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2. Job description - Wikipedia

   en.wikipedia.org/wiki/Job_description

   A job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, information about the equipment, tools and work aids used, working conditions, physical demands, and a ...

3. Job analysis - Wikipedia

   en.wikipedia.org/wiki/Job_analysis

   Finally, the existing job description (if there is one) usually provides a starting point for building the revised job description. Select representative positions. This is because there may be too many similar jobs to analyze. For example, it is usually unnecessary to analyze jobs of 200 assembly workers when a sample of 10 jobs will be ...

4. Human resource management - Wikipedia

   en.wikipedia.org/wiki/Human_resource_management

   Human resource management (HRM) is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage.

5. Person specification - Wikipedia

   en.wikipedia.org/wiki/Person_specification

   A person specification describes the personal attributes desired in a potential employee. It is a companion document to a job description , describing the personal attributes being sought from applicants to ensure that they are suitable for the role. [ 1 ]

6. Category:Human resource management - Wikipedia

   en.wikipedia.org/wiki/Category:Human_resource...

   Job analysis; Job crafting; Job cuffing; Job demands-resources model; Job description management; Job enlargement; Job enrichment; Job performance; Job rotation; Job sharing; Jobless employed; Jobsworth; Joint employment (US Law) Just-in-time learning

7. Competence (human resources) - Wikipedia

   en.wikipedia.org/wiki/Competence_(human_resources)

   A job competency model is a comprehensive, behaviorally based job description that both potential and current employees and their managers can use to measure and manage performance and establish development plans. Often there is an accompanying visual representative competency profile as well.