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  2. Recruitment - Wikipedia

    en.wikipedia.org/wiki/Recruitment

    Recruitment is the overall process of identifying, sourcing, screening, shortlisting, and interviewing candidates for jobs (either permanent or temporary) within an organization. Recruitment also is the process involved in choosing people for unpaid roles .

  3. Swimlane - Wikipedia

    en.wikipedia.org/wiki/Swimlane

    The swimlane flowchart differs from other flowcharts in that processes and decisions are grouped visually by placing them in lanes. Parallel lines divide the chart into lanes, with one lane for each person, group or sub process. Lanes are labelled to show how the chart is organized.

  4. Staffing - Wikipedia

    en.wikipedia.org/wiki/Staffing

    Staffing is the process of finding the right worker with appropriate qualifications or experience and recruiting them to fill a job position or role. [1] [2] Through this process, organizations acquire, deploy, and retain a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness. [3]

  5. Responsibility assignment matrix - Wikipedia

    en.wikipedia.org/wiki/Responsibility_assignment...

    In business and project management, a responsibility assignment matrix [1] (RAM), also known as RACI matrix [2] (/ ˈ r eɪ s i /; responsible, accountable, consulted, and informed) [3] [4] or linear responsibility chart [5] (LRC), is a model that describes the participation by various roles in completing tasks or deliverables [4] for a project or business process.

  6. Event-driven process chain - Wikipedia

    en.wikipedia.org/wiki/Event-driven_Process_Chain

    An event-driven process chain (EPC) is a type of flow chart for business process modeling. EPC can be used to configure enterprise resource planning execution, and for business process improvement. It can be used to control an autonomous workflow instance in work sharing.

  7. Job analysis - Wikipedia

    en.wikipedia.org/wiki/Job_analysis

    The DACUM process developed in the late 1960s has been viewed as the fastest method used, but it can still can take two or three days to obtain a validated task list. Observation: This was the first method of job analysis used by I-O psychologists. The process involves simply watching incumbents perform their jobs and taking notes.

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