What a person does at work to satisfy an employer's needs and expectations in exchange for pay. A job consists of responsibilities, duties, and tasks that are defined and can be accomplished, measured, and rated. It is used as an employment tool for classifying work and for selecting employees.
A device designed for use on the job and providing guidance on the performance of a specific task or skill. May be printed or on-line. Used in situations where it is not feasible or worthwhile to commit the procedure to memory before on-the-job activity. Often these are paper-based and posted on the wall in plain sight or in a small reference notebook. They can also be, decals, manuals, cards, etc.
Breaking down the complexity of a person's job into logical parts such as duties and tasks. It identifies and organizes the knowledge, skills, and attitudes required to perform the job correctly. This is accomplished by gathering task activities and requirements by observation, interviews, or other recording systems.
A formal statement of duties, qualifications, and responsibilities associated with a job.
An increase in the number of tasks that an employee performs. It is associated with the design of jobs to reduce employee dissatisfaction.
An increase in the number of tasks that an employee performs and an increase in the control over those tasks. It is associated with the design of jobs and is an extension of job enlargement.
Instruction that is delivered in advance of when a person might need to use it. It is typical of most traditional training that seeks to ensure that people have the knowledge and skills they need before they begin a job.
A method of providing training when it is needed. Its advantages are:
Created April 4, 2005. Updated August 7, 2010.