Job analysis
•Download as PPTX, PDF•
0 likes•320 views
Job analysis involves the identification & description of what is happening on the job . The use of the word job does not restrict the work opportunities of the jobholder ....
Report
Share
Report
Share
Recommended
Pratik Vadher - Engineering Economics and Management
Pratik Vadher presented on the key functions of management - planning, organizing, and staffing. Planning involves determining objectives and how to accomplish them. Organizing is structuring resources and activities to achieve objectives efficiently. Staffing refers to hiring people to carry out the work, and involves manpower planning, recruitment, selection, placement, training, and performance appraisal. The presentation covered the importance of management for making decisions, utilizing resources, and achieving objectives.
What is Pre-Employment Testing?
Pre-employment testing involves using objective standardized tests to assess candidates' capabilities and traits. There are three main types of tests: aptitude tests measure critical thinking and problem solving skills; personality tests evaluate traits like conscientiousness and extraversion; and skills tests assess abilities relevant to the job like typing or math. Using multiple types of tests per candidate allows for a more reliable and informed hiring decision. Criteria Corp's HireSelect system provides web-based pre-employment testing to help companies streamline their hiring processes.
Passed__PHR.PDF
The candidate passed the PHR exam. The summary provides diagnostic information on the candidate's performance in each functional area compared to other passing candidates. The candidate's performance was lower in Business Management and Strategy, comparable in Workforce Planning and Employment and Human Resource Development, and higher in Compensation and Benefits, Employee and Labor Relations, and Risk Management.
Chapter 6 Employee Testing and Selection
1. Background investigations and reference checks are important selection methods used by employers to verify applicant information and uncover potentially damaging information.
2. When conducting background checks, employers must be careful of legal issues like defamation and privacy laws. They should obtain authorization from applicants and provide copies of reports.
3. Employers can check backgrounds through sources like former employers, supervisors, written references, social media, commercial companies, and preemployment information services. However, they still need to comply with EEO laws.
Selection tests
Selection tests are commonly used to assess job applicants and measure characteristics like intellectual abilities, knowledge, personality, and interests. Properly designed tests are standardized, objective, reliable, and valid. Some common types of tests include cognitive aptitude tests, psychomotor ability tests, job knowledge tests, and work sample tests. Interviews are also a key part of the selection process. Structured interviews with standardized questions are preferable to unstructured interviews. Common mistakes in interviewing include making snap judgments, emphasizing negatives, lacking job knowledge, feeling pressure to hire, and being influenced by nonverbal behaviors.
Preemployment testing
The document discusses pre-employment testing, including reasons for testing candidates, types of tests, and considerations around test administration and validation. Key points include:
1) Employers use pre-employment testing to identify desirable traits, minimize bias, reduce costs, and protect against negligent hiring.
2) Common types of tests include drug, psychological, personality, integrity, and physical tests.
3) Test administration requires standardization, security, and consistency in conditions and language.
4) Validating that tests actually measure job-relevant skills is important.
Candidate Testing
There are four main types of candidate testing: skills based, behavioral, cognitive, and integrity. Skills based tests assess a candidate's ability to apply knowledge and think critically, and are the most commonly used at 52%. Behavioral tests like the Predictive Index measure work personality and are used 38% of the time. Cognitive tests evaluate learning and problem-solving capabilities and make up 18% of assessments. Integrity tests aim to measure honesty and work ethic, the least common at 10%. Each type of test serves a different purpose in predicting job performance and success.
Job evaluation and merit rating
The document discusses job evaluation and merit rating. It defines job evaluation as a systematic process for determining the worth of jobs based on factors like skills, effort, and responsibilities. This allows for establishing equitable pay rates. Merit rating is defined as the periodic evaluation of an employee's performance against factors like quality, quantity, cooperation. It provides the basis for decisions around pay raises, promotions, and transfers. The document provides examples of forms used for merit rating employees and distinguishes job evaluation which rates the job from merit rating which evaluates individual employee performance.
Recommended
Pratik Vadher - Engineering Economics and Management
Pratik Vadher presented on the key functions of management - planning, organizing, and staffing. Planning involves determining objectives and how to accomplish them. Organizing is structuring resources and activities to achieve objectives efficiently. Staffing refers to hiring people to carry out the work, and involves manpower planning, recruitment, selection, placement, training, and performance appraisal. The presentation covered the importance of management for making decisions, utilizing resources, and achieving objectives.
What is Pre-Employment Testing?
Pre-employment testing involves using objective standardized tests to assess candidates' capabilities and traits. There are three main types of tests: aptitude tests measure critical thinking and problem solving skills; personality tests evaluate traits like conscientiousness and extraversion; and skills tests assess abilities relevant to the job like typing or math. Using multiple types of tests per candidate allows for a more reliable and informed hiring decision. Criteria Corp's HireSelect system provides web-based pre-employment testing to help companies streamline their hiring processes.
