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Relevant bibliographies by topics / Job description

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Academic literature on the topic 'Job description'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 July 2024

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Journal articles on the topic "Job description"

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O'Keeffe, K. A. "Job description — description of jobs." Psychiatric Bulletin 13, no. 9 (September 1989): 511. http://dx.doi.org/10.1192/pb.13.9.511-a.

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Ahmed Awan, Malik Nabeel, Sharifullah Khan, Khalid Latif, and Asad Masood Khattak. "A New Approach to Information Extraction in User-Centric E-Recruitment Systems." Applied Sciences 9, no. 14 (July 17, 2019): 2852. http://dx.doi.org/10.3390/app9142852.

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In modern society, people are heavily reliant on information available online through various channels, such as websites, social media, and web portals. Examples include searching for product prices, news, weather, and jobs. This paper focuses on an area of information extraction in e-recruitment, or job searching, which is increasingly used by a large population of users in across the world. Given the enormous volume of information related to job descriptions and users’ profiles, it is complicated to appropriately match a user’s profile with a job description, and vice versa. Existing information extraction techniques are unable to extract contextual entities. Thus, they fall short of extracting domain-specific information entities and consequently affect the matching of the user profile with the job description. The work presented in this paper aims to extract entities from job descriptions using a domain-specific dictionary. The extracted information entities are enriched with knowledge using Linked Open Data. Furthermore, job context information is expanded using a job description domain ontology based on the contextual and knowledge information. The proposed approach appropriately matches users’ profiles/queries and job descriptions. The proposed approach is tested using various experiments on data from real life jobs’ portals. The results show that the proposed approach enriches extracted data from job descriptions, and can help users to find more relevant jobs.

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Neher, Jon O. "Job description." Evidence-Based Practice 19, no. 7 (July 2016): 3. http://dx.doi.org/10.1097/01.ebp.0000541245.04505.81.

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Ive, V. A. "Job description." Nursing Standard 2, no. 31 (May 7, 1988): 37. http://dx.doi.org/10.7748/ns.2.31.37.s77.

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Kim, Yuna, and John S. Talbott. "Marketing social selling jobs: a re-labelling strategy." Marketing Intelligence & Planning 36, no. 1 (February 5, 2018): 2–16. http://dx.doi.org/10.1108/mip-03-2017-0056.

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Purpose The purpose of this paper is to investigate whether communicating recent changes in the sales profession, shifting from a performance-focused model to a customer need-focused model, to job candidates by re-labeling job descriptions can increase job candidates’ interest in pursuing sales jobs. Design/methodology/approach Two experiments using job candidates (undergraduate business students) were conducted at two public US universities to examine: whether job candidates use job title or job description to determine their interest in pursuing jobs and whether terminology used in the job description affects job candidates’ interest in pursuing sales jobs. Findings Results show that job candidates’ interest in pursuing jobs are affected by job titles more than the actual job responsibilities. Further, job candidates’ interest in pursuing sales jobs is affected by terminology used in the job descriptions, where customer need-focused (selling-focused) terminology increases (decreases) interest in pursuing a sales job. Practical implications Sales jobs have been recognized as one of the hardest job positions to fill. Results from this paper can help recruiters develop effective strategies to improve job candidates’ interest in pursuing sales jobs, especially the emerging social selling jobs. Originality/value Contrary to most extant research that investigates resistance toward sales jobs by examining job candidates’ idiosyncratic characteristics, this paper adopts a branding and consumer learning perspective and examines how job candidates’ interest in pursuing a job is influenced by their ability or willingness to process job information.

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Pató, Beáta Sz G. "The 3D job description." Journal of Management Development 34, no. 4 (April 13, 2015): 406–20. http://dx.doi.org/10.1108/jmd-11-2013-0151.

