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Learn about the method of job analysis that produces standardized occupational information based on the functions or work activities of workers. Find out the seven scales used by FJA to describe what workers do in jobs.
Job analysis is a family of procedures to identify the content and requirements of a job in terms of the activities and attributes involved. It helps organizations determine which employees are best fit for specific jobs and provides information for selection, training, evaluation, and compensation.
Human resource management (HRM) is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage.
BPM is a discipline of managing business activities to achieve goals, spanning systems, employees, customers and partners. It involves modeling, automation, execution, measurement, optimization and improvement of processes.
The JD-R model is an occupational stress model that suggests strain is a response to imbalance between demands and resources at work. It includes both negative and positive outcomes of employee well-being and proposes that job resources buffer the effect of job demands on strain and motivate employees.
A position analysis questionnaire (PAQ) is a tool to evaluate the skills and characteristics required for a job. It is used for human resource and psychological assessment, and has advantages and disadvantages compared to other methods.
A human resource management system (HRMS) is a software that combines various HR functions, such as payroll, benefits, recruitment, and performance management. Learn about the history, functions, and features of HRMS and how it differs from ERP and HCM systems.
This category contains pages related to human resource management, the field of managing people in organizations. It includes subcategories, pages, and media on various topics, concepts, and practices of human resource management.