Examples of job specification in the following topics:
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- Job satisfaction is the level of contentment a person feels regarding his or her job.
- Job satisfaction falls into two levels: affective job satisfaction and cognitive job satisfaction.
- Affective job satisfaction is a person's emotional feeling about the job as a whole.
- Cognitive job satisfaction is how satisfied employees feel concerning some aspect of their job, such as pay, hours, or benefits.
- The work itself (i.e., job specifics such as projects, responsibilities)
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- Job analysis involves determining the different aspects of a job through, for example, job description and job specification.
- The former describes the tasks that are required for the job, while the latter describes the requirements that a person needs to do that job.
- Screening and selection is the process of assessing the employees who apply for the job.
- Methods of screening include evaluating resumes and job applications, interviewing, and job-related or behavioral testing.
- Internet job boards and job search engines are commonly used to communicate job postings.
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- Job design is critical to the success of any organization.
- For our purposes job design is defined as the allocation of specific work tasks to individuals and groups (Schermerhorn, Job Design Alternatives, 2006).
- In order to better understand job design it is helpful to define some key elements and their relationship with job design processes.
- Resource Allocation occurs when organizations decide to appropriate or allocate certain resources to specific jobs, tasks or dilemmas facing the organization.
- Reward systems also play a role in job design.
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- Job design is the allocation of specific work tasks to individuals and groups.
- To understand job design, it is helpful to identify some key elements and their relationship with job design processes.
- Resource allocation occurs when an organization decides to appropriate or allocate certain resources to specific jobs, tasks, or dilemmas facing the organization.
- In job design, it is necessary to identify and structure jobs in a way that uses the company's resources efficiently.
- It represents a model of a job design with a specific application (instruction).
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- Job design is the allocation of specific work tasks to individuals and groups, in line with the company's general direction and strategy.
- Job design is defined as the allocation of specific work tasks to individuals and groups (Schermerhorn, Job Design Alternatives, 2006).
- In job design, it is necessary to identify and structure jobs in a way that the company's resources are being efficiently used.
- Resource Allocation occurs when organizations decide to appropriate or allocate certain resources to specific jobs, tasks or dilemmas facing the organization.
- Reward systems also play a role in job design.
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- Frederick Taylor developed this theory in an effort to develop a "science" for every job within an organization (Taylorism).
- In regards to this theory employers are encouraged to design jobs that enhance and motivate employees beyond simply meeting a daily or weekly quota.
- Simple recognition is often enough to motivate employees and increase job satisfaction (Herzberg's Motivation-Hygiene Theory).
- More effective jobs can be created when specific goals are established.
- If a company wants to implement goal setting theory with regards to job design than a reasonable job criteria and description must be established.
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- The basis for improving fit between the employee and the job is striking a balance between job design and individual—crafting the job in such a way that it complements the employee's individual skills, aspirations, personality, and attributes.
- As a result, flexibility to tailor the job design for both organizational effectiveness and employee job satisfaction is a significant, ongoing part of the job design process.
- Once an individual is hired to perform a specific set of duties, both management and human resources should assist in preparing the individual to accomplish these tasks.
- Job analysis employs a series of steps which enable a supervisor to assess a given employee/job fit and to improve the fit, if necessary.
- A survey should provide dimensions of the job and allow the experts in that specific role to weigh the importance of each component.
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- Specifically, I thought about how I was chosen for the positions I've held and about the times I've participated in selecting other people to work for my employers.
- Yet job interviews clearly yield mixed results.
- They promote conversation between the applicant and the interviewer and permit that conversation to focus on specific, relevant achievements by the applicant.
- Several years ago, administrators in a Job Training Partnership Act (JTPA) program in New York City asked employers what they expected of job portfolios.
- In job-seeking and job-filling, I'd say that they're preparation, preparation, and preparation.
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- The trainee gains knowledge that relates to specific useful competencies in his or her field.
- Training has specific goals of improving one's capability, capacity, and performance.
- These activities are often focused upon, and evaluated against, the job that an individual currently holds.
- On-the-job training has a general reputation as being most effective for vocational work.
- A more recent development in job training is the On the Job Training Plan or OJT Plan.
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- The causes, consequences, and solutions vary based on the specific type of unemployment that is present within a country.
- It is the time period between jobs when a worker is searching for or transitioning from one job to another.
- It occurs when there is a mismatch between the workers and jobs.
- With cyclical unemployment the number of unemployed workers is greater that the number of job vacancies.
- Unemployment occurs when there are more individuals seeking jobs than there are vacancies.