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Purpose – The purpose of this paper is to present the necessary accessories for creating a job description, through a model. The model concentrates on the person and a job description document, which is capable of connecting and synchronising the organizational goals. The author introduces a tool that assists in creating job descriptions. Design/methodology/approach – In the present paper the author integrates the conclusions of the authors on the subject and her own research results, on the basis of which she creates a three dimensional (3D) job description model. This 3D model could be used as a resource in the human resource development field. Findings – The elements of the resulting job description document: the method specific accessories of the job descriptions. The content specific accessories of the job descriptions. The person specific accessories of the job descriptions. Research limitations/implications – The 3D job description, which is presented in the study, was preceded by the development of a general model. The very first application of the general model was in connection with competence tests, which have gained popularity lately. Competences can be classified in different ways. Each aspect of classification corresponds to a face of a tetrahedron, five of which comprise the model. This model is also adaptable for other kinds of research used at research centres, educational institutions and companies. Practical implications – The 3D job description being presented was developed as a special, multi-dimensional data model. The model allows us to discover and present the causal relationships and the connections between the parts and the whole of job description elements. It demonstrates the interacting factors clearly due to the fact that the tetrahedrons can be rolled over one another, and it is adaptable for the mapping of the connections between these factors. Social implications – The model is capable of defining the central elements. In this case, the people and the organization of work are in the centre. The 3D job description is adaptable for modelling by the exploration of logical links, so it can show what kind of “whole” is generated by the given elements and what parts it consists of. Therefore the model can be interpreted as a network of connections, which is capable of illustrating the vertical and horizontal structure, due to the special form of tetrahedrons. The model is perfect for the demonstration of the connections between contents on the faces of the tetrahedrons, due to their form and movability. Originality/value – The elaboration and presentation of the general model, protected by design patent (90 806 D0500121) in Hungary, was stimulated by the fact that during different kinds of research and analyses it is an important task to explore the influencing factors, elements and their connections. This is of primary importance especially at the early stage of research and analysis, because the negligence of these in the early stages results in the fact that those particular factors can be taken into account only during a repeated analysis.

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Кириллов and Andrey Kirillov. "Modern Approach to Drawing Up Job Descriptions." Management of the Personnel and Intellectual Resources in Russia 4, no. 5 (October 19, 2015): 78–82. http://dx.doi.org/10.12737/14962.

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The article defines the place of job descriptions in the system of personnel management, formulated and disclosed such requirements to them as: timeliness, relevance, reliability and objectivity, credibility and validity, completeness, conciseness, targeted, specific, rule of law, the uniqueness and uniformity of terms, precision, clarity (clarity), consistency. The sequence of development documents regulating the activities of the organization shows the relationship of job descriptions and position of the structural unit. The article describes how to design a job description. The main shortcomings of modern domestic job descriptions are revealed. The author presents fragments of job descriptions of various categories of personnel. Ways of enhancing the efficiency of the job description in the modern Russian companies are shown. The article describes ways to create product-oriented job description, definition of job descriptions of key performance indicators and competencies, creating job descriptions from the description of business processes. In conclusion summarizes the main ideas to turn the job descriptions in the foundation of the system of personnel management in the organization.

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Switasarra, Adelia Veneska, and Ririn Diar Astanti. "Literature Review of Job Description: Meta-analysis." International Journal of Industrial Engineering and Engineering Management 3, no. 1 (June 9, 2021): 33–41. http://dx.doi.org/10.24002/ijieem.v3i1.4923.

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A job description document is a formal document that exists in the organization that usually has a formal social structure. Whether it is a small-scale organization to a large-scale organization, every formal organization usually has this document. The study presented in this paper tries to present the summary of the research related to the job description document. In the previous research, there is less attention has been given to explore the role of a job description in the various aspects of decision making in the company. Therefore, the importance and the role of the job description to the company, especially in supporting decision-making in the company, is explored in this study. In this study, we reviewed 43 papers published between 2001 and 2021. Several aspects related to job description such as 1) Definition of the job description; 2) Development of job descriptions; and 3) Benefits of job descriptions based on four reviewed papers are explained. The selected articles are taken from the article database engine: Emerald Insight, Semantic Scholar, Proquest, Science Direct, Elsevier, Springer Link with the keyword "Job Description". The intention of this review is to address the following questions related to (i) in what aspect the research related to job descriptions are conducted; (ii) what the contribution of job descriptions document to the decision-making in the company.

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Pató, Beáta Sz G. "Formal options for job descriptions: theory meets practice." Journal of Management Development 36, no. 8 (September 11, 2017): 1008–28. http://dx.doi.org/10.1108/jmd-01-2016-0019.

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Purpose The purpose of this paper is to present the possibilities of formal and structural appearances of a job description, with correct content, through corporate examples and the result of a research. Design/methodology/approach The author in this paper aims to demonstrate the possibilities of the design of job descriptions, based on more than ten-year-long, intense, empirical research of job descriptions (cca. 1,200 examined and analyzed items). Findings During the research work, a 2D job description sample has been created, mapped from a 3D job description, based on an earlier research. This 2D sample can serve as a good starting point for companies in the creation of new documents. Furthermore, the process of the formal visualization of job descriptions has been described, and structured and semi-structured formal visualization have been illustrated, with corporate examples. Research limitations/implications A well-visualized job description can lead the employee, the employer and the company as well to comprehension and competence, thus job descriptions become one of the tools of HRD visual management. Practical implications The aim is to support the job description writing process, which therefore will lead to a well-formed and well-structured, attractive, “living” document. Originality/value The form and content of a job description, the aims that it serves and the message it conveys really make a difference. 3D job descriptions are under patent design protection in Hungary (Registration Number: 90 806 D0500121).

