Journal articles: '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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Kartika, Firlia Candra, and Yonathan Alfapri Damaika. "Job Analysis and Employee Competency Mapping Based on Job Description." Psikostudia : Jurnal Psikologi 12, no. 3 (October 6, 2023): 393. http://dx.doi.org/10.30872/psikostudia.v12i3.11202.

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Job description is important for a company. On division APU & PPT in one of the private banks in Surabaya, there is a gap between the job descriptions written in the documents and those carried out by office holders in the field, causing office holders to feel confused in carrying out work, which affects the productivity of office holders, and there is no competency standards for each position in the APU&PPT division. The purpose of this research is to reduce the gap between written job descriptions and job descriptions in the field and to provide competency standards for each position. This research is qualitative research with a variety of case studies. The methods used to gather data in conducting job analysis are interviews, observation, and literature studies. The results of this study indicate an improvement in job descriptions and competency mapping required by each position in the APU & PPT division. The results of this study can be used by companies as job description documents and job competency standards.Uraian pekerjaan merupakan hal yang penting bagi sebuah perusahaan. Pada divisi APU & PPT di salah satu Bank swasta yang ada di Surabaya, terdapat kesenjangan antara uraian pekerjaan yang tertulis di dokumen dan yang dilakukan pemangku jabatan di lapangan sehingga menyebabkan para pemangku jabatan merasa kebingungan dalam melaksanakan pekerjaan, dimana hal tersebut mempengaruhi produktivitas dari para pemegang jabatan, serta belum adanya standar kompetensi pada masing-masing jabatan pada divisi APU&PPT. Tujuan dari penelitian ini adalah untuk mengurangi adanya kesenjangan antara job description yang tertulis dengan job description yang ada di lapangan dan dapat memberikan standar kompetensi bagi masing-masing jabatan. Penelitian ini merupakan penelitian kualitatif dengan ragam studi kasus. Metode yang dipergunakan untuk menggali data dalam melakukan analisa jabatan adalah wawancara, observasi, dan studi literatur. Hasil penelitian ini menunjukkan adanya perbaikan uraian pekerjaan serta pemetaan kompetensi yang dibutuhkan oleh masing-masing jabatan pada divisi APU & PPT. Hasil pada penelitian ini dapat dipergunakan oleh perusahaan sebagai dokumen uraian pekerjaan dan standar kompetensi jabatan.

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Kadri, Lubna. "ROLE WISE JOB DESCRIPTION MAPPING & ITS USEFULNESS IN RECRUITMENT." International Journal of Management, Public Policy and Research 2, no. 4 (October 17, 2023): 39–44. http://dx.doi.org/10.55829/ijmpr.v2i4.187.

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This research paper explores the importance of Role-Wise Job Description Mapping and its usefulness in recruitment. Job descriptions are crucial for effective recruitment and selection, providing a clear understanding of job responsibilities and requirements. However, traditional job descriptions may not accurately reflect the complexity and diversity of modern job roles. Role-Wise Job Description Mapping is a process that maps job responsibilities and requirements to specific roles within an organization. This approach provides a more detailed and accurate picture of the job, making it easier to attract the right candidates and streamline the recruitment process. The research paper discusses the benefits of Role-Wise Job Description Mapping, including improved recruitment outcomes, enhanced employee performance, and increased organizational efficiency. The paper concludes that Role-Wise Job Description Mapping is a valuable tool for modern recruitment practices and should be adopted by organizations seeking to attract and retain top talent.

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Daribi, Ezekiel Amadu. "Assessing the Effects of Job Description on Employees’ Performance: The case of University College of Management Studies (UCOMS)." Global Journal of Human Resource Management 12, no. 3 (March 15, 2024): 1–14. http://dx.doi.org/10.37745/gjhrm.2013/vol12n3114.

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The study investigates the effects of job description on employee performance at University College of Management Studies (UCOMS). The stratified random sampling technique was used to gather data from 38 respondents who were staff of the University. The Statistical Package for Social Science (v 21) was used for data analysis. The study revealed a significant effect of job description on employee performance. Also, the study’s findings demonstrated that the staff of UCOMS has been provided with appointment letters with clear job descriptions. The job descriptions components at UCOMS were: job identification, immediate boss to report to in the various departments of employees, reporting time and closing time, number of leave days to vacation, issues of medicals, utility bill and transportation as well as remuneration package. On the bases of the findings, the study recommends management of UCOMS should as a matter of concern continues to provide appointment letters with unambiguous job description to its staff to enhance employees’ performance. The job description should not be static but should be updated as and when necessary. Also, major components such as: roles, duties, job identification, remuneration, line of reporting, reporting time to work and closing, severance package, traveling, utility, medical package. number of leave days to vacation, among others should be embedded in the job description.

