Book of Employment

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The Introduction to Employment (hereinafter, the Session) is the learning session that has been created to introduce its participants to employment and related topics. The Session consists of six lessons, each of which is made of three to six lectios. At CNM Cyber, a lectio is a lesson part. Every lectio includes a presentation and a one question, either a quiz or survey.

The official version of the Session is published at CNM Cert. The Session materials are also published at CNM Tube, CNM Wiki, and various channels for marketing and convenience purposes.

The Session belongs to the Career-Overview Sessions of the CNM Cyber Orientation.


Summaries

Predecessor

The predecessor session is CNM Cyber Welcome Session.

Outline

Introduction to Employment
# Lessons Lectios
1 Employment Essentials
2 Industries and Specialties
3 Nature of Occupations
4 Work Environments
5 Work Competences
6 Labor Regulations

Successor

The successor session is Introduction to Recruitment.

See also

Outline

In the CNM Cyber Orientation, the Orientation Preview is the predecessor session.

Employment Essentials

Main wikipage: Employment Essentials; video (9:35)
Employment. In the workspace, employment is an agreement between an employer, who agrees to compensate an employee in exchange for his or her work time, and an employee, who agrees to follow the employer's directions during work hours in exchange for the employee compensation, as well as a process and/or result of that exchange.
Worktime seller. Any individual who is in the business of selling his or her work time to employers. The sellers include employees, employment candidates, and pretty much every seller on the job market.
Intern. A student in some professional field or recent graduate from an educational program gaining supervised practical experience in the workplace.
  • Paid intern. An intern who is compensated for his or her work time at a regular employee level or some percentage of regular employee compensation.
  • Unpaid intern. An intern who is not compensated for his or her work time.
Employee compensation (total compensation, total employee compensation, compensation and benefits or C&B) is the aggregate of cash compensation and employee benefits that an employee receives or can expect to receive in exchange for the service he or she performs for their employer and/or for his or her time spent on the employer's request. Total compensation may also refer to the total amount of employee compensation.
Labor relations. The attitudes, motivations, and behaviors that two or more job-market actors assume toward each another, as well as the systematic study of those attitudes, motivations, and behaviors. In the United States, the Relations mostly refer to activities between employers and labor organizations concerning the negotiation or implementation of a collective bargaining agreement (CBA).
  • Labor organization. Any organization of any kind, or any agency or employee representation committee or plan, in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.
  • Labor union. An association of employees that represents a bargaining unit to negotiate, execute, and/or manage a collective bargaining agreement.
  • Collective bargaining agreement (CBA). A written and signed document between an employer entity and a labor organization specifying the terms and conditions of employment for a specified period.

Industries and Specialties

Main wikipage: Industries and Specialties
Economy. The system of human production and consumption of raw materials, goods, and services, which may range from the prosperity of a single household to the wealth of nations. The term, economy, may also refer to the way of how wealth is generally created and used or, particularly, to the careful use and management of money, time, energy, etc.
Economy segment. An area of the economy. Two major conventional classifications divide enterprises in:
  1. Three groups, the public sector, private sector, and nonprofit sector, depending on their ownership.
  2. Three or four groups, the primary sector, secondary sector, tertiary sector, and, optionally, quaternary sector, in which enterprises are grouped based on a type of produced products. This classification also fits into economic phases of precedence, since lower levels of the economy emerged before higher levels and higher levels depend on lower ones. However, every enterprise usually produces some mix of products, so it can belong to several segments.
Both classifications use the same term, sector. Neither of the classifications takes single households into account.
Industry. The part of any economy segment that groups those enterprises that create a particular type of product.
Industrial classification. Any economic taxonomy that groups businesses based on their products and/or production processes, as well as on their selling, marketing, and/or social appealing techniques into industries. There are a few taxonomies; CNM Cyber utilizes its own CNM industry classification.
Professional specialty. A subject that is the area of expertise of some professional.

Nature of Occupations

Main wikipage: Nature of Occupations; video (6:09)
Occupation. The regular activity that a person undertakes to earn his or her livelihood. That activity can be a job, profession, or position that somebody works in. Entrepreneurs may acknowledge their occupation as self-employed.
Occupation list. Any attempt to classify various occupations. No one can be considered 'complete' or 'final.'
  • Assistant. Someone who helps someone else to do a job. As an adjective, this term can also be used to indicate that someone holds a less important position in an organization than another person without this adjective, assistant, in his or her job title.
  • Clerk. Someone who works in an office, dealing with records and/or performing general customer support and/or document management duties.
  • Consultant. Someone who advises other people and/or enterprises on one or more particular subjects. A consultant can also be defined as a specialist and social worker combined. Advanced consultants tend to be subject matter experts on the one hand and skilled in working with people on the other hand.
  • Laborer. Someone who does physical work, which requires those KSAs that can be learned fast and easily.
  • Manager. Someone who achieves those goals that are assigned to him or her through his or her subordinates.
  • Operator. Someone who makes something like machinery or other equipment work or puts something into action.
  • Originator. Someone who creates and shapes new concepts, as well as makes them real or participates in the developments of real deliverables often as a product owner.
  • Service worker (social service worker, pink-collar worker). Someone whose labor is related to social interaction and/or other service-oriented work. Service workers can be engaged in customer support, entertainment, sales, social work, etc.
  • Specialist. Someone who has significant experience, knowledge, or skill in a particular subject.
  • Technician. Someone whose job is to make sure that machinery, other equipment, and pieces of technology such as laboratories work correctly, which may include making them work if they don't.
  • Trades worker. Someone who is practically skilled in some area of advanced physical work like carpentering, construction, equipment installing, plumbing, printing, and welding, carries out his or her work by hand and has learned his or her skill completely or primarily on the job in at least one year and, usually, from some mentor.
Holland Occupational Themes. Consultant, manager, specialist.