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Feuer, Louis. "The job description." Case Manager 12, no. 3 (May 2001): 32–33. http://dx.doi.org/10.1067/mcm.2001.115955.

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Dissertations / Theses on the topic "Job description"

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Géblová, Jana. "Job description of an employee in a forwarding company." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-9147.

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Williams, Victor G. "The Information System used During the Job Description Process for New Military Personnel and Its Effect on Job Satisfaction." NSUWorks, 1997. http://nsuworks.nova.edu/gscis_etd/923.

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The purpose of this study was to investigate job satisfaction within the military which resulted from the information system used during the job description phase for new military personnel entering the service. The study was conducted by using 210 new military personnel who entered the United States Army. The participants in the study were divided into three major job classification groups. The three groups were Combat Arms, Combat Service Support, and Service Support. Each participant used either the traditional/current job description process (print and picture s) or an automated information system. The results of the study showed that it was a significant relationship bet ween the traditional/current job description process (print and pictures) and the automated information system. The participants who used the automated information system showed more job satisfaction. A statistical analysis was performed on the internal, external, and overall job satisfaction scores. All scores for the participants who used the automated information system were below the level of significance. The level of significance (alpha) for this study was. 05. The Minnesota Satisfaction Questionnaire was used to obtain the scores used in this study.

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Mokolwane, Shodzani Tina. "The training, employment and job effectiveness description of public relations practitioners in Botswana." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2304.

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Thesis (MTech (Public Relations Management))--Cape Peninsula University of Technology, 2015.
Public relations (PR) is still a generally unexplored terrain in Botswana and many public relations practitioners (PRPs) are therefore experiencing challenges to either obtain worthwhile training and valid and applicable job descriptions or support from management where they are working. This is due to a large misunderstanding of what the profession entails. This career and study discipline certainly seems to be misconceived, misunderstood and misappropriated in many organisations and even in individual managers’ minds. Some of these misconceptions reflect that public relations is not sufficiently separated and distinguished from the other study fields and career descriptions in the discipline of communication studies, such as marketing, journalism, integrated marketing communications, corporate communication, branding, propaganda, publicity and advertising. This is a residual effect of earlier appointments of so-called public relations practitioners as the wine-and-dine attendees on the social circuit of a company who need to make a favourable impression of the business and the people on other stakeholders. There is no formal and professional public relations body in Botswana. The Public Relations Institute of Southern Africa (PRISA) is in the process of establishing a local chapter, which could be the beginning of an answer to the misconceptions about the country’s public relations industry. Qualitative and quantitative research approaches were used to collect data, the questionnaires were self-administered and the researcher carried out interviews. The triangulation method was used as one of the strategies to validate the research results. The total population of the study amounted to 110 participants. Unfortunately not all participants completed and returned the questionnaires, but 89 have completed and returned them, while seven interviewees participated. As for the collection of data, the pilot questionnaires were carried out with 18 participants and the pilot findings formed part of the research findings. For sampling of the population, the purposive or judgmental sample was used, based on the fact that the sample had knowledge on the researched title.

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Little, James. "A Comparison of the Situational and Patterned Behavioral Description Interview in Predicting Job Performance." TopSCHOLAR®, 2000. http://digitalcommons.wku.edu/theses/725.

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The preference for the use of employment interviews over other selection measures is evident in the wide usage, popularity and the vast amount of research on the utility and psychometric properties of interviews over the last 60 years. Although the vast majority of interview research has focused on the factors influencing the interviewer's rating and comparing unstructured to structured interviews formats, little in the way of comparing structured formats (i.e., the situational interview and patterned behavioral description interview) has been performed. This researcher addressed this specific concern in regard to soft-skills in a retail setting. After development of situational and patterned behavioral description interview questions, the validity of both types of interview questions in predicting job performance was measured. Both interview formats had good inter-item and inter-rater reliability. Overall, the situational interview was a better predictor of current "Customer Service" performance and overall year-end performance than the patterned behavioral description interview. The situational interview accounted for significant incremental validity beyond the patterned behavioral description interview for the overall performance data but not for the current "Customer Service" performance.

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Taylor, Nathan O. "Reducing pastoral burnout : a description of the potential causes and percieved [sic] needs of pastors." Virtual Press, 2008. http://liblink.bsu.edu/uhtbin/catkey/1399194.

