| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "JOB DESCRIPTIONS": |
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Job Descriptions, 2002.
Explains why job descriptions are such important tools for human resource managers.
2,034 words (approx. 8.1 pages), 10 sources, MLA, $ 64.95
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Abstract
The job description is a concise, complete, organized outline and description of the tasks, priorities and time allocations of a particular position, often accompanied by designation of the competencies and skills required by the work. The paper shows that rather than merely describing the manner in which a job is being done at the moment, it should describe the manner in which the job should be done. Job descriptions can be created prior to a position being activated or can be produced for existing jobs. The paper shows that in their most complete forms, job descriptions are one of the most valuable tools Human Resource (HR) managers possess and, if properly executed, published, and comprehended, can be of equal value to managers and employees throughout the organization.
From the Paper
"Job analysis typically produces a great deal of information--all of which is not directly applicable to the job description. But since the purpose of the description is to provide a basic source of information, on which employees, supervisors, senior management, and the HR specialist can draw, the larger knowledge base produced by job analysis is entirely desirable. As Siegel notes, as many as 14 different types of data might be assembled in job analyses, including government-mandated licensing or training, professional standards, job responsibilities, environmental information, identification of outputs (products and services), specific machinery and equipment employed, work performance standards, physical job demands, elemental motions, activities, trait requirements (knowledge, skills, abilities and personal attributes), and examples of outstanding or inferior performance in the position (Siegel 12)."
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Job Descriptions, 2000.
An examination of hte importance of job descriptions from corporate andemployee perspectives, includes creation, revising, flexibility, uses, effectiveness, titles and human resource issues.
1,575 words (approx. 6.3 pages), 10 sources, $ 55.95
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Abstract
The job description is a concise, complete, organized outline and description of the tasks, priorities, and time allocations of a particular position, often accompanied by designation of the competencies and skills required by the work.
From the Paper
"The job description is a concise, complete, organized outline and description of the tasks, priorities, and time allocations of a particular position, often accompanied by designation of the competencies and skills required by the work. But, rather than merely describing the manner in which a job is being done at the moment, it should describe the manner in which the job should be done. Job descriptions can be created prior to a position being activated or can be produced for existing jobs (often with a combination of incumbent self-report, supervisor input, and administrative contributions and control). They can be the result of extensive job analysis or they may be less formally prepared. But, in their most complete forms, job descriptions are one of the most valuable tools Human Resource (HR) managers possess and, if properly executed, published, and..."
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Job Turnover and Job Satisfaction, 2000.
A research design to determine if increasing job satisfaction among technological professionals reduces turnover rate.
2,250 words (approx. 9.0 pages), 7 sources, $ 79.95
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Abstract
A research design is described and explained for an intervention the objective of which is to reduce the turnover rate among technological professionals through enhancing the job satisfaction of such personnel. This description and explanation is presented within the contexts of (1) a description of the intervention, (2) the goal and objective of the intervention, (3) the target population for the intervention, (4) the stage of development of the intervention, (5) the purpose of this evaluation, (6) the evaluation design, (7) the sampling process, (8) the dependent and indepe
From the Paper
"Research Design: Reducing Turnover Through Enhancing Job Satisfaction At CCMP
Introduction
A research design is described and explained for an intervention the objective of which is to reduce the turnover rate among technological professionals through enhancing the job satisfaction of such personnel. This description and explanation is presented within the contexts of (1) a description of the intervention, (2) the goal and objective of the intervention, (3) the target population for the intervention, (4) the stage of development of the intervention, (5) the purpose of this evaluation, (6) the evaluation design, (7) the sampling process, (8) the dependent and independent variables, (9) the levels of measurement for the variables, and (10)..."
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Job Analysis, 2002.
This paper examines methods for performing job analysis, considers job specifications and requirements, identifies key approaches to job design, and looks at job descriptions from both traditional and modern perspectives.
1,187 words (approx. 4.7 pages), 5 sources, MLA, $ 40.95
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Abstract
Managing human resources is a challenge in today's dynamic business environment. New approaches to traditional tasks have been implemented to help human resource professionals. This paper gives the tools to aid businesses in approaching job analysis and design, and to work to develop job descriptions which are integrated with the company's overall goals and objectives in order to increase productivity.
