JOB DESIGN Job design also gives information about the qualifications required for doing the job and the reward (financial and non-financial benefits) for doing the job. Job design is mostly done for managers’ jobs. While designing the job‚ the needs of the organisation and the needs of the individual manager must be balanced. Needs of the organisation include high productivity‚ quality of work‚ etc. Needs of individual managers include job satisfaction. That is‚ they want the job to be interesting
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Have you ever had a goal in life you just had to reach? Well my goals in life are to join the navy and become a civil engineer. I realize that there are numerous ways to become a civil engineer‚ but I chose to join the navy because I feel it would be most beneficial to me. My first career goal after high school is to join the navy. To do this I will need to meet with a recruiter. Also I will need to take the asvab‚ after taking the asvab I will also need to take a series of fitness tests. Once
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Career Goals and Learning Plan Paper I am a Grad student at the University of Pheonix pursuing a Masters Degree in Psychology. I have selected this particular field of study because I intend to become a Forensic Psychologist. Forensic Psychology involves applying psychology to the filed of criminal investigation and the law. I have an undergraduate degree from North Carolina State University and my major was Political Science and Philosophy. I worked as a Legal Assistant in a Law Firm for 8
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MANAGERIAL COMPENSATION BASED ON ORGANIZATIONAL PERFORMANCE: EVIDENCES IN VIET NAM BANKING SECTOR ABSTRACT Viet Nam banking sector was emerging rapidly after had joined WTO at the end of 2006 and performance contingent compensation is a widely accepted means for rewarding managers‚ but there is no empirical test of its effectiveness in Viet Nam banking sectors. Does managerial compensation to organizational performance lead to higher organizational performance? It appears to be a truism that if you
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In some organizations performance appraisal (PA) and performance management systems are treated as unnecesary or routine job. But the evaluation of of employees’ job performance is vital human resources function and of critical importance to the organization. In work organizations performance measurement typically takes place in the form of formal performance appraisals‚ which measure worker performance in comparison to certain predetermined standards. Performance appraisals serve many purposes for
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my career as a medical office manager. The first is the Certified Medical Administrative Specialist (CMAS). The second one is the Certified Professional Secretary (CPS) exam. The CMAS exam is provided by the American Medical Technologists and it enables for faster promotion and higher pay. In order to be eligible to take the CPS exam I would need to have at least three years of full time field experience. These certifications are not required but if you would want to advance in your career and
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job design’s third approach is known as job rotation‚ which is simply known as shifting to different work or task from your current task in the company on temporary or permanent basis‚ job rotation is linked with job enlargement as in both the variety of work is increased the only difference is that in job rotation the employee only works on the new task he or she is shifted too‚ and do not have to carry doing both task on daily bases as in job enlargement‚ job rotation is only done on the basis
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Performance Related Pay Author of Report: Shevon Oxford (Personnel manager) The purpose of this report is to gather views from staff regarding the introduction of a performance related pay system. Requested by: Tony Milward (Personnel Director) of Transmitacom. Transmitacom is a company‚ which produces software for the telecommunication industry. Date request was made: 01/11/04 Date completed: 16/11/2004 The data was collected from a variety of books dedicated to the subject
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employee’s level of performance.This is the oldest and most widely method used for performance appraisal. 5. Essay Evaluation This method asked managers / supervisors to describe strengths and weaknesses of an employee’s behavior. Essay evaluation is a non-quantitative techniqueThis method usually use with the graphic rating scale method. 6. Behaviorally anchored rating scales This method used to describe a performance rating that focused on specific behaviors or sets as indicators of effective or
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Benefits and Drawbacks of Performance-Based Compensation posted by Pat Wootton on December 3‚ 2011 In our parents’ day‚ salary was generally based on seniority; every employee in a comparable position earned the same‚ with annual increments and cost-of-living raises. Seniority was rewarded‚ youthful enthusiasm perhaps not. The obvious drawback to this system was a tendency for long-standing employees to become comfortable with their guaranteed salary and become less motivated. Additionally‚ there
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