Methods Of Job Analysis Methods

Methods Of Job Analysis Methods
Job Analysis Methods: There are several methods used for collecting job information. Depend upon
the requirement of the organization some of the companies uses only one method and others are
used the combination of more methods. Job analysis methods that are commonly used by the
organizations are observation method, interview method, questionnaire method, task inventory, job
element method, competency profiling, technical conference, threshold traits analysis system and a
combination of these methods. According to human resource manager job analysis is the process of
HR Manager Job analysis is the process of describing and recording features of jobs and stating the
skills and other requirements necessary to do the job. The importance of conducting job analysis are
to formulate job description and job specification which ... Show more content on Helpwriting.net ...
In this method, an employee is interviewed so that he or she comes up with their own working
styles, problems faced by them, use of particular skills and techniques while performing their job
and insecurities and fears about their careers. In this method, the job analyst directly interviews the
job holder through a structured interview form to elicit information about the job. This method is
found suitable particularly for jobs wherein direct observation is not feasible. However the interview
method is both time consuming and costly. Particularly, the professional and managerial jobs due to
their complicated nature of job, require a longer interview' This may also be a possibility that bias
on the part of the analyst and the job holder i.e., the respondent may cloud the accuracy and
objectivity of the information gathered through interview. Nonetheless, the effectiveness of the
interview method will depend on the ability of both interviewer and respondent in asking questions
and responding them
... Get more on HelpWriting.net ...

Job Analysis
Job Analysis
Multiple Choice
1. _____ is the procedures through which one determines the duties associated with positions and
the characteristics of people to hire for those positions.
a. Job description
b. Job specification
c. Job analysis
d. Job context
e. None of the above
(c; easy; p. 112)
2. The information resulting from job analysis is used for writing _____.
a. job descriptions
b. work activities
c. work aids
d. job context
e. performance standards
(a; easy; p. 112)
3. Which of the following types of information can be collected via a job analysis?
a. work activities
b. human behaviors
c. performance standards
d. job context
e. all of the above
(e; moderate; p. 112)
4. Information regarding job demands such as lifting weights ... Show more content on
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The fourth step in conducting a job analysis is _____.
a. deciding how to use the information
b. reviewing relevant background information
c. selecting representative positions
d. collecting data on job activities

e. developing a job description and job specification
(d; moderate; p. 114)
18. Verifying the job analysis information with the worker performing the job and with his or her
immediate supervisor is the _____ step in the job analysis process.
a. first
b. second
c. third
d. fourth
e. fifth
19. The fifth step in conducting a job analysis is _____.
c. verifying the job analysis information
(c; moderate; p. 114)
20. Developing a job description and job specification is the _____ step in the job analysis process.
a. second
b. third
c. fourth
d. fifth
e. sixth
21. The final step in conducting a job analysis is _____.
c. selecting representative positions
22. A(n) _____ shows the flow of inputs to and outputs from the job being analyzed.
a. organization chart
b. process chart
c. value chain
d. job preview
e. job description
(b; moderate; p. 114)
23.

Job Analysis For A Job
Job analysis forms the basis for most human resources approaches to employment practice.
Employment practices sometimes result inappropriate for some companies and it can create chaos
for the managers if those are not implementing properly. To avoid complications into the
organisation all matters related with staff must be handle by human resources department and
supervised closely by mangers to make the best decision. (Brannick, M., Levine, E., Morgeson, F.,
& Brannick, M. 2007)
Organizations take the decision of redesign jobs after do a job analysis. It is the process of detection
and understanding of a job after analyse the results reporting or summary. The information gathered
on each job through job analysis is subsequently organized and compiled in a job description.
However, there is essential to assure proper job analysis to create an accurate description of the job
duties and specifications. Those also depend of the extension of information obtained through job
analysis and represent the starter for the required action. (Brannick, M., Levine, E., Morgeson, F., &
Brannick, M. 2007)
After identify which jobs need to be changing the organization moves to the process of redesign that
specific job. It is the most important topics in organizational research. Over decades of research,
specialists in human resources had learned that jobs can be understood in terms of task
characteristics such as autonomy, variety, identity, and feedback also should include physical

The Importance Of Job Description And Job Analysis
Job descriptions and job analysis help to provide accurate information to incumbents about the daily
functions of the position available and its expectations. "A job analysis is completed to determine
activities, skills, and knowledge required of an employee for a specific job" (Jahn, 2014).
Questionnaires, observations, interviews, and employee recordings all play a role in determining a
job analysis. "Job analysis provides a method to understand a job by examining the tasks performed
on the job, the competence to perform those tasks, and the connection between the task and the
competencies" (Bortz & Steisel, 2014). The final analysis provides essential tools, such as the job
description and job specifications. Job specifications identify critical attributes of a person suited to
the job, which includes the minimum education and experience needed to perform the job (Jahn,
2014).
Job descriptions help to support the job analysis. "Job descriptions are narrative statements defining
a job and what the employer expects regarding on–the–job–performance" (Jahn, 2014). Job
descriptions include a list of responsibilities and duties required for a particular position. Job
descriptions further define the employee's functions in more general terms than what is described in
the job analysis. Job descriptions usually begin with an action verb and close with a noun defining
the activity. Without job analysis and job descriptions, companies will not have the ability

Steve Jobs Pathos Analysis
1. In his speech, Steve Jobs presents several elements of pathos. Write down five of the examples
that involve Jobs' use of pathos and explain why he shares these elements with the audience.
The first story that uses pathos was the one he told about his biological mother giving him up for
adoption. The second story that uses pathos was the story he told about how his parents that adopted
him wanted a girl at first. He also mentions that his real mother almost didn't sign the paper to let
him be adopted after she found out that the couple that wanted to adopt him had not been to
college.The third story that uses pathos was the story he told about dropping out of college. He had
a huge money struggle during this time and even had to sleep on the floors of his friends dorms
nightly. His fourth story that uses pathos was the one he told about getting fired from his own
company. This story had to hit the heart of many because it tells the story of how he gets fired from
something that he created. His fifth story that uses pathos was the story he told about death. This
story told about how he overcame cancer and how scared he was through it all. Jobs' shared all of
these tragic stories with the audience to try and connect to them. He most likely thought that if he
could connect with the emotional side of the audience that they would really listen. In other words
he did this to gain their attention so that they would actually listen to him and hopefully be inspired
about his life story.
2. Look back over the speech and find a line that is filled with ethos. Write it down. What does this
fact show us about Jobs?
"We worked hard, and in 10 years Apple had grown from just the two of us in a garage into a $2
billion company with over 4,000 employees." This fact shows us that he was just a normal person
just like us, and that he started out on his own. It shows us how far he truly has come. It also allows
people to realize that they can do anything they set their mind to, just like Jobs did.
3. Explain how a random calligraphy class that Jobs took at Reed College in the 1970s impacted the
way you create documents today. What is Jobs' larger point in telling the audience about the
calligraphy class?
Steve Jobs is the man