Work Environments

Main wikipage: Work Environments; video (5:29)
Work arrangement. An agreement to arrange one's work schedule, method, or load.
  • Compressed workweek. A workweek where employees work longer hours per day but fewer days per week.
  • Flextime (or flexible work hours). A scheduling system in which employees are required to work a specific number of hours a week but are free to vary those hours within certain limits.
  • Telecommuting. Working remotely at least 2 days a week on a computer that is linked to the employer's office.
  • Job sharing. (1) An arrangement that allows two or more individuals to split a full-time job; (2) The practice of having 1).
Job characteristics model. The framework for analyzing and designing jobs that identifies five core job dimensions, their interrelationships, and their impact on outcomes. These core job dimensions include skill variety, task identity, task significance, autonomy, and feedback.
  • Skill variety. The degree to which a job requires a variety of activities so that an employee can use several different skills and talents.
  • Task identity. The degree to which a job requires completion of a whole and identifiable piece of work.
  • Task significance. The degree to which a job has a substantial impact on the lives or work of other people.
  • Autonomy. The degree to which a job provides substantial freedom, independence, and discretion to the individual in scheduling work and determining the procedures to be used in carrying it out.
  • Feedback. The degree to which carrying out the work activities required by job results in the individual obtaining direct and clear information about the effectiveness of his or her performance.
Task structure. A set of structural job characteristics with which the worker interacts.
  • Consequence of error. How serious would the result usually be if the worker made a mistake that was not readily correctable?
  • Degree of automation. How automated is the job?
  • Freedom to make decisions. How much decision making freedom, without supervision, does the job offer?
  • Frequency of decision-making. How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization?
  • Impact on enterprise. What results do your decisions usually have on other people or the image or reputation or financial resources of your employer?
  • Importance of being exact (or accurate). How important is being very exact or highly accurate in performing this job?
  • Importance of repeating same tasks. How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job?
  • Level of competition. To what extent does this job require the worker to compete or to be aware of competitive pressures?
  • Structured versus unstructured work. To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals?
  • Time pressure. How often does this job require the worker to meet strict deadlines? How important is it to this job that the pace is determined by the speed of equipment or machinery? (This does not refer to keeping busy at all times on this job.)
  • Work schedule. How regular are the work schedules for this job and what is the number of hours typically worked in one week?
  • Work virtualization. The degree to which work is done remotely rather than at some specific physical location.

Work Competences

Main wikipage: Work Competences; video (3:49)
Work-related competence. Competence needed to perform productively in a particular occupation and, often, in a particular industry.
Administrative competence. Competence needed to undertake enterprise efforts conceptually, regardless of specific industry or occupation.

Labor Regulations

Main wikipage: Labor Regulations
Labor law (labour law, employment law). A set of government rules that regulate relationships between employees, employers, trade unions and the government. Government agencies usually enforce that set of laws.
Whistleblower. A person who exposes secretive information or activity that is deemed illegal or unethical. In some countries, labor laws protect whistleblowers from potential retaliation that may otherwise include termination of employment, demotion, suspension, threats or harassment, and discrimination.
  • OSHA's Whistleblower Protection Program. The main application that is responsible for protecting the rights of employees, who may fear job loss or other reprisals if they speak up. Workers who feel they have suffered retribution for reporting company violations should file a complaint with their local OSHA office within 30 days of the incident.
  • Whistleblower Protection Act. The federal labor law that was initially enacted in 1989 and enhanced in 2012 that specifically protects those people who work for the United States Federal Government and report on illegal or improper activities conducted by this government or its parts.

Introduction to Recruitment is the successor session.

Preview presentations

Video

The video preview presentation, 1:11 minutes, is published at https://youtu.be/CBuSoaw11cQ. Here is its full text:

Preview of introduction to employment session. In employment session we will talk about employment in general, we will talk about different industries, we will touch a little bit labor law. Labor law can be a separate course, we will touch different employment roles including employees and private contractors, self-employed, apprentice and volunteers, we will talk and classify different occupations. We will discuss work environments including employment motivation model, job characteristics model. We will talk about task structures and we will end up with competencies needed at work including occupation-required competencies, industry related and we will end up with administrative competencies. Next we will go to introduction to recruitment as a successor session.

Web

See also