job specification

(noun)

the criteria required to be filled by an employee

Related Terms

  • Cross-training
  • job sharing
  • featherbedding

Examples of job specification in the following topics:

  • Defining Job Satisfaction

    • 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)
  • Employee Recruitment

    • 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.
  • 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.
    • 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.
  • Defining Job Design

    • 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).
  • Scheduling Work

    • 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.
  • Brief history of traditional approaches to job design

    • 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.
  • Tactics for Improving Fit

    • 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.
  • Portfolios for Job Searches

    • 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.
  • Training

    • 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.
  • Types of Unemployment: Frictional, Structural, Cyclical

    • 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.
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