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Protestant pastors in America are leaders who provide guidance in spiritual matters to millions of people. The demands of their work can be stressful and overwhelming, leading to burnout. Burnout results in some pastors leaving their leadership positions, which has a negative impact on the members of the congregation as well as the pastors themselves. This study's goal was to determine the perceived needs of pastors, in order to prevent burnout, and the kinds of resources they perceive would best meet their needs. This study utilized a qualitative approach in the collection, description, and analysis of data. The results revealed pastors feel over-extended and face unrealistic expectations in their work. Support systems, such as clergy groups may be helpful in combating these. Taking time off, spiritual renewal practices, and exercise are some important practices many of the pastors in this study agreed would be beneficial as well.
Fisher Institute for Wellness and Gerontology

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Jelenová, Lucie. "Analýza podmínek pracovní spokojenosti v PIKE Electronic, spol.s r.o se zaměřením na motivaci pracovníků." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-5006.

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This diploma thesis consists of theoretical and practical parts. The theoretical part reviews some theories of motivation as well as theories of work motivation. Secondly, it describes the relationship between motivation, job satisfaction and performance. Thirdly, there is a description of job satisfaction factors. In the practical part, job satisfaction was analysed in the particular company and a few recommendations to the company management were made. The company situation was revised after ten months and other recommendations to the management were made.

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Fakir, Zaida. "The relationship between career anchors and job satisfaction amongst employees within a leading Retail organisation in the Western Cape." Thesis, University of the Western Cape, 2010. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_7220_1361367676.

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In the current recessionary cycle in which individuals finds themselves, it is interesting to see whether organisations and individuals have changed their strategies or whether they pursued their tried and tested inherent mechanisms of recruitment/work selection. In recessionary times, organisations would usually have a bigger pool to select from whilst employees, in turn, would try to position themselves in a stable work environment. From an organisational perspective, organisations have also undergone major transitions such as downsizing, merges and acquisitions, right sizing, restructuring, and reengineering. These changes have a direct impact on employees&rsquo
level of motivation and job satisfaction (Ellison &
Schreuder, 2000). The concept of a traditional career that an employee occupies for a lifetime performing one type of work in an organisation no longer exists. Instead, employees now work for more than one organisation in their lifetime. These changes entail that employees need to be flexible and adaptive in making career decisions (Schreuder &
Coetzee, 2006). Career anchors can be operationalized as a representation of self- perceived talents, motives, values and abilities that guide employees to make career decisions. Schreuder and Coetzee (2006), are of the opinion that if employees are not familiar with their
career anchors, they could find themselves trapped in work environments that are not satisfactory and would continually be questioning themselves. Suutari and Taka (2004) emphasize the fact that there needs to be a fit between the careers of employees and the work environment. If there is no fit between the career anchors of employees and the work environment then employees are likely to become dissatisfied which may result in a high turnover of staff with a corresponding low productivity rate. This study investigates and explores the phenomenon of career anchors based
on Schein&rsquo
s 1978 career anchor theory and how these career anchors affect employees level of job satisfaction. The Career Anchor Inventory and the Job Descriptive Index were administered to a sample of 154 employees at a leading retail organisation who completed the questionnaires. The results of this research study indicate that there are significant relationships between biographical factors and career anchors as well as between biographical factors and job satisfaction and similarly between typology of career anchors and dimensions of job satisfaction.

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Shirey, Maria R. "Stress and Coping in Nurse Managers: A Qualitative Description." Thesis, Connect to resource online, 2009. http://hdl.handle.net/1805/1866.

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Thesis (Ph.D.)--Indiana University, 2009.
Title from screen (viewed on August 28, 2009). School of Nursing, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Anna M. McDaniel (Chair), Mary L. Fisher, Patricia R. Ebright, Bradley N. Doebbeling. Includes vita. Includes bibliographical references (leaves 140-154).

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Banks, Pierre W. "Exploratory Study of Generational Differences in Facets and Overall Job Satisfaction of a Division in a Multi-state Healthcare Provider." Bowling Green State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1554425954469182.

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Faßauer, Gabriele, Dirk Eckhardt, and Maria Senftleben. "Professionals unter Druck - Analyse und Auswirkungen aktueller Herausforderungen für Ärzte." Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2015. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-170084.

