| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "JOB EVALUATION": |
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Job Evaluation, 1999.
Definition, purposes, benefits to business, implementation, criteria and method selection. Includes a four-page Appendix on pay equity.
2,250 words (approx. 9.0 pages), 1 source, $ 79.95
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Abstract
Job evaluation is a process that serves the needs of the compensation system in a company by determining the relative value of one job in relation to another. The basic purpose of job evaluation is to eliminate pay inequities which may exist because of illogical pay structures.
From the Paper
"INTRODUCTION
Job evaluation is a process that serves the needs of the compensation system in a company by determining the relative value of one job in relation to another. The basic purpose of job evaluation is to eliminate pay inequities which may exist because of illogical pay structures, such as might develop over time if care is not taken in how compensation is determined. Job evaluation programs are generally administered by the human resource department and is usually conducted by committee. The jobs people have are major determinants of the amount of financial compensation they will receive, and organizations pay for the value attached to certain duties, responsibilities, and other job-related factors, such as working conditions. The relative worth of jobs is usually determined through a ..."
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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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Employee Evaluation vs. Performance Appraisal, 2006.
This paper focuses on the importance of employee evaluations and performance appraisals in the workplace while also discussing the differences between the two.
2,278 words (approx. 9.1 pages), 3 sources, MLA, $ 70.95
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Abstract
This paper defines an employee's performance appraisal as a formal, structured system that compares employee performance to established standards set up by the managing staff in the workplace. This paper discusses the manner in which both appraisal and evaluation of job performance are shared with the employees. The writer of this paper contends and explains why employee appraisals are beneficial not only to the organization but to the employee as well. This paper, presented from the writer's personal point of view, details the various elements in a performance appraisal which are specifically tailored to the organization's employees, jobs and structure. This paper examines the various research studies done on this particular subject while also detailing the results and findings of these studies. This paper also includes an annual performance review form with detailed instructions on how to effectively appraise one's employment performance.
From the Paper
"Some experts in human resources or management say that performance reviews are a waste of time, since they only create confusion and ill will. They believe that nstead of annually, evaluations should be part of the everyday routine--reviewing what is being done, has been accomplished and still needs to be acted on. That would be great if everyone had the opportunity to meet for a few minutes each day. However, with the amount of work and everyone's busy schedules, this is impossible. As I noted above, it would be nice to meet formally more often, but every day or even once a week is unrealistic. Overall, I believe that the performance reviews help both the company and the employee if used correctly. The company has the opportunity to lead the personnel in the direction that will provide the best support."
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Health Program Evaluation, 2002.
A summary of ethical obligations which should be observed by evaluators for Health Programs.
630 words (approx. 2.5 pages), 3 sources, MLA, $ 22.95
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Abstract
The paper shows that the people who evaluate health programs should be equipped to tackle ethical and moral problems at all junctures of their job. The paper provides a list of obligations which an evaluator should observe, such as attentive listening and thorough investigation.
From the Paper
"Demand services that are uniform with the existing need to ascertain that the level of care, service type, and service intensity asked for are in total consideration of the actual needs of the health program. However, additional requests can be made, subject to unanticipated expansion. It is not proper to overstate a request, be it in expectation of gaining a cushion or a fractional denial. An evaluator must handle the present needs without supporting any service reliance that is not necessary."
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An Evaluation of Training Effectiveness, 1999.
This paper is a complete research project on the effectiveness of employee training at a duty-free store in Windsor, Canada.
5,355 words (approx. 21.4 pages), 2 sources, APA, $ 132.95
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Abstract
This paper states that the most important relationship for a store to maintain is the relationship between the employees and the public; therefore, the store should evaluate the training of its employees. This paper describes, in detail, the entire research project, which used a questionnaire and basic statistical analysis, and the outcomes of the questionnaire. The author concludes that, although the participants rated the training program as only ?moderate?, the program does fulfill its basic purpose of training the employees to perform the various jobs within the store. Attractive presentation.
Table of Contents
Introduction
Research Objectives
Methodology
Participants
Research Design
Sampling Procedures
Variables and Measures
Data Collection Procedures
Data Analysis
Overall Assessment of the Training
Length of Initial Training Program
Retail Experience
Sales Training
Results to Open Ended Questions
Results of Cross Tabs
Overall Assessment of Training
Length of Initial Training Program
Effectiveness of Individual Training
Value of the assignment of a co-worker
Number of Sales Training Programs
Discussion
Limitations to the Study
Conclusions and Recommendations
Summary
Questionnaire With Measurement Requirements
Questionnaire
From the Paper
"The most important relationship for the store to maintain is its relationship between the employees and the public. The employees represent the major link between the store and the public; therefore, it is in the store?s best interest to ensure its employees are highly trained and oriented towards customer?s needs. Ambassador Duty Free is in direct competition with the duty free store at the tunnel. Providing employees with effective training and product knowledge will improve their customer service skills and encourage customers to patronize the store."
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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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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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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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Evaluating Teacher Effectiveness, 2005.
This paper is a research proposal to develops an instrument to evaluate teacher effectiveness at a Christian elementary school.
14,550 words (approx. 58.2 pages), 31 sources, APA, $ 249.95
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Abstract
This paper explains that several evaluation instrument models will be researched, reviewed and tailored to meet the needs of the Christian elementary school. Currently, teachers are given verbal feedback, individually or during a faculty conference, on their job performance, but there is no documented evidence that the feedback was given. The author points out that teacher evaluation is a powerful tool for improving teacher effectiveness; given the importance of teacher quality for improving student achievement, teacher assessment has emerged as an important tool in improving education. The paper relates that the research will utilize the development method, a study implemented with the goal of resolving problems or answering questions, which apply to one location without the intention of applying the results to another setting.
Table of Contents
Introduction
Setting of the Study
Researcher's Role
Statement of the Problem
Research Questions
Delimitations
Limitations
Reliability and Validity of the Data
Purpose of the Study
Background and Significance of the Study
Overview of the Study
Review of the Literature
Teach for America Performance Assessment Instrument
California Standards for the Teaching Profession
Methodology
Research Design and Approach
Population and Sample
Collection and Tabulation of Data
Data Analysis Procedure
Potential Outcome
Evaluation Instrument
From the Paper
"Principals are involved in every aspect of the school's operations; from assigning students to classes, to evaluating teachers, to enforcing rules. The principal is the school leader and sets the tone for the school climate. According to Clark (1999), most principals see themselves as facilitators of learning and teaching. Besides advocating for what is best for children, the principal's role includes supporting the professional development of the teachers. Given the importance of teacher quality for improving student achievement, teacher assessment has emerged as an important tool in improving education. According to Rabinowitz and Ananda (2001), teacher assessment also serves to further dialogue about what is considered good teaching practice."
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On-the-job Performance Appraisal, 1985.
This paper discusses the problem of supervisor evaluation in the workplace and the effects of these evaluations on performance: Strengths and weaknesses, manager attitudes, employee expectations and responses, communication, counseling and rewards.
2,250 words (approx. 9.0 pages), 5 sources, $ 79.95
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From the Paper
"This paper focuses on the problem of supervisor evaluation in the workplace and the effects of these evaluations on human behavior. The significance of the problem is given in the form of a problem statement, followed by a brief review of the strengths and weaknesses of the evaluation or performance appraisal process. Of central interest is the reactions of individuals to performance reviews. The effects of supervisor evaluation on productivity are also examined.
What is the performance evaluation process? This phrase typically refers to the formal process or act of measuring how well an employee has handled assigned duties and responsibilities during a given period of time. Performance assessments are ... "
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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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