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Made Ayu Lestariani, Haritsa Burhan, and Endah Lestari. "Pendampingan Penyusunan Job Description dan Job Specification." Joong-Ki : Jurnal Pengabdian Masyarakat 1, no. 3 (June 6, 2023): 619–22. http://dx.doi.org/10.56799/joongki.v1i3.1835.

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Tujuan Pengabdian ini untuk membantu UMKM di Balikpapan cara menyusun Job Description dan Job Specification di organisasi UMKM, adanya Job specification merupakan dokumen atau statement tertulis spesifikasi dari karyawan. Job specification adalah bagian dalam job analysis, yang merupakan tools untuk mengumpulkan data yang terkait dengan pekerjaan. Job specification biasanya berdampingan dengan job description yang merupakan dokumen esensial dalam setiap kegiatan rekrutmen karyawan.

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Titor, S. E. "Job description as a management document: legal aspect." Vestnik Universiteta, no. 3 (May 2, 2022): 37–43. http://dx.doi.org/10.26425/1816-4277-2022-3-37-43.

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The job description as an act of the managerial and control function of the employer has a recommendation character. But many employers use it to determine the scope of an employee’s duties, qualification requirements, and responsibilities. In practice, there are many questions and disputes about the possibility of changing job descriptions. Judicial practice on the dismissal legitimacy’s recognition because of the job description change develops in different ways. In this regard, it is important to determine in the legal aspect what a “job description” is. The purpose of the study is to determine the meaning of the job description in the content of labor relations, its role in the personnel management system. The analysis of the job description as a legal phenomenon is implemented by the author through the definitions of labor function and freedom of labor. Analytical, comparative legal methods and a systematic approach made it possible to see the job description as an integral part of the labor function.

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Mekpor, Benjamin, and Kwasi Dartey-Baah. "Beyond the job description." Journal of Management Development 39, no. 2 (March 2, 2020): 240–52. http://dx.doi.org/10.1108/jmd-04-2019-0104.

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PurposeThe primary aim of this study was to determine whether or not leaders' emotional intelligence plays a mediating role in the relationship between leadership styles and voluntary work behaviours among employees of selected banks in Ghana. Specifically, the objective was to determine the mediating effect of leaders' emotional intelligence on the relationship between transactional and transformational leadership styles and organizational citizenship behaviours (OCB) and counterproductive workplace behaviours (CWB).Design/methodology/approachThe quantitative approach to research was adopted to collect data from 234 respondents. More so, both purposive and simple random sampling techniques were used for the selection of respondents for the study.FindingsThe findings of the study revealed that amongst the various leadership styles and OCB and CWB relationships, only the relationship between transformational leadership and OCB was mediated by leaders' emotional intelligence.Practical implicationsIt was however recommended that transformational leadership style be adopted in the quest to encourage employees to exhibit OCB and mitigate employees' involvement in CWB since such leaders are more prone to exhibiting high levels of emotional intelligence in the dealing with employees.Originality/valueFor the first time in the Ghanaian banking sector, this research explores the leaders' emotional intelligence as mediator on the nexus between leadership styles and voluntary work behaviours of employees of selected banks in Ghana.

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Kondratowicz, G. M. "Job description of MLSOs." Journal of Clinical Pathology 48, no. 11 (November 1, 1995): 1074. http://dx.doi.org/10.1136/jcp.48.11.1074-a.

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Hirsch, Pamela. "Lactation Consultant Job Description." Journal of Human Lactation 3, no. 3 (September 1987): 108–10. http://dx.doi.org/10.1177/089033448700300310.

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Firth, R. "Write a job description." BMJ 298, no. 6683 (May 13, 1989): 1306–7. http://dx.doi.org/10.1136/bmj.298.6683.1306.