From the Paper
"There are typically three different methods used in job analysis: task, behavioral and ability (Milkovich & Newman, 1996, p. 78). Task data focuses on the fundamental units of work with an emphasis on the purpose of each task. Task data must be developed for each job individually since the purpose behind each task varies from job to job. Thus a programmer might "consult with engineers to determine program specifications" in a task environment, but the engineer might "consult with programmers to develop specifications". In both cases, both the purpose and the task are specific to the job and cannot be substituted."
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Job Analysis, 1999.
Examines methods for analyzing jobs, job specifications and requirements, job design, traditional and modern job descriptions.
1,350 words (approx. 5.4 pages), 5 sources, $ 47.95
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Abstract
Jobs are the building blocks which build organizations. The interrelationships among jobs forms the complex structures of the largest organizations and even small companies depend on each individual performing his or her job appropriately in order to accomplish the company's goals and objectives.
From the Paper
"Jobs are the building blocks which build organizations. The interrelationships among jobs forms the complex structures of the largest organizations and even small companies depend on each individual performing his or her job appropriately in order to accomplish the company's goals and objectives. Despite the importance which jobs hold to the success of an organization, surprisingly little consideration goes into analyzing and evaluating jobs within many organizations. This research examines methods for performing job analysis, considers job specifications and requirements, identifies key approaches to job design, and looks at job descriptions from both traditional and modern perspectives."
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Management Administrative Assistant, 2007.
An analysis of a job description for management administrative assistant within a company.
771 words (approx. 3.1 pages), 5 sources, MLA, $ 27.95
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Abstract
This paper provides documentation describing four functions: job analysis, selection, orientation and training relative to the position of management administrative assistant. The documentation begins with an overview of the job analysis process. It then describes the remainder of the process for this job description and concludes with discussing ways to determine how well an employee meets each of the milestones.
Table of Contents:
Executive Summary
Description of Job Analysis
Tips for Selection
Script for Orientation
Training Proposal
From the Paper
"The HR department encourages ongoing education and employee development in the form of continuing education, job shadowing and cross-training (Fine, 1999). These opportunities allow employees the chance for advancement in their careers. One month after entering this position, the employee will have one-on-one training with their supervisor reviewing their job description and assessing whether the employee is currently meeting all requirements of the job. If not, the supervisor will work with the employee to determine an appropriate training tool to enable the employee to work more efficiently. One year after entering the position, the employee will undergo a full performance evaluation that will identify continuous training needs. Sexual harassment training is offered and required of all employees at a group meeting at the end of the year (Ferris, Frink & Galang, 1993)."
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Human Resources, 2002.
An overview of various issues concerning human resources such as benefits, job descriptions and job analysis.
1,400 words (approx. 5.6 pages), 5 sources, $ 53.95
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Abstract
This piece is a brief analysis of some of the factors affecting human resources. Utilizing several sources, four of which are Internet-based, the paper focuses on how labor unions helped establish employee benefits. Then the author discusses how the job market became information-based and, due to a lack of technology, a shortage of workers has allowed job seekers to become very selective in choosing jobs. Work has also become specialized, and job descriptions have become very detailed in order to attract the right kind of candidate. Also, the art of job analysis has become highly sophisticated as a means of both ensuring proper selection for a position and ensuring that the position fits in with the goals of the organization.
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Certified Public Accountants, 2004.
An overview of the job description of a Certified Public Accountant (CPA).
1,397 words (approx. 5.6 pages), 4 sources, MLA, $ 46.95
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Abstract
This paper discusses the job done by a CPA , Certified Public Accountant. The paper presents the educational requirements necessary for pursuing a career as a CPA and outlines the average salaries earned by accountants. The paper provides an outlook for the future of the accountant's job description with regard to technological advancements.