Obserpose Of Job Analysis Methods
Job Analysis Methods:
Though there are several methods of collecting job analysis information yet choosing the one or a
combination of more than one method depends upon the needs and requirements of organization and
the objectives of the job analysis process. Job analysis methods that are commonly used by the
organizations are Observation Method, Interview Method, Questionnaire Method, task inventory,
job element method, competency profiling, technical conference, threshold traits analysis system
and a combination of these methods.
. According to HR Manager Job analysis is the process of describing and recording aspects of jobs
and specifying the skills and other requirements necessary to perform the job. The main purposes of
conducting job analysis are to prepare job description and job specification which in turn helps to
hire the right quality of workforce into the organization at right place and with the right skills. Job
description and job specification further gives conclusions for job evaluation.After the job analysis
and evaluation then the company conducts interview for therecruitment.
RECRUITMENT AND SELECTION
Recruitment is the process of searching the candidate for employment and stimulating them to apply
for job in the organization. ... Show more content on Helpwriting.net ...
It consists of putting right number of people, right kind of people, at the right place and right time to
achieve the goals of the organization. As per the requirement the resume shall be screened from the
different sources by HR department. Then final short listed candidates will be called for interview.
The interview is held by HR manager to overview the candidate in terms of candidate profile. On
the basis of interview, the HR manager may tag the candidate as selected or rejected. The interview
held by concerned authority accompanied by HR Personal for different department to overview the
candidate in terms of desired

Rhetorical Analysis Of Steve Jobs
Rhetorical Analysis– Steve Jobs Given the task of conceptualizing a man who truly changed the
realm of technology as we know it today, my mind secludes one person. That person is Steve Jobs,
co–founder of Apple Computer, now known simply as Apple. For this rhetorical analysis, I will be
using three biographies/profiles about Jobs including "The Real Genius of Steve Jobs" by Malcolm
Gladwell with The New Yorker (June 19, 2017), "Jobs' Biography; Thoughts on Life, Death, and
Apple" from NPR (October 25, 2011), and "Steve Jobs" from Biography.com (April 28, 2017).
Precise attention to the audience, purpose, and tone, allows all three of these profiles to vividly
explain and represent Jobs as the truly exceptionally minded man that he was. ... Show more content
on Helpwriting.net ...
I feel as if there is a negative connotation to the profile as a whole, making Jobs look like a criminal.
It is written in a tone that relays that Jobs did not deserve what he had. Thinking about all the things
we use today that have a piece of Jobs' mind behind them, whether he "invented" them or not, one
could make the case that he truly molded the world of technology as we know it, and deservedly so.
"Jobs' attention to detail on his creations was unrivaled, says Isaacson. Though he was a
technologist and businessman, he was also an artist and designer." (Jobs' Biography NPR par 11)
Focus is given to summarizing a biography written about Jobs by Walter Isaacson. The publication's
purpose is to detail Jobs' entire life, starting from a very young age when he found out he was
adopted. Isaacson, the author of Jobs' official biography writes, "For Steve Jobs, he felt throughout
his life that he was on a journey – and he often said, 'The journey was the reward.'" Jobs felt that all
design was important whether it could be seen or not. Countless designs brought to him were turned
down because they were too complex. "I see the depth of simplicity," said Jobs. This profile has a
much more casual tone and focuses on Jobs as a person, and not so much as a businessman. The
tone does not discredit what Jobs has accomplished. However, due to the fact that several bits and
pieces from the Jobs' biography (Isaacson)

Job Analysis
JOB ANALYSIS Job analysis is the process of collecting, analyzing, and setting out information
about the content of jobs and the related qualifications necessary for one to perform them. The
process involves use of methods and procedures to determine the duties, responsibilities, working
conditions, working relationships, and required qualifications. Job analysis produces the following
information about a job: 1 Overall purpose: Why the job exists and, in essence, what the holder is
expected to contribute. 2 Content: the nature and scope of the job in terms of tasks and operations to
be performed and duties to be carried out – i.e. the processes of converting inputs, such as
knowledge, skills and abilities, into outputs (results). 3 ... Show more content on Helpwriting.net ...
High turnover[–>6] of new hires can occur when they are unpleasantly surprised by an aspect of
their job, especially if that aspect is especially important to them. For example, if they take the job
with an understanding that they won't have to work weekends, then are immediately scheduled for
Saturday night, it undermines trust and the psychological contract is breached. Better informed
candidates who continue the application process are more likely to be a good fit with the position,
and the ones who choose not to continue save themselves time pursuing a job or company that
wasn't right for them. The hiring organization saves time on testing and interviewing only those
candidates with a strong chance of success. RJPs can take the form of videos (e.g., Home Depot[–
>7]; PetSmart[–>8]), testimonials or short tests. Regardless of format, effective RJPs accurately
foreshadow the culture that the candidate is signing up for. Other critical components include:
Candor[–>9] and openness[–>10]; specificity[–>11] (while avoiding a deluge of information);
representative visual depictions of the work environment, preferably with the employee actually
performing common tasks; testimonials from

Veterinary Clinic Job Analysis
While there is no definitive format for a job description, this factor is the most significant of the job
analysis. This description needs to be a written statement detailing what the worker actually does,
how he/she will do it, and what the jobs working conditions are. This data will then be used to for
details into job specifications, which will list the knowledge, abilities, and skills required to perform
the job satisfactorily.
Along with the pertinent details of a job description, it is important for managers, to describe, if
possible, a bit of the culture they represent, for possible future employees to understand. For
instance, at my veterinary clinic, in all job description, we stress the importance of being highly
customer service ... Show more content on Helpwriting.net ...
All Out Patient Nurses must have the ability to perform moderate physical activity and lift a
minimum of 40 lbs.
Examples of duties, but not limited to:
To recommend all necessary laboratory work, such as pre–anesthetic profiles, heartworm tests,
feline leukemia tests, health screens, and/or urinalysis, that are necessary for optimum patient care.
To counsel clients regarding behavior problems, weight management, geriatric care, nutritional
issues, flea control, etc.
Obtain necessary laboratory samples, blood, feces, urine, and set up tests
Anticipate medications that need to be sent home with pet, prepare and label
Show client how to give medications
Training nurse assistants in basic animal procedures
Daily and weekly inventory taking, medical and non–medical
We are looking to add a positive, team member to our innovative and ever changing veterinary
culture. We value our clients as our top priority and aim to give them the highest standard of
veterinary care at an affordable cost and strong value. Long term employees are what we aim for, as
we value cultivating growth in our staff as well as our business. Thank you for

