• leading

• controlling

A goal-oriented process that is directed toward ensuring that organizational processes are in place to maximize productivity of employees, teams, and ultimately, the organization.

• Recruitment

• Selection

• Performance Appraisal

• Performance Management

Enables the individuals to determine the factors such as redesigning or initiating part-time employment opportunities for the individuals.  

• Job Vacancy

• Job Analysis

• Screening Candidates

• Induction & Training

Occurs when a manager generalizes one positive performance feature or incident to all aspects of employee performance, resulting in a higher rating.

• Halo effect

• Horn effect

• Central tendency error

• Recency bias

Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth and recognition

• Job description

• Job enlargement

• Job enrichment

• Job evaluation

A list of a job's "human requirements" that is, the requisite education, skills, personality and so on—another product of job analysis. 

• Job analysis

• Job classification

• Job description

• Job specifications