From the Paper
"Certified Public Accountants (CPAs) are found in many walks of life. They are the well-paid and often highly publicized (albeit sometimes for the wrong reasons) Chief Financial Officers (CFOs) of major corporations and advisors to smaller neighborhood businesses (CPA.net., 2004). They work for both large and small public accounting firms, and are typically well-respected strategic business advisors and decision-makers. CPAs also act as business consultants on many issues, including taxes and accounting. Public accountants perform a variety of accounting, auditing, tax, and consulting activities for their clients, who include corporations, governments, nonprofit organizations, or individuals (U.S. Department of Labor Bureau of Labor Statistics, 2004). For instance, some CPAs concentrate on tax matters, such as helping companies understand the tax advantages and disadvantages of their business decisions and preparing individual income tax returns. Others serve as consultants in areas such as compensation or employee healthcare benefits, the development of accounting and data processing systems, and the selection of controls to protect assets. Others may audit clients' financial statements and report to investors and authorities that the statements have been properly prepared and reported. CPAs' usually either have their own businesses or work for public accounting firms."
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God's Wrath on Job, 2005.
Why do bad things happen to bad people? An analysis of God's willingness to test Job, as well as Job's willingness to remain faithful.
955 words (approx. 3.8 pages), 1 source, MLA, $ 33.95
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Abstract
In allowing Satan to take all that Job possesses, but not to physically harm him, God takes from Job everything he holds dear, his family, his wealth, his integrity, his dignity, leaving him wounded to deliberate his faith. This paper explains, however, that Job does not deliberate his faith, only God's intention. Throughout his trials and suffering, Job denies his right to blame God. This is the first temptation. Job passed this test by never blaming God. He verbally admits that God gave him all things, so it's God's right to take these things away.
From the Paper
"In Job's closing monologue he unwaveringly maintains his righteousness, setting himself apart from the enemies of God and their punishment. The dialogue displays the common understanding that the friends maintain: God prospers the righteous and punishes the wicked. Job, apparently showing his superior faith, argues that suffering is hidden in the sovereignty of God; however he still yearns for an explanation."
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Job Satisfaction and Productivity in Nursing, 2005.
Defines job satisfaction and looks at how job satisfaction and productivity relate to nursing retention.
1,224 words (approx. 4.9 pages), 6 sources, APA, $ 41.95
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Abstract
This paper examines job satisfaction in nursing and the health care field. Once the definition of job satisfaction is determined, the paper examines how to improve one's personal satisfaction in the nursing field by examining why someone chooses the nursing profession and why they choose to stay. Productivity is then examined to determine how it affects job satisfaction.
From the Paper
"The future health care work environment will pose some significant challenges for employers and employees" (p.17). Job satisfaction, motivation, productivity, and retention are important in any profession. Nurses believe it is uncommon for the profession to experience these problems because of the current nursing shortage in the United Sates. Many nurses feel blessed to have chosen a profession that gives them personal and professional satisfaction everyday, and not in the monetary sense. Motivation and productivity is an economic aspect in the nursing profession."
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Jung on Job, 2002.
Discusses psychologist/philosopher, Jung's answer to Job (from the Book of Job) as an indication of his views of suffering.
1,150 words (approx. 4.6 pages), 5 sources, $ 44.95
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Abstract
Jung comments in introducing the Book of Job that it is plain how the people of the Old Testament regarded their God. What concerned him more was the idea carried by his contemporary Christians on this subject. (1976, 527) Jung seems to be saying that Western humanity continues to be haunted by myths of a God that become angry, vindictively attack sinners and show plain preference for the virtuous. (1976, 529) The testing of Job's faith is a very serious business, as described by Jung with occasional references to scripture.
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The Book of Job, 1999.
A critical analysis on the Book of Job from the Old Testament, focusing mainly on the debates between Job and God.
937 words (approx. 3.7 pages), 1 source, MLA, $ 33.95
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Abstract
This paper largely focuses on the debates between Job and God concerning Job's righteousness and the toils he is forced to endure. The essay takes a look at the validity of Job's complaints and the structure of his argument. The critical analysis commentary is supported by many scriptural quotes from the Book of Job.
From the Paper
"Job loses his debate with God, because he attempts to compare his mortal credentials to those of the omnipotent. Job believes that he is justified in questioning the Lord, because he has lived a righteous life. Job does not understand the source of his punishment, and therefore he feels justified in challenging the Lord. Job says, ?I put on righteousness, and it clothed me: my judgment was a robe and a diadem?(Job 29:27-28), and now ?Thou art become cruel to me: with thy strong hand thou opposes thyself against me? (Job 30:33). Job feels that he should be compensated for his righteousness, and cannot understand why the Lord is punishing him. This parallels the common belief that if one is obedient, he should be rewarded. Job disregards the hierarchy of nature, and places himself at the top of the pyramid with the deity. Job expects God to think like a mortal, and his pride, audacity, and ignorance ultimately lead to the renunciation of his challenge."