Job Analysis Project
Conducting my research for this class project, I have learned that conducting a thorough job analysis
is an important step in filling a job opening as well as contributing to the successful growth of an
organization in terms of finances and talented workers.
A job analysis should be conducted to gather information about the responsibilities, duties, skills of
a particular job. In addition, it can include information about the work environment and desired
education and experience. There are several ways to conduct a job analysis including using the
Occupational Information Network (O*NET), using an analysis questionnaire, observation and
interviewing. While doing my research there are other informal ways to conduct a job analysis and it
... Show more content on Helpwriting.net ...
e correspondences using Microsoft Office to communicate with staff
2 File personnel files using company filing system to ensure files are secure
3 Answer incoming phone calls using multi–line switchboard and direct them to the appropriate
employee
4 Prepares periodic reports using quarterly data to give to human resource manager
5
6
7
8
KSA Statements: Human Resource Receptionist
Student Name Jane Doe
Task Statement
(copy/paste all task statements here) Knowledge
(cognitive skill) Skill
(learned) Ability
(competence)
1 Type correspondences using Microsoft Office to communicate with staff Knowledgeable of
Microsoft Office Suite At least two years of using computer Excellent written communication skills
2 File personnel files using company filing system to ensure personal information is secure Familiar
with handling personal information One year of receptionist experience Must be organized and pay
attention to detail
3 Answer incoming phone calls using multi–line switchboard and direct them to the appropriate
employee Knowledgeable of multi–line phone system One year of receptionist experience Able to
answer phones professionally

4 Prepares periodic reports using quarterly data to give to human resource manager Experienced
with gathering data from multiple sources One year of administrative experience Capable of doing
research
5
6
7
8
KSA Statements
1 Must have at least two years of using a computer, knowledgeable of

Advantages And Disadvantages Of Job Analysis
Job analysis is a broad term commonly used to describe a wide variety of systematic procedures for
examining, documenting, and drawing inferences about work activities, worker attributes, and work
context (Siddique, 2004). In light of recent workplace changes that devalue traditional conceptions
of rigidly deﬁned jobs, the broader term, work analysis, is sometimes supported. However, there are
three different types of job analysis and they are job requirements, competency based, and rewards
(Siddique, 2004). Furthermore, job requirements job analysis is the most commonly used by
organizations. It seeks to identify and describe specific tasks, KSAO's, and job context for a
particular job (Siddique, 2004). The main purpose is to use this particular information to create a
right fit between job and employee, recruiting, determining salary ranges and levels or grades,
establishing job titles, creating employee's job goals and objectives, and conducting performance
reviews. Nonetheless, job requirements can also be used for career planning, creating reasonable
accommodations, and meeting legal requirements for compliance purposes (Siddique, 2004).
Consequently, there are some advantages and disadvantages to this type of job analysis. Some
advantages include providing first hand job–related information, helps in creating right job–
employee fit, helps in establishing effective hiring practices, and helps in analyzing training and
development needs (Siddique, 2004).

Steve Jobs Rhetorical Analysis
The video I chose is an interview with Steve Jobs. He discusses the teamwork at Apple and why it is
so successful there. Many of the things he discusses in the interview are similar to the information
that can be found in the textbook. Jobs states that Apple's employees work really well in teams and
that is the reason why they are so successful. He adds that teamwork at Apple consists throughout
the company; from the very top to the very bottom. He uses the word "trust," which is important in a
team environment. Team members must be able to trust that each member does the work that he or
she has been assigned to do. In fact, most projects have strict deadlines, so there is no reason to have
people involved that do not contribute. For that

Job Analysis Plan
Career Development Plan Part I–Job Analysis and Selection
Tina de Leeuw–Runk
HRM/531
December 20, 2010 Danielle Lombard Sims Career Development Plan Part I–Job Analysis and
Selection
Introduction
InterClean has just merged with EnviroTech and has taken on a new strategic direction. The
company will provide full–service cleaning solutions for organizations in the health care industry
and no longer sell only cleaning products. As a midlevel sales manager, I will need to select my
sales team by developing a plan that will include the analysis methods used to create a job analysis,
and a workforce planning system on sales development for the team. I will exploit internal ... Show
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Three salespeople will report to the sales manager.
Action Plan for Selection
To have a successful workplace planning system, the action plan will outline the recruitment,
selection, training, placement, promotion, development, and compensation of employees (Cascio,
2006). Ten employees are reviewed to join the new merged sales team. The salespeople from
InterClean are experienced in selling products whereas the sales people from EnviroTech are
experienced in providing full–service cleaning solutions. I will formulate a talent inventory for each
employee and determine who already has the skills, abilities, and experience, and who will need
additional training and development for the sales team. I am responsible for developing the
compensation and benefits plan to reward their successes. I will determine the employees who may
qualify for promotions or may want a transfer to another position.
Identification of Sales Team Goals
InterClean's sales team must have established goals to accomplish the desired corporate strategies.
The goals below will help InterClean grow and achieve the sales quotas and customer satisfaction:

1. Deliver InterClean's financial goals and revenue

An Analysis of Stevenotes
Research Question: What is the structure and linguistic devices used by Steve Jobs that make his
speeches so powerful?
Introduction
The life and times of Steve Jobs has been an inspiration to many people around the world. He is
essentially the founder of the biggest company in the world in terms of market capitalization and has
been seen as a great visionary of the tech industry. His influence on the tech industry is unmatched.
Even though he has been called egotistic, highly eccentric and downright insane, many still draw
inspiration from his various public interactions. These can be found in his various interviews, his
biography, his meetings at Apple, keynote speeches, etc. It is one of these events, Stevenotes ...
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Stanford University is one of the world's leading universities in science, technology, engineering
and mathematics. It is located in the city of Stanford in Northern California. Hence, it lies in the
Silicon Valley. Due to its proximity to the headquarters of global technology giants, Stanford
University has played a key role in the silicon revolution. Steve Jobs' future wife, Laurene Powell,
was a student at Stanford Graduate School of Business and Steve Jobs would one day also give a
lecture there. Steve Jobs had a close connection to Stanford University from the early days even
though he didn't attend the university. He has on numerous occasions acknowledged Stanford
University as one of the world's finest universities and its significance to the tech industry. Many
tech companies such as Google, Apple, Facebook, Yahoo, etc. are also situated close to Stanford
University and often hire from it. While attending high school at Homestead High, he also took
English classes at Stanford University. He also studied in Stanford University's student unions while
his future business partner Steve Wozniak attended University of California, Berkeley. In this
commencement speech he talks about three stories of his life that have made a difference to him and
have played a key role in his success. He first begins to talk about his childhood, his adoption, his
teenage years and his