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Syelviani, Meilisa. "Pengaruh Deskripsi Pekerjaan terhadap Kinerja Pegawai Negeri Sipil pada Kantor Camat Tembilahan." Journal of Economic, Bussines and Accounting (COSTING) 1, no. 1 (December 15, 2017): 43–55. http://dx.doi.org/10.31539/costing.v1i1.48.

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Job description or work flows is an important thing that needed in every company or organization. The purpose of this study is to determine the effect of job description on civil servants performance in Tembilahan subdistrict office .Independent variable of this research is job description, and dependent variable is performance. Population of this research are 30 Civil Servants workers in Tembilahan subdistrict office.Sampling technique used is total sampling or census. Data analysis used is linear regression. Theresult showed that there is significance influence between job description against civil servants performance in Tembilahan Subdistrict office with the number of adjusted R square 72 percent, means the other 28 percent of employees performance influences by another factors. Keywords: Job Descriptions, Performance

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Zirinsky, Driek, and Pat C. Pierose. "Is There a Job Description for This Job?" English Journal 76, no. 6 (October 1, 1987): 85–86. http://dx.doi.org/10.58680/ej198710314.

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Harahap, Hastuti Handayani. "Examining the Effect of Job Description on Employee Performance at PT. Karya Hevea, Indonesia: A Mediating Role of Compensation." Global Journal of Business, Economics & Social Development 1, no. 1 (August 18, 2023): 31–39. http://dx.doi.org/10.56225/gjbesd.v1i1.5.

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This study examines the effect of job descriptions on employee performance with compensation as an intervening variable at PT. Karya Hevea Indonesia. The research method used is the method of qualitative data and quantitative data. At the same time, the data used is primary data. The data analysis method in this study uses simple linear regression analysis to obtain a comprehensive figure of the effect of the job description on employee performance with compensation as an intervening at PT. Karya Hevea Indonesia by using the SPSS-25 for Windows program. The data was analyzed using a simple linear regression model. The result indicates that job description has a significant positive effect on employee performance. Besides that, this study found that compensation does not significantly affect employee performance. In addition, compensation does not mediate the relationship between job description and employee performance. In conclusion, this study has successfully identified the relationship between job description, compensation, and employee performance. Sadly, this study failed to prove that compensation mediates the relationship between job description and employee performance.

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Muttaqin, Ridlwan, and Arie Hendra Saputro. "Effect Of Job Description And Compensation On Employee Performance At PT Mettana, Bandung City." JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) 9, no. 4 (August 1, 2023): 1440–45. http://dx.doi.org/10.35870/jemsi.v9i4.1351.

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Abstract The purpose of this study is to ascertain how much of an impact Job Description and Compensation, either separately or together, have on Employee Performance. With a descriptive and verification strategy, this study employs quantitative approaches. 63 employees were sampled using the saturated sample technique. The outcomes of distributing questionnaires were used to determine data collection procedures. Descriptive analysis, multiple regression, correlation coefficient, determination coefficient, and hypothesis testing were all employed in data analysis. (t test and F test) using SPSS version 26. Employee Performance, Job Description, and Work Compensation all fell into the medium range, according to the findings. Employee Performance is positively impacted by Job Description and Compensation, according to the regression equation. According to preliminary research findings, compensation has no substantial impact on employee performance, whereas job description has a significant impact. Job descriptions and pay both have a big impact on employee performance simultaneously.

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Resmiatini, Erna, and Bramantyo Tri Asmoro. "MENATA TUGAS KELOMPOK SADAR WISATA (POKDARWIS) SUKODONO DENGAN PENDEKATAN ANALISIS JABATAN." E-Jurnal Manajemen Universitas Udayana 9, no. 11 (November 23, 2020): 3490. http://dx.doi.org/10.24843/ejmunud.2020.v09.i11.p04.

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This research is an applied research focused on solving problems experienced by the Sukodono Tourism Awareness Group (Pokdarwis). The results of preliminary observations showed that they did not understand the tasks to be carried out. Therefore, this study aims to analyze and compile job descriptions of Pokdarwis Sukodono. The method used is a descriptive qualitative method, with a job analysis approach that adapts the steps of Dessler's (2010) job analysis and qualitative data analysis by Miles & Huberman's model (1994). Meanwhile, the data collection techniques in this study were interviews, observation, and documentation. The result obtained is job description of Pokdarwis Sukodono starting from the Chairman to the Business Development Section. This result is obtained after conducting repeated job analysis to obtain a credible job description. The results of this study bring enormous benefits to the management of Pokdarwis Sukodono, because now the management has a clear duty reference in working as a tourism agent in their area. Keywords: Job Analysis; Job Description; Pokdarwis.