Passed__PHR.PDF
The candidate passed the PHR exam. The summary provides diagnostic information on the candidate's performance in each functional area compared to other passing candidates. The candidate's performance was lower in Business Management and Strategy, comparable in Workforce Planning and Employment and Human Resource Development, and higher in Compensation and Benefits, Employee and Labor Relations, and Risk Management.
Chapter 6 Employee Testing and Selection
1. Background investigations and reference checks are important selection methods used by employers to verify applicant information and uncover potentially damaging information.
2. When conducting background checks, employers must be careful of legal issues like defamation and privacy laws. They should obtain authorization from applicants and provide copies of reports.
3. Employers can check backgrounds through sources like former employers, supervisors, written references, social media, commercial companies, and preemployment information services. However, they still need to comply with EEO laws.
Selection tests
Selection tests are commonly used to assess job applicants and measure characteristics like intellectual abilities, knowledge, personality, and interests. Properly designed tests are standardized, objective, reliable, and valid. Some common types of tests include cognitive aptitude tests, psychomotor ability tests, job knowledge tests, and work sample tests. Interviews are also a key part of the selection process. Structured interviews with standardized questions are preferable to unstructured interviews. Common mistakes in interviewing include making snap judgments, emphasizing negatives, lacking job knowledge, feeling pressure to hire, and being influenced by nonverbal behaviors.
Preemployment testing
The document discusses pre-employment testing, including reasons for testing candidates, types of tests, and considerations around test administration and validation. Key points include:
1) Employers use pre-employment testing to identify desirable traits, minimize bias, reduce costs, and protect against negligent hiring.
2) Common types of tests include drug, psychological, personality, integrity, and physical tests.
3) Test administration requires standardization, security, and consistency in conditions and language.
4) Validating that tests actually measure job-relevant skills is important.
Candidate Testing
There are four main types of candidate testing: skills based, behavioral, cognitive, and integrity. Skills based tests assess a candidate's ability to apply knowledge and think critically, and are the most commonly used at 52%. Behavioral tests like the Predictive Index measure work personality and are used 38% of the time. Cognitive tests evaluate learning and problem-solving capabilities and make up 18% of assessments. Integrity tests aim to measure honesty and work ethic, the least common at 10%. Each type of test serves a different purpose in predicting job performance and success.
Job evaluation and merit rating
The document discusses job evaluation and merit rating. It defines job evaluation as a systematic process for determining the worth of jobs based on factors like skills, effort, and responsibilities. This allows for establishing equitable pay rates. Merit rating is defined as the periodic evaluation of an employee's performance against factors like quality, quantity, cooperation. It provides the basis for decisions around pay raises, promotions, and transfers. The document provides examples of forms used for merit rating employees and distinguishes job evaluation which rates the job from merit rating which evaluates individual employee performance.
Single lift single cylinder(SLSC) jacquard
Jacquard shedding system was developed by William Jacquard. In case of cam and dobby shedding systems, large number of yarns passing through a heald is controlled. Thus it precludes the possibility of controlling individual ends independently. Therefore, complicated woven designs cannot be made using cam or dobby shedding systems. With the jacquard shedding system individual ends can be controlled independently and thus large woven figures can be produced in fabrics.
Double lift double cylinder jacquard
This document discusses a double lift double cylinder jacquard, which uses two cylinders that move in opposite directions to control two hooks connected to each warp yarn. It operates at 180 picks per minute, with each cylinder controlling half the picks. The system forms a semi-open shed and allows for higher speeds, longer sets of cords, and less vibration than single cylinder systems. However, its main disadvantage is that if one cylinder gets out of sync with the other, it can weave the wrong design.
Keighley Dobby (negative- double lift)
You can find the diffences between mechanical and electronical dobby mechanisms in principle in this presentation.
Also , you can reach the details of dobby mechanisms type like as of single , double and negative dobby systems.
Woven Shedding Mechanisms
This document discusses different types of shedding mechanisms used in looms: crank, tappet, dobby, and jacquard. It explains how each works and their features. Crank is the simplest but can only produce plain weaves. Tappet controls 2-8 heald frames for simple weaves. Dobby controls more frames for medium complexity weaves. Jacquard is the most complex but can produce all fabric types by controlling thousands of heald frames individually. The timing of shed opening, early vs late, also affects weaving properties.
Shedding
The document discusses different types of loom shedding mechanisms. It describes how tappet, dobby, and jacquard shedding mechanisms work. Tappet shedding uses cams to control heald shafts in either a positive or negative motion. Dobby shedding uses pattern chains and knives/levers to control heald shafts. Jacquard shedding uses a large number of needles and cords attached to heald eyes to form intricate patterns controlled by punched cards.