Performing Job Analysis on Complex and Senior Job Roles:...
TOPIC: "Discuss the extent it would be worthwhile performing job analysis on complex and senior
job roles" Since the employment displacement of World War II, employers have attempted to
simplify hiring practices. While originally positions were decided through accomplishment and
experience, modern employers have begun using placement tests to determine through alternative
means who will make excellent leaders within the company. While this practice has proven effective
for lower–level placement positions, modern companies now attempt to use these same measures for
the placement of higher positions including executives. Regardless of two decades of testing, it
seems as though the companies who use this technique are actually at a disadvantage with regard to
the actual outcome. In fact, the turnover rate for executives is proving to be very large. It is this
anomaly that will be discussed and explored within this paper. Introduction Current business
dynamics render the analysis and application of accurate job descriptions deplete of vital
information. Companies must devote attention to defining and articulating job requirements when
hiring senior level executives in order to ensure proper placement of senior candidates. Instead of
creating a brief description of the executive role, those responsible for hiring the candidates should
evaluate each candidate on every aspect of their ability. In fact search committees rarely consider
any depth within the strategic position

Present Job Analysis of a Clerk
I am a clerk one employed at Public Health Services Department for almost five years; I was quite
satisfied and happy doing my current job. One aspect of my job is assisting in the processing of
Food Badge. Recently I have gotten dissatisfied with my job; reason being the process of persons
applying for their food badges has changed without really consulting me being that I am normally in
the forefront facing customers each day. Due to this sudden change my job has become a bit
challenging for me to do it on my own. In light of this, I would have highlighted the issues I am
being faced with by the new development put in place to my supervisors and the persons who are
responsible for the change. To no avail nothing was done to aid my plea.
This new change which has been implemented had made me very frustrated and not feeling
enthusiastic about working when the day comes. My disposition on a day to day basis is not a
pleasant one. I know to myself that this is not a productive attitude I should be having because it can
have adverse effects being the face of the organization as it reflects my attitude and the kind of
service I will provide to customers. In addition to that, colleagues maybe offended by my attitude, in
which can create a negative work environment for them. Hence I have changed my perspective in
regards to my attitude, and focusing on the goal that I am striving towards and enjoying the work
rather than being frustrated.
Affective Commitment
An organization's

Job Analysis
Personnel selection is a process where various methods are used to gather information to determine
if individuals meet criteria to fill job vacancies. It is only when an employer achieves many years of
service that the impact of personnel selection on an organization can be recognized. This methodical
process should be composed with extreme care to avoid any violation of laws that pertain to
personnel selection. Validity is evident if an apparent relationship is obvious between the procedure
and the job position for which individuals are being selected. An important part of the personnel
selection process and as a precursor to selections, job analysis should be performed in such a way as
to meet the professional and legal guidelines of ... Show more content on Helpwriting.net ...
Requires a bachelor's degree in a related area and at least seven years of experience in the field.
Generally manages a group of human resources professionals. Relies on experience and judgment to
plan and accomplish goals. Typically report to an executive (Salary.com, 2005). A job specification
is a statement of minimum acceptable human qualities necessary to perform a job properly. It is a
standard for personnel and designates those qualities that are required for acceptable performance.
Information included in job specifications is educational requirements, experience, physical abilities
and sometimes even personality traits. Basically, the job specification describes the individual who
is capable of performing the job effectively (Dessler, 2005), (How, 1998). The following is a sample
listing of job specifications for a HR manager position:
• Function of Work (Tasks, Knowledge, Abilities, Skills)
• Level of Work
• Supervision Received and Exercised
• Location of Work
• Job Distinctions (Work Context)
• Examples of Work Activities
• As Assistant to the Executive Director
• In A Small Satellite Entity, Agency, or Facility
• Minimum Qualifications
• Qualification Substitutions
• Interests
• Work Styles and Values
• Related Occupations
• Wages and Employment Trends

Rhetorical Analysis Of Steve Jobs
Given the task of conceptualizing a man who truly changed the realm of technology as we know it
today, my mind secludes one person. That person is Steve Jobs, co–founder of Apple Computer,
now known simply as Apple. For this rhetorical analysis, I will be using three biographies/profiles
about Jobs including "The Real Genius of Steve Jobs" by Malcolm Gladwell with The New Yorker
(June 19, 2017), "Jobs' Biography; Thoughts on Life, Death, and Apple" from NPR (October 25,
2011), and "Steve Jobs" from Biography.com (April 28, 2017). With precise attention to the
audience, purpose, and tone, all three of these profiles vividly explain and represent Jobs as the truly
exceptional man that he was.
"The Real Genius of Steve Jobs" foretells a story of a man who was insistent on perfection. Jobs
was constantly taking others' ideas and tweaking them to make them better. Gladwell writes
speaking on the idea for a tablet–style computer "Jobs' sensibility was editorial, not inventive. His
gift lay in taking what was in front of him–the tablet with stylus–and ruthlessly refining it." (par. 9)
This gave way to the now widely used iPad. Every device that Jobs has been credited with
"inventing" is more realistically defined as "tweaking". He felt as if the technology around him
could always be better, and was always obsessively changing things until he conceived them as
perfect. "I'll know it when I see it. That was Jobs' credo, and until he saw it his perfectionism kept
him on edge."

Job Analysis and Legal Implications
Job Analysis & Legal Implications A job analysis is a process to identify, to determine in detail, the
particular job duties and the relative importance of the duties for a given job (Job Analysis:
Overview, 1999). Judgments are made in the process about the data collected on a job. The purpose
is to establish 'job relatedness' of the employment procedures. This would include training,
selection, compensation, and performance appraisal. The job analysis is used to develop training
needs, compensation for skill levels, responsibilities, and required levels of education. It is used to
develop selection procedures and criteria for performance reviews. The job analysis consists of
different methods to be used in combination. The methods include review of job classification
systems, incumbent reviews, supervisor review, expert panel, structured questionnaires, task
inventories, check lists, open–ended questionnaires, observation, and incumbent work logs. The job
analysis should include duties and tasks, environment, tools and equipment, relationships, and
requirements. The Uniform Guidelines on Employee Selection Procedures and the American's with
Disabilities Act govern the job analysis (Job Analysis: Law/Legal Issues: Federal Guidelines, 1999).
The Uniform Guidelines on Employee Selection Procedures requires a job analysis with validation
studies based on job information review. The job analysis should describe work behaviors, their
relative importance, and their

Steve Jobs Character Analysis
In the article "The story of Steve Jobs: An inspiration or a cautionary tale", by Ben Austen, the
author claims that damaging norms of social or business collaboration that stands amongst you and
what you want was Jobs most important lesson. A few entrepreneurs from all over the world now
see Jobs and his ways of running a successful business as a holy scripture. In many ways Steve Jobs
can be seen as a good influence when it comes to entrepreneurship because of the outcome of his
business. On the other hand, some may disagree with him due to his private life and actions while
running apple. Ben Austen explains the sides and opinions of the opposing sides known as the
acolytes and the rejectors. This is where bosses around the world share their stories and experiences
they had with Steve Jobs.
Entrepreneurs who have used Jobs as a role model in business to become more aggressive as
visionaries, competitors, and above all as bosses are known as acolytes. Many people talk about the
influence given to them from Steve Jobs accomplishments in his business. For example, Steve Davis
a CEO of TwoFour mentioned the impact Jobs had on him when he said "We're willing to fail. Look
at jobs. he got knocked down, and kept going. He's totally unconventional, driving on his particular
path. Either you join him or get out of the way"(Austen 4). This shows that Jobs is a hard worker
and even through obstacles he is able to overcome them and stay successful. An iphone software
developer;