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Im Beitrag werden wesentliche Herausforderungen denen Ärzte als Berufsgruppe aktuell gegenüberstehen aufgezeigt und in Bezug auf ihre Auswirkungen hinsichtlich des traditionellen ärztlichen Berufsbildes diskutiert. Ärzte können dabei als Angehörige einer geradezu klassischen Profession betrachtet werden. So werden im Beitrag allgemeine professionsspezifische Merkmale, wie z.B. die Anwendung hochspezifischen Wissens, der hohe Autonomiegrad in Bezug auf die Durchführung der eigenen Tätigkeit oder die Orientierung an einem „Berufsethos“, auf Ärzte übertragen und spezifiziert. Anschließend werden Herausforderungen in Form 1) der Entwicklung zur Wissens- und Informationsgesellschaft, 2) des demographischen Wandels in Deutschland und insbesondere 3) die aktuellen Tendenzen einer neuen politischen Steuerungslogik von Gesundheitsleistungen erläutert. Dann wird aufgezeigt, dass diese Tendenzen in vielerlei Hinsicht eine Bedrohung für das traditionelle professionelle Berufsbild des Arztes darstellen, indem etwa eine Aushöhlung des ärztlichen Wissensbestandes wahrgenommen werden kann oder die bisherigen Standards des ärztlichen Arbeitsvollzuges hinterfragt werden. Diese Bedrohung äußert sich dabei u.a. in konkreten Handlungskonflikten, denen Ärzte in ihrer alltäglichen Berufspraxis, d.h. im täglichen Umgang mit Patienten, gegenüberstehen. Insofern behandelt der Beitrag zugleich mögliche Auswirkungen auf den ärztlichen Arbeitsvollzug und die Erbringung von Gesundheitsleistungen. Der Fokus richtet sich dabei insbesondere auf die ärztliche Praxis in Krankenhäusern. Letztlich wird hervorgehoben, dass Erkenntnisse über Professionen, professionelle Handlungsmuster und die damit zusammenhänge Steuerungslogik professioneller Leistungen in sogenannten „professionellen“ oder „bürokratisch-professionellen“ Organisationen von genereller Wichtigkeit sind, um die aktuell ablaufenden Veränderungsprozesse in medizinischen Einrichtungen analysierbar und in ihrer sozialen Dynamik als auch ihrer Ergebnisse interpretierbar zu machen
The paper shows that German hospital clinicians are faced with crucial challenges to their professional self-understanding nowadays. For this, clinicians are introduced as professionals by explaining specific characteristics of their occupation, like the knowledge intense activity or the high grade of work autonomy. Further the papers explains that the present challenges express conflicts between the traditional occupational orientation of clinicians and new expectations referring to the manner of clinical work. Three main challenges are to identify 1) the development of a knowledge intensive society, with growing possibilities to get information about disease diagnosis and therapy 2) the demographic change and 3) the partly corresponding changes in the political steering of public health services. The paper points out, that these developments threat traditional professional orientations as they lead to a socially perceived hollowing out of medical knowledge and a change of professional standards of medical performance. It is to highlight that these conflicts cannot only get separated as subjective or psychological problem of clinicians. Moreover these conflicts influence the concrete treatment of patients in hospitals. In this way, the paper delivers insights to analyse, understand and judge present change contents and change dynamics in „professional organizations” and „bureauprofessional organizations”

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Books on the topic "Job description"

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Sostrin, Jesse. Beyond the Job Description. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412.

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The job description handbook. 3rd ed. Berkeley, CA: Nolo, 2013.

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Mader-Clark, Marjorie. The job description handbook. 2nd ed. Berkeley, CA: Nolo, 2008.

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Mader-Clark, Marjorie. The job description handbook. Berkeley, Calif: Nolo, 2006.

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L, Allen Edith, and American Society for Training and Development. Information Center., eds. Job description in HRD. Alexandria, VA: ASTD, 1990.

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Analysts, Working Time, ed. How to prepare a job evaluation job description. 2nd ed. Oxford: Working Time Analysts, 1989.

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Analysts, Working Time, ed. How to prepare a job evaluation job description. Lampeter: Working Time Analysts, 1985.

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Johnson Institute (Minneapolis, Minn.), ed. A job description for parents. Minneapolis, Minn: Johnson Institute, 1991.

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Johnson Institute (Minneapolis, Minn.), ed. A job description for kids. Minneapolis, Minn: Johnson Institute, 1991.

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Executive Compensation Service (U.S.), ed. Position description manual. Ft. Lee, NJ (2 Executive Dr., Ft. Lee 07024): ECS, 1988.

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Book chapters on the topic "Job description"

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Sostrin, Jesse. "Seeing Your “Job-within-the-Job”." In Beyond the Job Description, 61–84. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_6.

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Sostrin, Jesse. "Introduction." In Beyond the Job Description, 1–10. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_1.

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Sostrin, Jesse. "Quantify Your Investment." In Beyond the Job Description, 127–30. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_10.

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Sostrin, Jesse. "The Answer to Overworked and Disengaged." In Beyond the Job Description, 131–37. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_11.

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Sostrin, Jesse. "Create Your Future-Proof Plan." In Beyond the Job Description, 139–60. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_12.