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Morgenstern, Leon, and Alexander M. Capron. "Not in the Job Description." Hastings Center Report 24, no. 4 (July 1994): 44. http://dx.doi.org/10.2307/3562847.

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Lázaro-Doltra, Mireia, and Encarna García-Montoya. "Editing of a Job Description." Drug Development and Industrial Pharmacy 23, no. 4 (January 1997): 351–58. http://dx.doi.org/10.3109/03639049709146135.

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Godley, Joanne. "Not in My Job Description." American Journal of Bioethics 8, no. 8 (September 23, 2008): 25–26. http://dx.doi.org/10.1080/15265160802318212.

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BECKER, KATHLEEN LENT, HOLLY ZAIKEN, PATTIM WILCOX, BARBARA KIRK, MARCIA KISER LEVITT, and NANCY STERN PASTERNAK. "A Nurse Practitioner Job Description." Nursing Management (Springhouse) 20, no. 6 (June 1989): 42???45. http://dx.doi.org/10.1097/00006247-198906000-00014.

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Daniels, Stefani. "Job Description Reflects Organizational Philosophy." Nursing Management (Springhouse) 18, no. 8 (August 1987): 14???16. http://dx.doi.org/10.1097/00006247-198708000-00005.

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&NA;. "Not In the Job Description." Back Letter 7, no. 8 (1992): 7–8. http://dx.doi.org/10.1097/00130561-199207080-00008.

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&NA;. "Elements of a Job Description." Gastroenterology Nursing 13, no. 1 (1990): 41???43. http://dx.doi.org/10.1097/00001610-199001310-00014.

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&NA;. "Elements of a Job Description." Gastroenterology Nursing 13, no. 1 (1990): 41–43. http://dx.doi.org/10.1097/00001610-199013010-00014.

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Andriani, Lisa, and Fitri Rezeki. "Pengaruh Job Description Dan Disiplin Kerja Terhadap Produktivitas Kerja Karyawan Melalui Motivasi Kerja Sebagai Variabel Mediasi Pada PT. Indofood Cbp Sukses Makmur Tbk Cibitung." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 4 (May 27, 2024): 7451–59. http://dx.doi.org/10.31539/costing.v7i4.10227.

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The decline in employee productivity of PT Indofood CBP Sukses Makmur Tbk Cibitung in 2023 is allegedly influenced by job description factors and employee work discipline. This study aims to analyze the effect of job description and work discipline on employee work productivity with work motivation as a mediating variable. The type of research used is explanatory with a quantitative approach. Data collection was carried out through questionnaires on 90 employees as samples with saturated sampling techniques. Data analysis was performed using SmartPLS 3.3.9 statistical methods. The results showed that job description, work discipline, and work motivation had a positive and significant influence on employee work productivity. Job description and work discipline also have a positive and significant effect on work motivation, which then acts as a mediator between the two variables with work productivity. The company needs to pay attention to job descriptions and maintain employee discipline to increase work productivity. For future research, it is recommended to combine other factors that can affect work productivity directly or indirectly, as well as conduct longitudinal research to observe changes in phenomena over time.

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Sinaga, Irmayanti, Dewi Marito Sidabutar, Lena Hariani Nasution, and Mesrini Bondar. "Pengaruh Fasilitas Kerja, Job Description Dan Budaya Organisasi Terhadap Kepuasan Kerja Pegawai Cabang Dinas Pendidikan Siantar." Manajemen dan Bisnis 4, no. 2 (January 16, 2023): 86–96. http://dx.doi.org/10.30743/jmb.v4i2.6520.