Essay on Senior Advocate Job Analysis
Introduction Having been just promoted it is now one of my new responsibilities to devise a plan to
hire my replacement. It is important that I take the steps necessary to conduct a thorough job
analysis so that a job description can be constructed as a guide prior to hiring anyone. Having a job
description will also "clarify expectations for the prospective employee as well as providing
reference points for training and development to take place once an individual is hired for the
position" (Chapman,1995–2009,P.1). Even though job analysis may take more time and money, in
the long run it is a necessary step to take in the hiring process. When filling positions within a
company or organization conducting a job analysis is necessary, ... Show more content on
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While there are several different counties that are covered by the services of our organization, but
just gathering information from a concentrated group will provide the extended input needed to
organize the job description and get the hiring process started. The Dakota Communities
Organization usually does all the hiring within the company using the feedback from the Program
Coordinator in regards to the qualities, responsibilities, and training that he or she has specified on
the job description. In regards to a full job analysis I have already establish that I will not need to
start from scratch. Human Resources for this organization has also put in a great deal of time when
it comes to the job descriptions for each position that is held within each separate assisted living
home. My first objective is to break down the major functions of this position. The major
responsibilities of the Senior Advocate are caring for petty cash and spending costs, supervising all
staff activities, training staff, caring for residents, and preparing scheduling for staff members. These
activities make up 71% of the functions that the Senior Advocate will be responsible for out of their
total job duties. These are all functions that are cared for on a daily basis, with the exception of the
scheduling,

Job By John Stump Analysis
Stump discusses the story of Job not to provide a theodicy or a defense for the issue of suffering, but
to interpret a specific solution to suffering as it pertains to Job and his circumstances. Stump
observes that contemporary interpreters often overlook the dialogue between God and Satan,
believing it is not philosophically or theologically significant. In contrast, Stump uses the interaction
between God and Satan as one of two main explanations for Job's suffering. The other explanation is
derived from the dialogue between Job and God. Upon close examination of both aspects of the
book of Job, Stump argues that the idea and mechanisms of divine providence become clearer. The
first key line of the text draws conclusions from the second–person interactions between Job and
God. From these interactions, Stump claims:
"If an innocent person suffers, then, it will be only because a good and loving God, engaged in
second–person interactions with his creatures, can produce out of the suffering an outweighing good
for that person that is otherwise unavailable for him" (191).
The second–person interactions refer to Buber's concept of interpersonal interactions between two
individuals. This is also known as an I–Thou relationship, and contrasts with the idea of an ... Show
It would seem to be most logical to tell Job that he is not suffering due to any actions he may have
committed, but instead God only allows Satan to know this. This seemingly odd decision is
rationalized by Stump's claim that Job's suffering was an act of love that Satan needed to experience
firsthand, because "love that is given to an alienated person tempts, tugs, pushes that person to
receive it" (214). Fundamentally, God was extending his love to Satan through this act in the hopes
that it would draw the two closer or at least prohibit further

Job Analysis of Fom
Job Profile The Front Office in a hotel is most noticeable department and the front desk occupies a
high–flying place at the lobby in every hotel in world. The front office is a single point of contact to
guest and that makes the staff to be structured, courteous, well–behaved and proficient. This makes
front office a nerve center where communications and accounting operations are major role of a
front desk management.
This department is lead by a Front Office Manager. A person to lead a team of all front desk team
coordinators and team leaders, various guest service agents, concierge, night auditors and travel
desk. The following chat represents the hierarchy of the any hotel in general and the level of a Front
Office Manager; ... Show more content on Helpwriting.net ...
* Examine Front Desk Logbooks and other book records to ensure better communications of guest
request and departmental information's.
* Review block reservations, VIP room blocking, Specials Guest request on daily basis.
* Publicize with policies and standard operating procedures (SOP), existing and special room rates
along with current programs.
* Approve duty roster prepared by Senior Team Leader and do needful changes as per forthcoming
business requirements.
* Conduct briefing and discussion with team members to talk about practical and acceptable, "Re–
use" of materials and "Recycling" the inventories which can be reutilized. Job Specialization Job
specification is also termed as employee specifications. It is a written detailed statement of
educational qualifications, Work Experiences at various levels, Technical, Emotional,
Communication and Physical skills needed to perform a job, and also involves other responsibilities,
adaptability, flexibility, creativity, value and ethics of an individual. The listed points are element to
Knowledge, Skills and Attitude (KSA). * Ought to be high school qualified. * Graduate Degree in
Management or Hotel Management or B.Sc in Hotel Management is enviable. * Minimum 2–3years
Hotel Front Office experience, preferably with Management familiarity work experience. *
Effective

Job Advertisement Analysis
ADVERTISEMENT 1: MANAGER HR
Based on advertisement 1, we can see the attractive in this advertisement which has the right
specific job advertisement to attract the job seeker to apply this job.
First, this advertisement use simple headline and make the job advertisement headline relevant and
more clear. Normally the logical headline is about the job title. If the job title does not indirectly
describe the job function, then use a strapline to do so. Better still, if writing a job advert for a truly
obscure job title which in no way takes what the job function is, then consider shifting the job title.
Alternative main headline also can be used with the job title and organization's name serving as
secondary headings. If the organization is known and has a good reputation among the ... Show
Job specification is a statement of employee characteristics and qualifications required for
satisfactory performance of defined duties and tasks including a specific job or function. Job
specification is derived from job analysis. Job specifications that employee needs are the
knowledge, skills, and abilities an individual need to perform a job satisfactorily. This is including
education, experience, work skill requirements, personal abilities, and mental and physical
requirements.
Then, this advertisement mention about reward in a simple way. So, the applicant easy to read and
understand because of simple language. Moreover, it can attract the applicant because of the benefit
that the company mention in their advertisement can give them opportunity in the future.
Additionally, the job description that are mention in the advertisement is suitable with the reward
that are given.
The response and application instructions needs in this advertisement, so that applicant can know
more about the company and can apply this job through the detail

