The procedures for determining the tasks that make up a job, and the skills, abilities, and responsibilities an employee needs to do the job.
2.
Job depth
The relative freedom that a jobholder has in the performance of assigned duties.
3.
Job description
A statement that furnishes information about a job's duties, technology, conditions, and hazards. Data for preparing the description come from the job and analysis.
4.
Job enlargement
A form of despecialization in that the number of tasks performed by the employees is increased. The increase in tasks theoretically makes the job more interesting and challenging. Consequently work becomes more psychologically rewarding.
5.
Job enrichment
Suggested formally by Herzberg, this involves building into individual jobs greater scope for personal achievement, recognition, and responsibility. It is concerned with strengthening the motivational factors and only incidentally with maintenance.
6.
Job evaluation
Attaching a dollar value to a job so that comparisons of jobs on the basis of value can be made.
7.
Job evaluation system
A process used to determine the relative value of jobs within the organization.
8.
Job rotation
The procedure of moving a worker from one work station to another to minimize boredom.
9.
Job scope
The relative complexity of the assigned task as reflected by its cycle time.
10.
Job specification
A statement derived from the job analysis about the human qualifications needed to perform the job.
