job costing Definition (according to business dictionary) An order-specific costing technique‚ used in situations where each job is different and is performed to the customer’s specifications. Job costing involves keeping an account of direct and indirect costs. Since both types of costs are usually closely related (a job requiring high input of labor and material is likely to consume more power‚ machine time‚ supervision time‚ inspection time‚ etc.) indirect costs may be applied as an estimated
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Job Analysis Human Resources Management 531 University of Phoenix December 1‚ 2008 Job Analysis The merger of Interclean and Envirotech has brought on a new outlook and perspective for the industrial cleaning service industry. The merger will reveal a new strategic plan and change the focus for Interclean. These changes will require changes in job assignments and well as changes in job descriptions. There will be six new positions to fill by someone from Interclean
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modification‚ or use of knowledge of tools and machines to perform a task. In other words‚ technology is a complex word that describes a process where simple tools and machines can be used to improve life. It involves the knowledge and use of tools and machines to solve problems in an organized and schematic manner. As an art and science‚ technology is an ever improving process that aims at providing machines and other complex tools to replace human labor in the work place. Through technology‚ technicians
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causes it. Regardless of the type of industry or company‚ absenteeism is indeed inevitable. This happens even in the most prestigious and expanding companies. Absenteeism is the habitual non-presence of an employee at his or her job. Possible causes of absenteeism include job dissatisfaction‚ ongoing personal issues and chronic medical problems. Regardless of the cause‚ a worker with a pattern of being absent may put his reputation and his employed status at risk. (www.investopedia.com). From the
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Job design is a work arrangement or overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic tasks. Through job design organizations try to raise productivity levels by offering non-monetary rewards such as greater satisfaction from a sense of personal achievement in meeting the increased challenges and responsibility of one’s work. Job enlargement‚ job achievement‚ job rotation‚ and job simplification are the various techniques used in a job design exercises
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In a way‚ middle school is like a hunting trip. Going into it‚ you know what your goal is---graduating‚ or killing that huge mule deer. But you can’t do it without your gear. Your textbook‚ which is your bow‚ your pencils‚ which are your arrows‚ and finally‚ your hunting partner. Your hunting partner is there to enjoy the experience with you‚ and to help pack out the prize. In school‚ this would be that one good friend‚ or in some cases several friends that help you through it‚ and achieve the goal
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Job Evaluation Methods There are three basic methods of job evaluation: (1) ranking‚ (2) classification‚ (3) factor comparison. While many variations of these methods exist in practice‚ the three basic approaches are described here. Ranking Method Perhaps the simplest method of job evaluation is the ranking method. According to this method‚ jobs are arranged from highest to lowest‚ in order of their value or merit to the organization. Jobs also can be arranged according to the relative difficulty
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It was a chilly‚ brisk four a.m. morning. We could see our breath in our dim flashlights as we hopped out of that green Chevy pickup. Grandpa and I were all camouflaged out‚ with our orange vests and hat of course. Hand warmers and “toasty-toes” ready‚ we headed to our deer stand‚ “The Penthouse”. Walking to The Penthouse is always pretty nerve racking for me. Its pitch black‚ no flash lights. Just me‚ Grandpa‚ and nature. The crunching of leaves under our feet and the occasional hole I would
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workers who experience stress related illnesses in the workplace. The main focus was on identifying literature which related to workplace responses to absenteeism due to stress related disorders. There is increasing evidence which suggests that today more than ever before‚ employees are working in an atmosphere of anxiety and stress. A fundamental and dynamic shift is taking place in the world of work. Many have called this change the third revolution or ‘tidal wave’. Most experts have agreed
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1. The migration of many textile jobs and garment companies out of the United States‚ mainly to Mexico to operate there was due to the cheaper advancements in technology included with cheap workers compared to the United States. The Mexican industry’s wages don’t even reach to $2 per hour versus $13 to $14 per hour in the States. So they will save more on huge production than manpower where are easily available. Mexico has a strong capability when it comes to skilled and professional labour as such
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