91) Job enlargement refers to redesigning jobs in a way that increases responsibility and achievement.
92) In reengineered business processes, workers tend to become collectively responsible for overall results rather than individually responsible for just their own tasks.
93) Many job analysts and employers assert that in today's work environment, job descriptions based on lists of job-specific duties inhibit the worker flexibility that companies need.
94) Competencies are observable and measurable behaviors, and organizations are required to define competencies based on quantifiable standards developed by the Department of Labor.
95) Competency-based job analysis is more worker-focused than traditional job analysis.
96) Competency-based job analysis focuses on the knowledge, skills, and behavior of a worker rather than the tasks associated with a particular job.
97) British Petroleum implemented a competency-based skills matrix for its employees. As a result, employee training, appraisals, and rewards relate to the skills and competencies a worker needs to accomplish the goals of the firm.
98) ABC Widgets, Inc. wants to develop a high-performance work system, so its HR department should most likely develop traditional job descriptions rather than competency-based job descriptions.
99) Writing a competencies-based job description typically involves compiling a list of job duties.
100) Effective talent management focuses on developing employee competencies that align with strategic goals.
