||Job analysis is a systematic study of jobs to determine what activities and responsibilities are included, their relationships with other jobs, the personal qualifications necessary for performance of the jobs, and the conditions under which work is performed.
||Job bank refers to pools of retired employees who are used by employers to fill part-time or temporary position needs.
||Job bidding allows employees to indicate an interest in a position they feel qualified for before the position becomes available.
||Job classification is an evaluation method that groups jobs into a predetermined number of grades or classifications, each having a class description and often a pay range to use for job comparisons.
||Job codes is an identification numbers assigned to specific jobs or job tasks.
||Job descriptions refers to the detail required tasks, knowledge, skills, abilities, and reporting structure for jobs.
||Job design refers to a conscious effort to organize tasks, duties, and responsibilities into a unit of work.
||Job enlargement is broadening the scope of a job by expanding the number of different tasks to be performed.
||Job enrichment is increasing the depth of a job by adding employee responsibility for planning, organizing, controlling, and evaluating the job.
||Job evaluation is the systematic determination of the relative worth of jobs within an organization.
||Job grades are used to group jobs together that have approximately the same relative internal worth and are paid at the same rate or rate range (also known as pay grades).
||Job posting gives current employees a chance to respond to the announcement of open positions.
||Job pricing is a 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 ranking is a process of ranking all jobs within the organization in order of importance or worth.
||Job redesign is a 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 rotation is a practice of transferring employees for temporary periods of time between varying jobs within an organization. Often used as a training and development method.
||Job sampling 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 is 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 is a work arrangement in which two part-time workers share one full-time job.