job sharing

(noun)

Job sharing is an employment arrangement where typically two people are retained on a part-time or reduced-time basis to perform a job normally fulfilled by one person working full-time.

Related Terms

Examples of job sharing in the following topics:

  • Cross-Training and Job Sharing

    • Cross training involves workers being trained in tangent job functions, while job sharing involves two people working together on the same job.
    • Mary and Susan job share.
    • Employees who job share frequently attribute their decision to quality of life issues.
    • Studies have shown that net productivity increases when two people share the same 40-hour job.
    • However, there is an inherent challenge in making job sharing work for the rest of the company's stakeholders.

  • Performance Assessment

    • A performance appraisal is done to assess an employee's job performance and productivity on certain preestablished criteria and objectives.
    • "Providing feedback to employees, counseling and developing employees, and conveying and discussing compensation, job status, or disciplinary decisions".
    • A significantly-underperforming employee may be given an performance improvement plan, which details specific goals that must be met to maintain his/her job.
    • Sharing of feedback by a worker's fellow employees and supervisors.
    • The employee is given his chance to share his/her feelings, concerns and suggestions about the workplace as well.

  • Establishing a resonating frame for businesses

    • Top ratings are almost always given to: the cost savings involved, profit potential, market share increases and job security (i.e. the financial aspects of sustainability).

  • Portfolios for Job Searches

    • Employers consider interviews to be their most important tool in selecting workers, and I'll share some thoughts in the next section about maximizing their effectiveness.
    • Yet job interviews clearly yield mixed results.
    • Second, portfolios can enliven and strengthen job selection procedures.
    • 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.

  • Small Businesses and U.S. Jobs

    • While business has seen great consolidation in recent years, the share of employment in small firms has been relatively stable over the past few decades.
    • This tracks with the slight decline in the small-business share of employment during the late 1990s and the leveling off in the 2000s.
    • The small-business share of employment is relatively stable, as shown in the graph above: the bold red line representing all small businesses stays at around 50 to 55% of the total share of employment.

  • Internal equity

    • A job description summarizes the information collected in the job analysis.
    • See http://en.wikipedia.org/wiki/Job_analysis for more information about job analysis.
    • Job evaluation is a process that takes the information gathered by the job analysis and places a value on the job.
    • Job evaluation is the process of systematically determining the relative worth of jobs based on a judgment of each job's value to the organization.
    • The result of the job analysis and job evaluation processes will be a pay structure or queue, in which jobs are ordered by their value to the organization.

  • Definition and statistics

    • However, these fast-growing firms have a disproportionate significance for the increase in the number of jobs.
    • Based on a survey of all start-ups from 1999, the GEM presented the share of high-growth start-ups (see Exhibit 63).
    • Countries in comparison: Share of high-growth start-ups compared to total start-ups.

  • Elements to job design

    • 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.
    • In job design it is necessary to identify and structure jobs in a way so that the company's resources are being efficiently used.
    • Reward systems also play a role in job design.

  • Alternative Philosophies

    • Three alternatives to job specialization are job enlargement, job enrichment, and job rotation.
    • Three alternatives to job specialization are job enlargement, job enrichment, and job rotation.
    • As such, job enrichment has been described as vertical loading of a job, while job enlargement is horizontal loading.
    • Job rotation is a management technique that assigns trainees to various jobs and departments.
    • Evaluate job enlargement, job enrichment, and job rotation as solutions to the problems of specialization

  • The Benefits of Communism

    • Every citizen can keep a job.
    • In a communist system, people are entitled to jobs.
    • Because the government owns all means of production, the government can provide jobs for at least a majority of the people.
    • If the citizens abide by these laws, this leads to a harmonious spirit of sharing one goal.
    • Work, responsibility, and rewards are shared equally among the citizens.