翻訳と辞書
Words near each other
・ Job control (computing)
・ Job control (Unix)
・ Job control (workplace)
・ Job Control Language
・ Job Corps
・ Job costing
・ Job Creation and Worker Assistance Act of 2002
・ Job creation index
・ Job creep
・ Job de Roincé
・ Job de Ruiter
・ Job Dean Jessop
・ Job Definition Format
・ Job demands-resources model
・ Job description
Job description management
・ Job design
・ Job Dischington Bødtker
・ Job Dragtsma
・ Job Durfee
・ Job E. Stevenson
・ Job Eagles Stone
・ Job Edward Lousley
・ Job embeddedness
・ Job enlargement
・ Job enrichment
・ Job Entry Subsystem 2/3
・ Job evaluation
・ Job fair
・ Job Fair (The Office)


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Job description management : ウィキペディア英語版
Job description management
〔HRTMS Inc. http://www.hrtms.com/job-description-management.html〕
Job description management is the creation and maintenance of job descriptions within an organization. A job description is a document listing the tasks, duties, and responsibilities of a specific job. Having up-to-date, accurate and professionally written job descriptions is critical to an organization’s ability to attract qualified candidates, orient & train employees, establish job performance standards, develop compensation programs, conduct performance reviews, set goals and meet legal requirements.
== Process ==
Prior to the development of the job description, a job analysis must be conducted. Job analysis, an integral part of HR management, is the gathering, analysis and documentation of the important facets of a job including what the employee does, the context of the job, and the requirements of the job.
Once the job analysis is complete, the job description including the job specification can be developed. A job description describes the activities to be performed and a job specification lists the knowledge, skills and abilities required to perform the job. A job description contains several sections including an identification section, a general summary, essential functions and duties, job specifications, and disclaimers and approvals.
Job descriptions are then used to develop effective EEO/ADA, HR planning, recruiting, and selection initiatives; to maintain clear continuity between compensation planning, training efforts, and performance management; and to identify job factors that may contribute to workplace safety and health and employee/labor relations.

抄文引用元・出典: フリー百科事典『 ウィキペディア(Wikipedia)
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