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This formula research internal issue is how influence of job facility on employees job satisfaction. How influence of job description on employees job satisfaction. How influence of organization culture on employees job satisfaction. How influence of job facility, job description and organization culture on employees job satisfaction. This research target is to for know influence and analyze of job facility on employees job satisfaction. For know influence and analyze job description on employees job satisfaction. For know influence and analyze organization culture on employees job satisfaction. For know influence and analyze job facility, job description and organization culture on employees job satisfaction Sample in this research amount to 36 employees. Technique analyze data which used in this research is analysis of regresi multiple linear. This research result explain of job facility effect positive and significant on employees job satisfaction. Job description effect positive and significant on employees job satisfaction. Organization culture effect positive and significant on employees job satisfaction. Job facility, job description and organization culture effect and positive and significant on employees job satisfaction

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Alfansyah, Dian Herdiana, and Sudirah. "PENGARUH ANALISIS JABATAN TERHADAP KINERJA PEGAWAI PADA SEKRETARIAT DAERAH KABUPATEN PASER." Journal Publicuho 6, no. 3 (October 4, 2023): 1101–10. http://dx.doi.org/10.35817/publicuho.v6i3.243.

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This study aims: (1) to analyze the effect of job description on employee performance at the Regional Secretariat of Paser Regency; (2) To analyze the effect of job specifications on employee performance at the Regional Secretariat of Paser Regency; (3) To analyze the effect of job descriptions and job specifications on employee performance at the Regional Secretariat of Paser Regency. This study uses an explanatory research method with a quantitative approach. Sampling of the population from the Regional Secretariat of Paser Regency was determined using the slovin formula with an error rate of 10% and obtained a total sample of 64 respondents. Data collection techniques used are questionnaires and documentation with descriptive analysis methods, Validity test, regression equation test, correlation coefficient test and determination, simultaneous f test and t test. The results of the constant multiple linear regression equation test of 0.183 has meaning that employee performance will stay as big as 0.183 if variable job description (X1) and specification position (X2) constant or fixed . coefficient correlation r is as big as 0.954 numbers this have meaning that connection Among job description (X1) and specification position (X2) with employee performance is very strong . There is an effect of job description and specification position against performance on District Regional Secretariat Pasers can be accepted.

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Alsaif, Suleiman Ali, Minyar Sassi Hidri, Hassan Ahmed Eleraky, Imen Ferjani, and Rimah Amami. "Learning-Based Matched Representation System for Job Recommendation." Computers 11, no. 11 (November 14, 2022): 161. http://dx.doi.org/10.3390/computers11110161.

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Job recommender systems (JRS) are a subclass of information filtering systems that aims to help job seekers identify what might match their skills and experiences and prevent them from being lost in the vast amount of information available on job boards that aggregates postings from many sources such as LinkedIn or Indeed. A variety of strategies used as part of JRS have been implemented, most of them failed to recommend job vacancies that fit properly to the job seekers profiles when dealing with more than one job offer. They consider skills as passive entities associated with the job description, which need to be matched for finding the best job recommendation. This paper provides a recommender system to assist job seekers in finding suitable jobs based on their resumes. The proposed system recommends the top-n jobs to the job seekers by analyzing and measuring similarity between the job seeker’s skills and explicit features of job listing using content-based filtering. First-hand information was gathered by scraping jobs description from Indeed from major cities in Saudi Arabia (Dammam, Jeddah, and Riyadh). Then, the top skills required in job offers were analyzed and job recommendation was made by matching skills from resumes to posted jobs. To quantify recommendation success and error rates, we sought to compare the results of our system to reality using decision support measures.

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Faozen, Faozen, Edhi Siswanto, and Ageng Soeharno. "Bimtek Job Description: Basic Understanding And Methodology Of Preparation." Journal Of Humanities Community Empowerment 1, no. 4 (December 28, 2023): 109–15. http://dx.doi.org/10.32528/jhce.v1i4.1579.

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The Sidomulyo Tourism Village Development Program aims to overcome various problems related to the preparation of job descriptions in it. Sidomulyo Tourism Village, like many other tourism destinations, faces challenges that need to be overcome so that its operations run more smoothly. One of the main problems faced is the vagueness in the job description which can lead to misunderstandings between workers and managers of Sidomulyo Tourism Village about duties and responsibilities. Sometimes, hired workers do not have qualifications according to the job description, which negatively affects worker performance and satisfaction. Another challenge is crafting job descriptions for unique positions such as tour guides or event organizers who have specific duties. Changes in tourism trends or the local environment can also affect workers' duties. Limited resources for training are an obstacle in improving workers' understanding of their work. Understanding local culture is also important in the tourism industry. To solve this problem, the program offers a solution. Clarification of job descriptions through discussion with workers to identify vagueness. Evaluate the qualifications of workers to ensure conformity with job requirements. Implementation of training programs, workshops, or field trips. Evaluate the impact of training to measure improvements in worker understanding and performance. Adjustment of job descriptions according to the results of evaluations and changes in the industry or environment. Flexibility in dealing with changing tourism trends and the local environment. The aim of the program is for participants to have a better understanding of their duties, history, culture, and local values. This will help them become better ambassadors for Sidomulyo Tourism Village, improve their performance, and contribute to the development of the tourism industry in the village as well as the preservation of the local environment. This program also produces accredited national articles and journals as documentation of the results of their service to the community