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Sostrin, Jesse. "Your Daily Compass for Solo Navigation." In Beyond the Job Description, 161–68. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_13.

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Sostrin, Jesse. "A Guide to Team Navigation." In Beyond the Job Description, 169–72. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_14.

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Sostrin, Jesse. "Managing to the Hidden Side of Work." In Beyond the Job Description, 173–82. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_15.

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Sostrin, Jesse. "Cultivating Future-Proof Leaders and Organizational Cultures." In Beyond the Job Description, 183–96. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_16.

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Sostrin, Jesse. "The Myth of Your Working Life." In Beyond the Job Description, 11–31. New York: Palgrave Macmillan US, 2013. http://dx.doi.org/10.1057/9781137337412_2.

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Conference papers on the topic "Job description"

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Ahmed, Nabeel, Sharifullah Khan, and Khalid Latif. "Job Description Ontology." In 2016 International Conference on Frontiers of Information Technology (FIT). IEEE, 2016. http://dx.doi.org/10.1109/fit.2016.047.

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"Our New Job Description." In Charleston Conference. Purdue University Press, 2013. http://dx.doi.org/10.5703/1288284315072.

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Alghazal, Mohammed. "Talent Acquisition Process Optimization Using Machine Learning in Resumes’ Ranking and Matching to Job Descriptions." In SPE Middle East Oil & Gas Show and Conference. SPE, 2021. http://dx.doi.org/10.2118/204534-ms.

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Abstract Employers commonly use time-consuming screening tools or online matching engines that are driven by manual roles and predefined keywords, to search for potential job applicants. Such traditional techniques have not kept pace with the new digital revolution in machine learning and big data analytics. This paper presents advanced artificial intelligent solutions employed for ranking resumes and CV-to-Job Description matching. Open source resumes and job descriptions' documents were used to construct and validate the machine learning models in this paper. Documents were converted to images and processed via Google cloud using Optical Character Recognition algorithm (OCR) to extract text information from all resumes and job descriptions' documents, with more than 97% accuracy. Prior to modeling, the extracted text were processed via a series of Natural Language Processing (NLP) techniques by splitting/tokenizing common words, grouping together inflected form of words, i.e. lemmatization, and removal of stop words and punctuation marks. After text processing, resumes were trained using the unsupervised machine learning algorithm, Latent Dirichlet Allocation (LDA), for topic modeling and categorization. Given the type of resumes used, the algorithm was able to categorize them into 4 main job sectors: marketing and business, engineering, computer science/IT and health. Scores were assigned to each resume to represent the maximum LDA probability for ranking. Another more advanced deep learning algorithm, called Doc2Vec, was also used to train and match potential resumes to relevant job descriptions. In this model, resumes are represented by unique vectors that can be used to group similar documents, match and retrieve resumes related to a given job description document provided by HR. The similarity is measured between each resume and the given job description file to query the top job candidates. The model was tested against several job description files related to engineering, IT and human resources, and was able to identify the top-ranking resumes from over hundreds of trained resumes. This paper presents an innovative method for processing, categorizing and ranking resumes using advanced computational models empowered by the latest fourth industrial resolution technologies. This solution is beneficial to both job seekers and employers, providing efficient and unbiased data-driven method for finding top applicants for a given job.

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Corbett, P. W. M., J. L. Jensen, and P. S. Ringrose. "The Geoengineering - a Job Description for the 21 st Century." In 59th EAGE Conference & Exhibition. European Association of Geoscientists & Engineers, 1997. http://dx.doi.org/10.3997/2214-4609-pdb.131.gen1997_d054.

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Gottipati, Swapna, Kyong Jin Shim, and Sarthak Sahoo. "Glassdoor Job Description Analytics – Analyzing Data Science Professional Roles and Skills." In 2021 IEEE Global Engineering Education Conference (EDUCON). IEEE, 2021. http://dx.doi.org/10.1109/educon46332.2021.9453931.

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Bourina, Helena, and Larisa Dunaeva. "JOB DESCRIPTION OF A FOREIGN LANGUAGE LECTURER IN THE MODERN UNIVERSITY." In 14th International Technology, Education and Development Conference. IATED, 2020. http://dx.doi.org/10.21125/inted.2020.0013.

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Kim, Byungsang, Dukyun Nam, Young-Kyoon Suh, June Hawk Lee, Kumwon Cho, and Soonwook Hwang. "Application Parameter Description Scheme for Multiple Job Generation in Problem Solving Environment." In Third IEEE International Conference on e-Science and Grid Computing (e-Science 2007). IEEE, 2007. http://dx.doi.org/10.1109/e-science.2007.13.