Steve Jobs Speech Analysis
In June of 2005, many people gathered to hear Steve Jobs' commencement speech at Stanford. At
the time, Jobs had just returned to Apple and was working on the new iPod. Years earlier, Jobs also
had previously undergone pancreatic surgery. These are the main stories that were acknowledged
and Jobs' used these to convey his talking points. The lessons that Jobs learned throughout his many
years in Silicon Valley are not only for the recent graduates but also for everyone else who was in
attendance. His use of logos in this speech is clear as even though speaking his own thoughts, he
uses history to justify them. Steve also uses emotions well when persuading others to chase their
passion. In the speech, he claims that if you are not working on your passion, the work that you are
producing will always be subpar or feeble. Even before the speech began, the entire audience knew
Jobs' credibility or ethos. At the time, he was an iconic figure in the technological world, mainly
through Apple and his creation of the Macintosh. In his speech, Jobs goes into detail on events that
weren't as widespread. For instance, years earlier, he had been fired from his own company that he
created in his parent's garage. This event was very significant for him as it allowed the rest of the
world to see what Steve Jobs was all about. Many, including himself, thought he would leave the
valley for good. This tragic turn of events did not, however, lead to something as bad. The removal
of Jobs from

Job Analysis For The Hr Manager Position
The first step for this assignment is to describe the specific job analysis procedure that I would
utilize to develop the job description for the HR manager position. To begin, the definition of a job
analysis provided in our textbook is: "Job analysis is the systematic process of collecting
information that identifies similarities and differences in the work." (Milkovich, Newman, &
Gerhart, 2014, p. 103). I also found a definition on HR–Guide.com that summarize an important
description of the job analysis. The website states; "Job Analysis is a process to identify and
determine in detail the particular job duties and requirements and the relative importance of these
duties for a given job. Job Analysis is a process where judgements are made about data collected on
a job. The Job; not the person; An important concept of Job Analysis is that the analysis is
conducted of the Job, not the person. While Job Analysis data may be collected from incumbents
through interviews or questionnaires, the product of the analysis is a description or specifications of
the job, not a description of the person." ("Job Analysis: Overview," 1998, p. 1) The peer reviewed
journal article "Evaluation of job analysis methods by experienced job analysts" defines it as "Job
analysis is a process by which jobs are subdivided into elements, such as tasks, through the
application of a formalized, systematic procedure for data collection, analysis, and synthesis.
(Sistrunk, 1983, p. 1). All these authors

Job Analysis At Comptech
Job Analysis at Comptech What are the current job specifications for the store manager job? Based
on the information you have (or could have), how would you assess the validity of these
specifications? What approaches would you use? The current job specifications for the store
manager position that is required, by most district managers, at CompTech is that the candidate
being considered should have a MBA or at minimum three years' experience as store manager.
CompTech's strategic objective is to meet customer requirements and expand their customer base, so
I would also include strong customer service skills as a job specification. To validate the
specifications that have been given I would look towards the job description initially and ... Show
Next I would make sure I put together a job description. When you recruit for a position, either
internally or externally you need to have clear expectations of the skillset of the person you are
recruiting for to possess. As well, Carlyle would need to ensure that she has a specific salary range
in mind. Carlyle could do a benchmark screening of a full–time personnel recruiter in their area and
for CompTech's size of company. This would help ensure you will for one not be paying more for a
position that you need to and for two ensure you are having a competitive enough salary to attract
the talent pool you are needing. Responses to Case Study: HR Planning Permalco's Recruiting
Challenge Identify the SWOT at Permalco as related to recruiting production leaders? The Strengths
of recruiting at Permalco are: Current employees willing to go above and beyond to help better
themselves and the company. The Weaknesses of recruiting at Permalco are: The Company's current
working environment (heat) and some of the current employee's The Opportuniteis of recruiting at
Permalco are: Permalco has the opportunity to bring in new employees to be production leaders that
can help impact Permalco in a positive way in the future. The Threats of recruiting at Permalco are:
permalco will be recruiting for a diverse candidate and there are also many other companies
searching for the same qualitites. The current pool of diverse applicants will be limited since most

Steve Jobs was the person who created the company "Apple", who mainly focuses on computer
science. He was a very wise, unique, optimistic, and intelligent human being. His speech at Stanford
was one of the greatest speeches I have heard in a very long time. After listening to that speech, I
realized that Steve was trying to send a message to everybody. His arguments are that college isn't
necessary in order to become successful in life, you must find what you love in life, and live
everyday like it's your last day. I definitely agree with this because not every single person in the
world is meant to go to college. A numerous amounts of people are book smart and others are street
smart. By making the best decisions in life, people can exceed ... Show more content on
Helpwriting.net ...
This quote simplifies many things. For instance, if I go to college and study a career that I am not
interested in, it will literally waste an enormous amount of my time. It isn't necessarily a bad thing,
but it can definitely be a life experience that other people don't get to live. There are people out there
in the world who have no other option than working at their job. For example this can be due to
migration, lack of transportation, or anything that is a huge external situation. Personally, I know
one day I will find exactly what I'd love to do as my life time career. Currently my top three options
are: lawyer, psychologist, and business administrator. I love learning about laws and defending
people, I'm curious about how it's possible to help people with their mental problems, and I would
definitely like to learn how to manage my own business. I pray that I actually end up liking college
because I really don't want to have a minimum wage paying job for the rest of my

Job Analysis: Human Capital Management
Write an explanation of job analysis information and a description of your workplace planning
system for class HRM/531 (Human Capital Management). A job analysis is the system that is used
to collect information about the duties, responsibilities, necessary skills, outcomes, and work
environment of a particular job. The object is to produce a job description which is the end–result of
the job analysis. Other purposes of the job analysis include recruiting plans (for recruiting people to
fill positions), HYPERLINK
"http://humanresources.about.com/od/careerandjobsearchhelp/a/post_jobs.htm" position postings
and advertisements ( to ascertain the kind of people that would be best for filling certain positions),
and HYPERLINK "http://humanresources.about.com/cs/perfmeasurement/a/pdp.htm" performance
development planning (i.e. to identify the personal and business goals that are most important for
the success of the business). The job analysis usually includes the following tasks: reviewing job
responsibilities and performances of current employees, doing an online and offline research on jobs
that have similar descriptions investigating the work tasks, duties and responsibilities of employees
whom you intend to fill in these positions networking and sharing communication with companies
that have similar jobs Knowing the outcomes that you expect from these jobs. (About.com JobÂ
Analysis) Description of your workforce planning system The workforce planning system