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Fairness in the "Book of Job", 2003.
An examination of the "Book of Job" and the idea of fairness and the Golden Rule.
1,006 words (approx. 4.0 pages), 5 sources, MLA, $ 35.95
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Abstract
This paper discusses how the treatment of Job in the "Book of Job" violates every principle of fairness and justice. It examines how, over time, we have come to accept a universal definition, or concept of fairness, which has evolved from many different religions into what we now call the Golden Rule. It also looks at Immanuel Kant's Categorical Imperative as a post- Machiavellian idea and its relevance to the Book of Job and attempts to answer the question of why God allows Job to be punished, even though Job represents the most honorable and loyal man.
From the Paper
"In the Book of Job, God, however, uses Job solely as a means. Not only has Job never failed in his obedience to God, but also he has never failed to live by the Golden Rule. Moreover, Job insures that his children are equally obedient and rule abiding: ?Job sent for his children and sanctified them, rising early in the morning and sacrificing a whole-offering for each of them; for he thought that they might somehow have sinned against God and committed blasphemy in their hearts. This he always did? (BOJ 670). God agrees, ?Job was the greatest man in all the East? (670). God says to Satan, ?You will find no one like him on earth, a man of blameless and upright life? (670). It is because of Job?s greatness than God chooses Job to be the victim of Satan?s torturous ?experiment? to prove Job?s selfish intents for serving God."
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There is a Job for You, 2002.
A look at matching job applicants with a suitable job.
870 words (approx. 3.5 pages), 0 sources, MLA, $ 30.95
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Abstract
This three-page paper presents a discussion about matching job candidates with job openings. The writer discusses essential elements such as experience, personality and work history in considering one for employment opportunities.
From the Paper
"When considering a job candidate for a position, there are several things that must be ascertained to make the best selection. The applicant?s work history is an important factor, as it tells the potential employer whether it will be worth the time and effort to invest in training the new employee. If the person has an unfavorable job history, then there is a good chance that the company will invest time and money into the new hire only to have them leave for another job before the company can recoup its funds in work performance. In addition to work history, it is important to consider the applicant?s education. There are two reasons that this is one of the most important considerations in choosing an employee or colleague. The first reason is that the higher the educational background of the applicant, the more skills that person has acquired which will be beneficial to the company. The second reason to view the applicant?s education, is that a person who was self motivated enough to pursue a higher level of education and complete the educational path that they chose; will most likely be self motivated on the job as well. Someone who barely got by with the least amount of education possible might have the same ?slide-by? attitude at work."
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God and Job, 2002.
A discussion of the meaning of suffering in the human relationship with God through analysis of the story of Job.
1,126 words (approx. 4.5 pages), 1 source, MLA, $ 39.95
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Abstract
This paper examines how suffering is part of human existence on earth and how Christians are no exception to the rule. It looks at how when believers suffer, they appear to deny God?s love and find it difficult to hold on to faith in the face of physical, emotional or spiritual turmoil. In order to understand this phenomenon in the believer?s world it looks at how Gustavo Gutierrez examines suffering from the viewpoint of Job in his book "On Job: God-Talk and the Suffering of the Innocent". It examines how Gutierrez describes in detail the stages that Job goes through in his suffering and how Job is the ultimate example of innocent suffering. Despite being completely righteous and faithful, Job suffered because God had confidence in him.
From the Paper
"When Job receives no help from an apparently silent God, or from his non-suffering friends, he turns to his fellow sufferers, and finds new meaning in his circumstances. The meaning that Job finds is in suffering with others. Although he has previously been kind to the poor and the marginalized, he has not known their circumstances first-hand. His experience however puts him on a new level of understanding with those who suffer alongside him. This realization is born from Job?s innocence. When he finds no meaning in temporal retribution, his thoughts turn to the wicked and the reasons for their prosperity. Seeing this as proof that temporal retribution is not applicable to his case, Job finds a better reason for his suffering."
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