HR-J

Glossary of HR Terms starting with Alphabet J

Job: A grouping of similar positions having common tasks, duties, and responsibilities.

Job aids: A document consisting of information or instructions used to guide the user on how to perform a task correctly.

Job analysis: A systematic way to gather and analyze information about the content and the human requirements of jobs, and the context in which jobs are performed.

Job applicant: According to EEO regulations, anyone who expresses an interest in employment, regardless of whether that person meets the employer’s minimum qualifications for the job.

Job bank: Refers to pools of retired employees  who are used by employers to fill part-time or temporary position needs.

Job bidding: Internal recruiting method that allows employees to indicate an interest in a position before one becomes available.

Job burnout: Occurs when work is no longer meaningful to a person.

Job classification: Evaluation method that groups jobs into a predetermined number of grades or classifications, each having a class description to use for job comparisons.

Job codes: Identification numbers assigned to specific jobs or job tasks.

job competencies: Basic characteristics that can link individuals or teams to enhanced performance; critical success factors needed to perform a given role in an organization.

Job criteria: Important elements of a job on which performance is measured.

Job description: A written description that summarizes the most important features of a job, including a description of the work  that details the required tasks, knowledge, skills,abilities, responsibilities, and reporting structure.

Job design: Organizing tasks, duties, and responsibilities into a productive unit of work.

 Job displacement: A written description that summarizes the most important features of a job, including a  description of the work that details the required tasks, knowledge , skills, abilities, responsibilities, and reporting structure.

Job design: Organizing tasks, duties, and responsibilities into a productive unit or work.

Job displacement: Occurs when an employee’s position is eliminated.

Job enlargement: Broadening the scope of a job by expanding the number of different tasks to be performed.

Job enrichment: The changing of a task/job by adding responsibility for planning, organizing, controlling, and evaluation to make it inherently more rewarding, motivating, and satisfying; also known as vertical integration.

Job evaluation: The systematic determination of the relative worth of jobs within an organization, used for compensation planning purposes.

Job family: A grouping of jobs having similar characteristics.

Job grade: The group into which jobs of the same or similar worth are placed for determining appropriate rates of pay.

Job group analysis: Part of an affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities, wage rates, and opportunities for advancement.

Job offer letter: A formal written document that is provided by an employer to a candidate selected for employment which outlines information regarding the employment terms, such as the date employment is to commence, the position the individual is being hired to perform, the agreed upon salary, benefits to be provided, etc. The employer usually requires the candidate to sign and return the letter as a formal acceptance of employment.

Job orientation: Information that prepares the employee by introducing him/her to the work environment, coworkers, and formal and informal work rules.

Job pricing: The process of determining pay rates for jobs within the organization by analyzing industry or regional salary survey data in order to establish appropriate job pay rates.

Job posting: The method of advertising for vacancies internally by posting a notice of the opening on a bulletin board, etc.

Job ranking: Evaluation method that establishes a hierarchy  of jobs from lowest to highest based on overall importance to the organization.

Job redesign: The process of restructuring a job by adding, changing or eliminating certain tasks or functions in order to make the job more satisfying or challenging.

Job-relatedness: The requirement that an employer be able to demonstrate that a particular action, policy or job requirement is related to the actual job.

Job responsibilities: Obligations to perform certain tasks and duties.

Job rotation: The practice of transferring employees for temporary periods of time between varying jobs within an organization. Often used as a training and development method or the process of shifting a person from job to job, also known as horizontal integration.

Job sampling: During the selection process, the term refers to the practice of observing and measuring how an applicant actually performs certain selected job tasks.

Job satisfaction: Used to define how an employee feels regarding their job, work environment, pay, benefits, etc.

Job shadowing: A temporary, unpaid work experience opportunity where students learn about a particular job (typically in a field of interest) by walking through the work day as a shadow to an employee.

Job sharing: Results when two different employees share one full-time job.

Job specifications: Spells out the qualifications necessary for an incumbent to have a reasonable chance of being able to perform the job or lists the knowledge, skills,and abilities an individual needs to do the job satisfactorily.

Job title: A specific name given to a particular job which is used to distinguish that job from other jobs within the organization.

Joint employment: Generally describes a situation in which an organization shares joint responsibility and liability for their alternative workers with the alternative staffing supplier; also known as co-employment.

Joint/labor management committee: A panel comprised of management and union representatives whose purpose is to address problems, resolve conflicts and build on relationships.

Just cause: Sufficient justification for taking employment-related actions. Just cause is determined by examining the reasonableness of the discipline according to a set of guiding principles (i.e., was the employee adequately forewarned that the particular behavior would result in discipline or termination; management conducted a fair and objective investigation of the facts prior to administering any discipline; rules , orders, and disciplinary action must be applied in  a consistent and non-discriminatory manner; discipline must be reasonably related to the seriousness of the offense and the employee’s past work record,etc.)

Just cause exception: A common-law tort that is an exception to at-will employment; under this exception, employees who have long-term service with the employer and indicia of job security can be terminated only for good or just cause.

 

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