The Man Who Changed Technology as We Know It.
Given the task of conceptualizing a man who truly changed the realm of technology as we know it
today, my mind secludes one person. Consequently, that person is Steve Jobs, co–founder of Apple
Computer, now known simply as Apple. For this rhetorical analysis, I will be using three
biographies/profiles about Jobs including "The Real Genius of Steve Jobs" by Malcolm Gladwell
with The New Yorker (June 19, 2017), "Jobs' Biography; Thoughts on Life, Death, and Apple" from
NPR (October 25, 2011), and "Steve Jobs" from Biography.com (April 28, 2017). Precise attention
to purpose and tone allows all three of these profiles to vividly explain and represent Jobs as the
truly exceptionally minded man that ... Show more content on Helpwriting.net ...
Above all, through the good and the bad, Jobs always found a way to better what was given to him;
this is the consensus. In the same way that Gladwell in "The Real Genius of Steve Jobs" focuses
heavily on his faults, detailing that he often was irate and took credit for others' ideas, "Steve Jobs"
(Biography.com) presents these attributes less as faults and more as descriptions of a business
minded man. Is taking credit for another's idea a good idea? No– but when you take the basis of the
idea, alter it to make it better, and present that idea to consumers in a way that has never been seen
nor heard of, the business side of Jobs is clearly shown. NPR's "Job's Biography; Thoughts on Life,
Death and Apple" relays a different type of profile. Giving few extra details outside of interviews
with the author, it focuses heavily on Jobs' official biography written by Walter Isaacson. This was
helpful due to the fact that it detailed all the time that Isaacson spent one on one with Jobs himself.
Interviewing the actual person whom you are writing about provides details that may not be found
elsewhere. Overall, the tone of each profile was very similar. Given what I have learned from
synthesizing all three of these profiles/biographies I can conclude that Steve Jobs was a brilliant
man who changed the world of

Job Analysis
PERSONNEL ASSESSMENT SPECIALIST JOB ANALYSIS: INTERPRETATION AND USE
REPORT
Prepared by the IPMAAC Ad Hoc Committee on Use of the Personnel Assessment Specialist Job
Analysis: Donna L. Denning, Ph.D., Chair Nancy E. Abra ms, Ph.D. Marianne Bays, Ph.D.
International Personnel Management Association Assessment Council 1995
TABLE OF CONTENTS Personnel Assessment Specialist Job Analysis: Interpretation and Use
Report
Abstract 2
Introduction and Background Task Analysis Task Inventory Development Task Inventory Data
Collection Task Cluster Development Derivation of Personnel Assessment Specialist Job Types Job
Group (Person Cluster) Development Task Cluster Profiles for Seven Personnel Assessment Job
Types KSA's for Task–Based Job ... Show more content on Helpwriting.net ...
The task force was charged with conducting a jobcomponent job analysis (Ash, 1982) for the set of
functions falling under the generic title, "personnel assessment specialist." This set of functions
included personnel assessment in general, including maintenance and improvement efforts in the
areas of job analysis, selection, 3
training needs assessment, performance appraisal, program evaluation, and organizational
effectiveness. The primary product is a set of tasks (organized into job dimensions) for the
occupation of personnel assessment specialist, and the specification of requisite knowledge, skills,
and abilities (KSA's) for journey level performance of the tasks in each respective job dimension.
This information has continuing utility with regard to the types of jobs studied for such personnel
activities as job design, job description/classification, staff selection/promotion, staff
training/development, and performance appraisal. This report provides illustration of three possible
management uses. First, however, a description of the original Task Force work and the results
derived from it will be provided.
4
Task Analysis

Task Inventory Development During its first year of existence, the Job Analysis Task Force
developed the IPMAAC Personnel Assessment Specialist Task Inventory. After compiling over
1,000 task statements, developing an organizing scheme, integrating and eliminating redundant task
statements, and pilot

Book Of Job Rhetorical Analysis
The Book of Job opens with a description of Job, a blameless and upright man who is faithful to
God and adheres to His commandments. Satan suggests that the only reason Job is faithful to God is
because God has blessed him with only good things in his life; Job has never had to experience
tremendous pain or suffering thus far. In response to this, God allows Satan to take away Job's
possessions, to kill his children, and to inflict bodily harm to him in an attempt to get Job to turn on
God. After all these horrible things happen, Job still refuses to curse God's name. Instead, Job
begins to curse the things around him, questioning why he was ever born in the first place and
wondering why God is allowing this to happen. In Job 40–42, God asks Job a series of rhetorical
questions that ... Show more content on Helpwriting.net ...
However, this idea of measure for measure did not explain the injustices and bad things happening
to good people that the Rabbis saw in their everyday lives. One of the most accepted explanations
for this seeming inconsistency is that there is life beyond the grave which gives a distinct experience
that must be taken into consideration (Cohen 116). Additionally, Rabbi Mier's line, "And I will be
gracious to whom I will be gracious, although he may not deserve it, And I will show mercy on
whom I will show mercy, although he may not deserve it," sums up the idea that God sometimes
acts in mysterious ways that are above human reasoning (Blackboard). Similarly, a writing from
Rabbi Joseph addresses how good people can pass away before their time comes. Once again, the
Rabbi suggests that tragic things like this are a part of life and explains how one must have faith that
God's plan will all work out in the end

Rhetorical Analysis Of Jobs
Throughout Jobs speech he is telling every graduate that their "work is going to fill a large part of
your life, and the only way to be truly satisfied is to do what you believe is great work." (thesis). He
emphasizes how they will never truly be happy if they don't do what they love. In his introduction,
he explains how he never got the opportunity to graduate. Due, to him dropping out of college after
his first 6 months of attending. Where he stuck around for another 18 months and dropped into class
that seemed more interesting to him. After, dropping into several classes he found a calligraphy
class which he found "fascinating". He then explains how if he never dropped into the calligraphy
class in college the Mac he and Woz created would

The Process of Job Analysis
JOB ANALYSIS Job Analysis is an organized study, study and recording the tasks, obligation,
abilities, accountabilities, work setting and aptitude prerequisites of a precise work. It as well
engages concluding the relation magnitude of the obligation, tasks and physical and poignant ability
for particular work (Pynes, 2009). All these aspects recognize what a job demands and what a
worker should seize to carry out the work efficiently. The course of job analysis engages in–depth
research in turn to manage production, i.e., gets the job executes effectively. The procedure aids in
discovering out what a fastidious department needed and what a budding employee wants to convey
(Fine et al 2009). It aids as well in establishing information concerning a job counting work
heading, job setting, job summary, task concerned, working stipulations, potential hazards and
machines, tools, equipments and materials to be utilized by the existing or possible worker. Though,
the procedure is not restricted to willpower these features merely. It widens in discovering the
essential human credentials to carry out the job. This contains founding the stage of learning,
knowledge, judgment, training, inventiveness, headship skills, physical skills, communication skills,
responsibility, accountability, emotional characteristics and extraordinary sensory commands (Fine
et al 2009). These features alters according to the kind, superiority level, business and jeopardy
concerned in a fastidious job.

