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| Job Analysis | 3 |
| Job Simplification | 3 |
| Disabilities | 1 |
| Employees | 1 |
| Employment Practices | 1 |
| Human Factors Engineering | 1 |
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International Labour Office, Geneva (Switzerland). – 1969
The handbook provides an illustrated guide to ways of improving useful employment of the disabled by adapting jobs. How to increase employment opportunities by making simple adjustments (adaption or redesign of tools, machines, work places) is demonstrated. The nature of occupational handicap is discussed, stressing the importance of job and…
Descriptors: Disabilities, Employment, Human Factors Engineering, Job Analysis
Peterson, Richard O. – Training and Development Journal, 1976
Human resources development must be oriented toward the achievement of all objectives of organizational performance: Quality, efficiency, societal impact, employee impact. Three fundamental phases in developing a work design strategy (for improving organizational effectiveness) are explained. (BM)
Descriptors: Employment, Human Resources, Job Analysis, Job Simplification
Download full textDickmann, Robert A. – 1969
Functional Job Analysis (FJA) is based on the premise that every job requires a worker to function in relation to Things, Data and People (factors) in varying degrees. A level is determined for each of the three areas for each worker function. A measure of emphasis was developed by assigning percentages to weight each factor. The level at which a…
Descriptors: Employees, Employment, Employment Practices, Job Analysis