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Arhan Martas Siregar, Ira Kartika Pulungan, Ira Susyani Manullang, Horan Jawa, Arif Hasudungan Gultom, T. Ahmad Helmi, and Sri Rahayu. "Pengaruh Budaya Organisasi, Job Description dan Fasilitas Kerja Terhadap Kepuasan Kerja Pegawai Badan Pengelola Keuangan, Pendapatan dan Aset Daerah Kabupaten Tapanuli Selatan." Journal of Trends Economics and Accounting Research 3, no. 3 (March 31, 2023): 267–76. http://dx.doi.org/10.47065/jtear.v3i3.544.

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This formula research internal issue is how influence of organization culture on employees satisfaction. How influence of job description on employees satisfaction. How influence of job facility on employees satisfaction. How influence of organization culture, job description and job facility on employees satisfaction. This research target is to for know influence and analyze of organization culture on employees satisfaction. For know influence and analyze job description on employees satisfaction. For know influence and analyze job facility on employees satisfaction. For know influence and analyze organization culture, job description and job facility on employees satisfaction. Sample in this research amount to 82 employees. Technique analyze data which used in this research is analysis of regresi multiple linear. This research result explain of organization culture effect positive and significant on employees satisfaction. Job description effect positive and significant on employees satisfaction. Job facility effect positive and significant on employees satisfaction. Organization culture, job description and job facility effect and positive and significant on employees satisfaction.

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Wulandari, Wulandari. "The Influence of Job Description and Job Satisfaction on Employee Productivity in the Blower Motor Assy Production Department." Review: Journal of Multidisciplinary in Social Sciences 1, no. 01 (December 21, 2023): 31–37. http://dx.doi.org/10.59422/rjmss.v1i01.195.

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This research aims to explore and analyze the influence of job descriptions and job satisfaction on employee productivity in the blower motor assembly production department of PT. Denso Manufacturing Indonesia. Data collection was carried out by distributing questionnaires to the total population and sample of 42 respondents, using a quantitative descriptive approach. The data analysis used is the R square Algorithm Test analysis, and Path Coefficient Boostrapping. The results of this research show that the job description variable has a significant positive effect on employee productivity, while job satisfaction has a positive but not significant effect on employee productivity. Therefore, the test results from this research state that there is the same positive influence but has a different significant level between the job description and job satisfaction on work productivity in the blower motor assembly production department of PT. Denso Manufacturing Indonesia.

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Sofia, Alfira, Budi S. Purnomo, and R. Nelly Nur Apandi. "What are an Effective and Efficient Organizational Structure and Job Description for Traditional Markets? Phenomenologica Studies." International Journal of Business Review (The Jobs Review) 5, no. 1 (June 24, 2022): 27–42. http://dx.doi.org/10.17509/tjr.v4i2.41082.

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Abstract. The success of the market will be supported by human resources who manage the market. The limited budget causes the need for an appropriate organizational structure and job description. Respondents in this study are traditional market managers and experts in market governance. The study results provide an overview of the ideal organizational structure in market management, divided into three major parts: the revenue administration section, the cost administration section, and the security and cleanliness section. This study provides implications for traditional market managers in applying the organizational structure and job descriptions generated.Keyword. organizational structure; job description and traditional markets

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Zirinsky, Driek, and Pat C. Pierose. "Leadership Workshop: Is There a Job Description for This Job?" English Journal 76, no. 6 (October 1987): 85. http://dx.doi.org/10.2307/818067.

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Smith, Brien N., Philip G. Benson, and Jeffrey S. Hornsby. "The effects of job description content on job evaluation judgments." Journal of Applied Psychology 75, no. 3 (1990): 301–9. http://dx.doi.org/10.1037/0021-9010.75.3.301.