Webshop Job Analysis
I chose the career services webshop. In this webshop, the main topics were creating your resume,
preparing for your interview, and researching employers. All three of these topics helped me to
better learn what is offered by the Mason Career Services and I was able to learn how to be better
prepared in the future. In the creating your resume, I learned about what a resume is, what a resume
should look like, what you should do to prepare to write a resume, and what your resume should
consist of. A resume is a universal job hunting and marketing tool that consists of a snapshot of your
relevant qualifications. It should be one to two pages free of spelling and grammar errors. It should
be easy to read and relevant because on average an employer ... Show more content on
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The content of this video are why employer research is important, what employers are looking for,
what a personal pitch is, and how to be a competitive applicant. Employer research is important
because it gauges your interest, you learn what is important to the employer, and you enhance
elements of job search. The main aspects employers are looking for whether you know the services
and products the company provides, the positions that are currently available, the mission statement
of the company/organization, organization values and philosophies, trends and issues in the industry,
headquarters and branch locations, size and structure of the organization, and the competitors within
the industry. A personal pitch is a 30 second commercial to sell yourself to the employer. It is a brief
statement that introduces yourself and what you have to offer to a prospective employer. It consists
of the introduction, interest in position/organization, strengths and qualifications, and a relevant
question. The introduction introduces who you are, what you are major and minoring in, and what
you are looking for. The relevant question can be to ask the employer what kind of qualities he or
she is looking for in a candidate. The ways to be a competitive applicant is to explain interest in the
organization, know about the available positions, communicate how you can help the organization,
and demonstrate that you have the skills and knowledge to fill the

Steve Jobs Speech Analysis
Steve Jobs, a world class tech guru, and Neil Gaiman, a Newbery medal winning author, were both
tasked with the similar job of writing and delivering a commencement speech to university
graduates. Steve Jobs' speech occured at the highly esteemed, prestigious university of Stanford,
while Neil Gaiman delivered his speech at the University of the Arts. Both speeches carried a very
similar message; Jobs' speech urged students to "find what they love" and all will fall into place, and
Gaiman's speech advised students to take risks and do whatever it takes to do what they love.
However, whilst Gaiman is able to use varying structure throughout his speech to develop his
messages that he wants to the graduates to take away along with relatable evidence graduates, Jobs'
incredibly simplistic structure and evidence that is foreign to most students do not allow for him to
effectively reach his students. Steve Jobs' speech fails to reach the Stanford graduates as it consists
of three stories that are identical in structure filled with examples foreign to his audience in his
attempt to inspire Stanford's class of 2015 to do what they love and trust that everything will work
out. All three of his stories – one about "connecting the dots," another about "love and loss," and
final story about death – unfold the exact same way: first, he recounts to a time in which he was
younger. Then, he tells a seemingly somber story to the audience., Each story also ends the exact
same way, where the

Leadership Analysis : Steve Jobs
Leadership "the ability to make sound decisions and inspire others to perform well. Effective leaders
are able to set and achieve challenging goals, to take swift and decisive action, even in difficult
situations, to outperform their competition, to take calculated risks and to persevere in the face of
failure"(investopedia).Throughout history there has been many leaders from Martin Luther King,
Napoleon Bonaparte, Bill Gates, and Steve jobs that has shown good communication skills,
confidence in themselves, and the ability to manage others and embrace change ,these characterize
are founded in good leaders, but one leader that stand out is Steve Jobs.
Steve Jobs was born in San Francisco on February 24, 1955. In 1976 Steve Jobs and his close friend
Wozniak started Apple Computer. Steve Jobs began in his family garage, but to fund their small
business "Jobs sold his Volkswagen bus and Wozniak selling his beloved scientific calculator"
(Biography.com). Jobs and Wozniak were committed to revolutionize the computer industry for the
better. The first Apple computers were marketed for $666.66 each, earning their corporation around
$774,000. After the release of the Apple I the second model was an even bigger success. The second
model increased the company 's "sales by 700 percent to $139 million"(Biography.com). A greater
improvement than the previous years. The Apple market value of $1.2 billion by the end of its very
first day of trading. Steve Jobs has helped transform

Easy Spa Job Analysis
The success of every organization is dependent upon the recruitment and performance of its
employees. A job analysis leads to a job description. Job analysis differentiates one job from
another. The purpose of the job analysis is to evaluate certain tasks of a particular job position
(Stetz, Button, & Quist, 2012). A formal job description will ensure that the employee retention rate
will remain at a low level. First, the compensation professional should address the lack of job
descriptions for the current and potential personnel hired for Easy Spa. The fact that the company
does not have any written job descriptions is an issue that must be addressed. It is imperative that
the company is hiring qualified personnel for each position. Job description ... Show more content
on Helpwriting.net ...
The compensation professional should decide the pay ranges for each job. The compensation
professional should be able to see what great things people are doing in the company and then be
able to reward them. Third, the compensation professional should review the company's current
benefit package. According to the text the benefit package currently given to employees has not
been updated in ten years. The current benefit package probably does not offer those benefits most
important to employees. It is up to the employer to design a benefits package and the compensation
professional can suggest offering incentives that the employee will take full advantage of. The
compensation professional should look into offering employees the benefit of a health savings
account that could be used for out of pocket medical expenses. It would be a plus to offer employees
a wellness incentive like preventive screenings that offer rewards and reduce annual premiums.
Another benefit that is important to employees is the 401(k) match that is contributed by the
employer. The compensation professional that is brought on board at Easy Spa will have three
important projects to

Job Analysis Paper
Job Analysis Paper
PSY 435
Job Analysis Paper
The reason for job analysis is to study and evaluate the things that a job is supposed to involve. This
is describing exactly what skills are needed to perform the job, and what the exact qualifications are
to fill the position. Job analysis is a method needed when the employee need to know the precise
function. An example would be that an employee's duties should be clearly stated. So, a jobs analyst
is to observe the employee at his or her current duties. This is also helpful in deciding what the
requirements are to perform this job more effectively. As well jobs continue to change so a job
analyst n should watch for ... Show more content on Helpwriting.net ...
In 1996 across the state of Texas the Texas Evaluation Model for Professional School Counselors
(TEMPSCO) was implemented. This serves as a form of regular analysis of an all school
counselors. It is also pertinent for counselors teaching grades Pre–School –12th grades. It is
documented on The School Guidance and Counseling Job Evaluation Form. Eight Domains of Job
Performance
There are a multitude of sub categories to the eight domains that are observed in the job analysis.
This includes certain standards of personal behavior and job performance of the person in this
position. All of the standards are provided by the Texas Education Code, Title 2, Public Education,
Subtitle F. Curriculum, Programs, and Services: Service Programs and Extracurricular Activities;
Subchapter A; School Counselors and Counseling Programs (TEA, 2011). This requires practicing
counselors to assess, arrange and administer developmental programs (including resources in a
program and paraprofessionals) designed for other teachers, parents as well as students.
Developmental programs need to concentrate on developing decision making, interpersonal
effectiveness, self confidence, goal setting, cross cultural effectiveness, planning, communication,
responsible behavior, and motivation to achieve (TEA, 2011). Also a school counselor is directed to

Methods Of Job Analysis Methods

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