Job rotation refers to assigning employees to various tasks so that they gain a wider experience. Horizontal job rotation would be when an employee move to jobs of a similar status. Vertical job rotation occurs when the new job is seen as a promotion (or demotion).
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Horizontal job rotation involves moving an employee to different roles on the same level within an organization. Vertical job rotation involves moving an employee to roles at different levels within an organization, typically involving promotions or shifts in managerial responsibilities. Both types of job rotation can help employees gain diverse skills and experiences.
Absenteeism can be caused by various factors such as illness, family commitments, burnout, low job satisfaction, lack of motivation, poor working conditions, or personal issues. Other reasons might include workplace harassment, lack of work-life balance, or a negative company culture.
Job cost refers to the total expense incurred in completing a specific task or project, including direct labor, materials, and overhead costs. Tracking job costs helps businesses analyze profitability and make informed decisions about pricing, resource allocation, and process improvements.
Those concepts are referred to as variables in a study. In this case, the variables are the average age of a person upon acquiring their first job and the average salary they were paid for that job. These variables can be studied and analyzed to draw conclusions or make predictions.
Compensation management refers to the processes and strategies used by organizations to determine and administer employee pay and benefits. It involves designing, implementing, and evaluating pay structures, incentives, and benefits to attract, retain, and motivate employees. Compensation management aims to ensure that employees are fairly and competitively rewarded for their contributions to the organization.
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