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Ghunaimi, Hisham Al, Dr Saleh Al Mamari, and Dr Salem Al Abri. "Redesigning the Job Description & Job Specification for the Librarian." International Journal of Research and Innovation in Social Science VII, no. VIII (2023): 851–61. http://dx.doi.org/10.47772/ijriss.2023.7862.

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The primary purpose of a librarian is typically overseeing daily operations in a library. Moreover, librarians tend to provide different research and information services to different scholars. In this technologically changing era, the role of librarians has also evolved from an armchair librarianship into technological based librarianship, where the roles are more defined and regulated. In such case for the betterment of the academics, they should provide additional forms of services that include authorizing and authenticating different relevant books, documents, manuscripts and other related sources. This study contributes to the literature by providing an understanding of the new role of public librarians as notary officers. Specifically, the study identifies the new responsibilities that librarians in public libraries can carry out to keep abreast with the changing needs of the society. Therefore, considering the significance of the librarians it is necessary to redesign the job description and job specification of the librarians. Henceforth in order to get a clear understanding about the redesigned job role and job specification this specific study can be quite beneficial. Thus, this study highlights the importance of the need of redesigning the job role and how it can be beneficial for other academicians.

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Çakmur, Hülya. "Development of a job description index." Turkiye Aile Hekimligi Dergisi 14, no. 3 (2010): 124–31. http://dx.doi.org/10.2399/tahd.10.124.

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Gonzalez, Hector A. "Job Description as a Therapeutic Tool." Journal of Family Psychotherapy 10, no. 2 (July 29, 1999): 49–62. http://dx.doi.org/10.1300/j085v10n02_04.

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Fondas, Nanette. "A behavioral job description for managers." Organizational Dynamics 21, no. 1 (June 1992): 47–58. http://dx.doi.org/10.1016/0090-2616(92)90085-2.

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Stone-Johnson, Corrie. "“That’s Not in My Job Description!”." Journal of Cases in Educational Leadership 18, no. 4 (November 8, 2015): 294–308. http://dx.doi.org/10.1177/1555458915606767.

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Bi, E., and B. H. Ye. "An Expanding Job Description for Bcl6." Journal of Molecular Cell Biology 2, no. 1 (September 30, 2009): 5–7. http://dx.doi.org/10.1093/jmcb/mjp032.

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Rodger, Colin R., and John P. Wattis. "Job descriptions for consultant posts in psychiatry of old age." Psychiatric Bulletin 19, no. 2 (February 1995): 96–98. http://dx.doi.org/10.1192/pb.19.2.96.

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The Job descriptions for five consecutively advertised consultant posts in psychiatry of old age were surveyed for the content and clarity of the information provided and for the adequacy of the resources described. Only one post provided a job description which came close to meeting our audit criteria. Employers may optimise the number and quality of applicants for consultant posts in psychiatry of old age by providing Job descriptions which contain both clearly written and comprehensively detailed information.

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Leon Rohr, Samuel. "Harnessing the power of the job description." Human Resource Management International Digest 24, no. 6 (August 8, 2016): 8–11. http://dx.doi.org/10.1108/hrmid-09-2015-0143.

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Purpose The purpose of this paper is to show managers can effectively utilize a job description throughout an employee's tenure. Typically, a job description is used in the hiring process. However, a job description can be utilized in recruiting and selection, compensation, evaluation, training and development, health and safety, and succession planning. Design/methodology/approach The author approached the use of a job description from a manager’s perspective. Using both existing literature and conceptual usage of a job description, the author provides a potential use of a job description to improve the human resource competitiveness of an organization. Findings If utilized throughout the life of employment, a job description is a powerful tool that can aid managers. Managers have a road map that can help them with their duties of planning, leading, organizing, controlling and staffing. With a road map, the complexities of management become easier. Research Limitations/implications The limitations involve actual data that prove the effectiveness of the job description. Most of the information provided in the article is theoretical but potentially provides practical information for practitioners. Practical implications The article provides a practical application of the use of a job description. The information provided can be utilized immediately by practitioners. Specifically, inexperienced managers can use the job description as a road map for supervising an employee through the employment relationship. Social implications Unfortunately, there are very little social implications. However, whenever organizations can improve their relationships with their employees, society will surely benefit. Originality/value The article presented involves pieces of previous works, but to date, the author could not find another example of the total use of the job description through the employment relationship. Therefore, it appears to be very original in application.

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Journal articles on the topic 'Job description'

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