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Butarbutar, Freddy, S. Psi, and M. Psi. "The Match Between Job Description And Personality Of Batak Toba Prospective Pastors." In Proceedings of the First Nommensen International Conference on Creativity & Technology, NICCT, 20-21 September 2019, Medan, North Sumatera, Indonesia. EAI, 2020. http://dx.doi.org/10.4108/eai.20-9-2019.2296583.

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Cheng, Yao, Ruisheng Zhang, Caihua Hu, Shuping Li, and Min Zhang. "Design and implementation of UDLC: Unified Job-Description Language on Chemical-Grid." In 2011 International Conference on Electrical and Control Engineering (ICECE). IEEE, 2011. http://dx.doi.org/10.1109/iceceng.2011.6057124.

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Zhang, Min, Ruisheng Zhang, Jiajun Xie, Shuping Li, Rongjing Hu, Jingfei Hou, and Shuyi Zhang. "Translating Chemical Scripting Languages to Unified Job-Description Language on Chemical-Grid." In 2012 Seventh ChinaGrid Annual Conference (ChinaGrid). IEEE, 2012. http://dx.doi.org/10.1109/chinagrid.2012.30.

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Reports on the topic "Job description"

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Cohen, Wesley, Henry Sauermann, and Paula Stephan. Not in the job description: The commercial activities of academic scientists and engineers. Cambridge, MA: National Bureau of Economic Research, June 2018. http://dx.doi.org/10.3386/w24769.

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Tooker, Megan, Dawn Morrison, and Adam Smith. Cultural resources job descriptions and position classification standards. Engineer Research and Development Center (U.S.), November 2018. http://dx.doi.org/10.21079/11681/29926.

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Dütsch, Matthias, and Ralf Himmelreicher. Characteristics contributing to low- and minimum-wage labour in Germany. Otto-Friedrich-Universität, 2022. http://dx.doi.org/10.20378/irb-54129.

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In this article we examine the characteristics of individuals, companies, and industries involved in low-wage labour in Germany to understand their impact on the risks workers face of earning hourly wages that are below the minimum-wage and low-wage thresholds. To identify these characteristics, we use the Structure of Earnings Survey 2014 (SES). The SES is a mandatory survey of companies which provides information on wages and working hours from about 1 million jobs and nearly 70,000 compa-nies from all industries. This data allows us to present the first systematic analysis of the interaction of individual-, company-, and industry-level factors on minimum- and low-wage working in Germany. Using a descriptive analysis, we first give an overview of typical low-paying jobs, companies, and in-dustries. Second, we use random intercept-only models to estimate the explanatory power of the indi-vidual, company, and industry levels. One main finding is that the influence of individual characteristics on wage levels is often overstated: Less than 25 percent of the differences in the employment situa-tion regarding being employed in minimum-wage or low-wage jobs can be attributed to the individual level. Third, we performed logistic and linear regression estimations to assess the risks of having a minimum- or low-wage job and the distance between a worker’s actual earnings and the minimum- and low-wage thresholds. Our findings allow us to conclude that several determinants related to indi-viduals appear to suggest a high low-wage incidence, but in fact lose their explanatory power once controls are added for factors relating to the companies or industries that employ these individuals.

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Montoya, Silvia, and Guillermo Mondino. The Effects of Labor Market Regulations on Employment Decisions by Firms: Empirical Evidence for Argentina. Inter-American Development Bank, May 2000. http://dx.doi.org/10.18235/0011240.

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There are few Latin American countries that produced such a remarkable turnaround in policies and outcomes as Argentina did in the 1990s. The large number of reforms yielded surprisingly strong growth and the near-disappearance of inflation. Perhaps the most striking change took place in the labor market, where job creation and destruction reigned in earnest. There, where reforms were moderate, high open unemployment was the result. This paper looks at the potential effect regulations might have on labor demand dynamics. In particular, we try to ascertain how movements in labor costs influence firms' decisions regarding job creation. The paper first presents descriptive evidence on who benefits from regulations and how much they cost. The evidence is based on PHS Microdata and identifies the effects on individuals' labor market outcomes stemming from varying regulations. The paper then turns to labor demand estimation.

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Arbeit, Caren A., Alexander Bentz, Emily Forrest Cataldi, and Herschel Sanders. Alternative and Independent: The universe of technology-related “bootcamps". RTI Press, February 2019. http://dx.doi.org/10.3768/rtipress.2019.rr.0033.1902.

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In recent years, nontraditional workforce training programs have proliferated inside and outside of traditional postsecondary institutions. A subset of these programs, bootcamps, advertise high job placement rates and have been hailed by policymakers as key to training skilled workers. However, few formal data exist on the number, types, prices, location, or other descriptive details of program offerings. We fill this void by studying the universe of bootcamp programs offered as of June 30, 2017. In this report, we discuss the attributes of the 1,010 technology-related programs offered in the United States, Canada, and online. We find more diversity among bootcamp providers and programs than would be expected from public discourse. This primarily relates to the mode of delivery (online vs. in person), intensity (part time/full time), cost, and program types. Based on the data we collected, we present a classification structure for bootcamps focused on five distinct program types.

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González-Velosa, Carolina, and Graciana Rucci. Methods to Anticipate Skills Demand. Inter-American Development Bank, February 2016. http://dx.doi.org/10.18235/0010638.

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In Latin America and the Caribbean and in more advanced economies there is evidence that suggests an imbalance between the skills of the workforce and the skills demanded by the productive sector. If this skills mismatch is large and persistent it leads to significant economic and social costs: economies cannot use their human capital efficiently and many individuals cannot access good quality jobs. Correcting these imbalances is not easy; a number of frictions that are prevalent in the labor and education markets limit the capacity of households and education providers to provide skills in line with the requirements of the private sector. In light of this, governments around the world have developed tools that intend to anticipate skills demand in the labor market in order to inform the decision making of households, businesses, training providers and policy makers. A wide variety of tools have been developed, ranging from quantitative econometric models to more qualitative methods such as roundtables and focus groups. This report provides a description of the existing methodologies; an analysis of their objectives, strengths and weaknesses; and a description with illustrative examples. The report stresses the fact that an effective system to anticipate skills demand usually combines a variety of methods and surmounts challenges that are not only technical but also institutional. Systems to anticipate skills demand should not only focus on generating quality data but also on building processes to ensure that the information is effectively used in decision making.

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Wright, Kirsten. Collecting Plant Phenology Data In Imperiled Oregon White Oak Ecosystems: Analysis and Recommendations for Metro. Portland State University, March 2020. http://dx.doi.org/10.15760/mem.64.

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Highly imperiled Oregon white oak ecosystems are a regional conservation priority of numerous organizations, including Oregon Metro, a regional government serving over one million people in the Portland area. Previously dominant systems in the Pacific Northwest, upland prairie and oak woodlands are now experiencing significant threat, with only 2% remaining in the Willamette Valley in small fragments (Hulse et al. 2002). These fragments are of high conservation value because of the rich biodiversity they support, including rare and endemic species, such as Delphinium leucophaeum (Oregon Department of Agriculture, 2020). Since 2010, Metro scientists and volunteers have collected phenology data on approximately 140 species of forbs and graminoids in regional oak prairie and woodlands. Phenology is the study of life-stage events in plants and animals, such as budbreak and senescence in flowering plants, and widely acknowledged as a sensitive indicator of environmental change (Parmesan 2007). Indeed, shifts in plant phenology have been observed over the last few decades as a result of climate change (Parmesan 2006). In oak systems, these changes have profound implications for plant community composition and diversity, as well as trophic interactions and general ecosystem function (Willis 2008). While the original intent of Metro’s phenology data-collection was to track long-term phenology trends, limitations in data collection methods have made such analysis difficult. Rather, these data are currently used to inform seasonal management decisions on Metro properties, such as when to collect seed for propagation and when to spray herbicide to control invasive species. Metro is now interested in fine-tuning their data-collection methods to better capture long-term phenology trends to guide future conservation strategies. Addressing the regional and global conservation issues of our time will require unprecedented collaboration. Phenology data collected on Metro properties is not only an important asset for Metro’s conservation plan, but holds potential to support broader research on a larger scale. As a leader in urban conservation, Metro is poised to make a meaningful scientific contribution by sharing phenology data with regional and national organizations. Data-sharing will benefit the common goal of conservation and create avenues for collaboration with other scientists and conservation practitioners (Rosemartin 2013). In order to support Metro’s ongoing conservation efforts in Oregon white oak systems, I have implemented a three-part master’s project. Part one of the project examines Metro’s previously collected phenology data, providing descriptive statistics and assessing the strengths and weaknesses of the methods by which the data were collected. Part two makes recommendations for improving future phenology data-collection methods, and includes recommendations for datasharing with regional and national organizations. Part three is a collection of scientific vouchers documenting key plant species in varying phases of phenology for Metro’s teaching herbarium. The purpose of these vouchers is to provide a visual tool for Metro staff and volunteers who rely on plant identification to carry out aspects of their job in plant conservation. Each component of this project addresses specific aspects of Metro’s conservation program, from day-to-day management concerns to long-term scientific inquiry.

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