Shedding types (dobby, tappet and jacquard)
The document discusses different types of shedding mechanisms used in looms:
1. Tappet shedding uses cams to raise and lower heald frames according to the weave pattern. It is simple but limited to basic patterns.
2. Dobby shedding uses pattern chains and levers to control individual heald frames. It allows more complex patterns but is more complicated.
3. Jacquard shedding controls individual warp ends with cords attached to harnesses. It can produce unlimited patterns but has the most complex mechanism.
Modern looms often use electronic jacquard shedding which replaces traditional moving parts with electronic controls.
Analyzing Work and Job Design by Mariver C. Mangulabnan
Human resource management aims at optimum utilization of human potential. For this purpose, it is essential to make everyone understand their job and expectations from the job. This enables them to charter their behavior appropriately.
Job Analysis is a process of determining the essential characteristics that are necessary to perform the job effectively. A good job analysis conveys information to take a number of important decisions relating to Human Resources Management. Job Design is next to Job Analysis. Job Design involves systematic attempts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design integrates the work content and qualification required for each job that meets the needs of employees and the organization. Designing a job analysis leads to preparation of job description and job specification.
553EyematrixiStockThinkstockJob Analysis and Job.docx
55
3
Eyematrix/iStock/Thinkstock
Job Analysis and Job Design
Learning Outcomes
After reading this chapter, you should be able to do the following:
• Conduct a quality job analysis.
• Write job descriptions and job specifications that can be conducive to effective recruitment, selection,
training, performance appraisals, and compensation design and implementation.
• Design jobs that can enhance employee motivation, morale, productivity, and retention.
• Link job analysis and job design to the strategic HRM process.
• Discuss emerging trends, opportunities, and challenges in job analysis and job design.
mor82551_03_c03_055-082.indd 55 11/19/15 12:37 PM
© 2015 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
Introduction
Introduction
In Chapter 2, you had the opportunity to learn about strategic HR planning and the impor-
tance of analyzing an organization’s external and internal environments. This analysis makes
it possible to set and achieve HR goals and objectives that are relevant, aligned to those of the
organization, and therefore conducive to its success and effectiveness. However, those plans
should be translated into specific tasks to be performed before HR can implement its strategic
plans through recruitment, selection, compensation, training, and performance management.
These tasks can then be grouped into jobs for which people can be recruited, selected, and
trained.
Job analysis and job design are critical for the success of subsequent HRM stages. In job design,
HR managers identify organizational goals and objectives and translate them into relevant
tasks and responsibilities, which are then grouped into roles and job positions. These job
positions are subsequently integrated into departments or business units to create the orga-
nizational structure, which becomes the vehicle or system through which the organization
operates. This system helps the organization achieve its strategic, tactical, and operational
goals and objectives.
HR managers need to establish a formal and powerful data gathering system both to collect
information about different jobs and to utilize the gathered information in creating job
descriptions and specifications. This system makes it possible to effectively design and struc-
ture jobs, departments, business units, and the organization as a whole. These are the
processes involved in job analysis, which is discussed in the next section. Figure 3.1 summa-
rizes job analysis and job design as components of the strategic HRM process and provides a
framework for this chapter.
Opening Case Study
When and Why Should Teamwork Be Part of the Job?
Access the following links:
http://www.youtube.com/watch?v=U-iyBsaehn8
http://www.blueangels.navy.mil/team/
http://www.forbes.com/sites/quora/2013/01/23
/why-and-where-is-teamwork-important/
http://www.forbes.com/sites/hbsworkingknowledge/2012/12/28
/why-leaders-need-to-rethink-teamwork/
.
Groundwork for Hiring
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Groundwork for Hiring".
Running head STAFFING FOR A TELECOMMUTING JOB1PAGE 6ST.docx
Running head: STAFFING FOR A TELECOMMUTING JOB
1
PAGE
6
STAFFING FOR A TELECOMMUTING JOB
Staffing for a Telecommuting Job
Brandy Lewis
Introduction
Offices were long known as the only environment one could work in, but this is slowly changing in as telecommuting is changing the way people work today. Telecommuting involves allowing employees to work away from the organization's facilities and in ones selected environment mostly homes, with minimal to no supervision from your superiors (Gajendran, Harrison & Delaney‐Klinger, 2015). Most organizations create telecommuting positions in an organization with the aim of recruiting the best of the personnel in the workforce who have no way of reaching the facilities as they are too far away. This form of work arrangement benefits both the employer and employee involved. The reason being is that there are fewer bills for the employer because they do not have to provide a space for the worker to work, and the employee gets to work from the environment where they believe their productivity is at its peak (Glass, & Noonan, 2016).
Telecommuting can be successfully implemented in an organization depending on your criteria for hiring and getting the right person who is productive in such an environment. It is therefore important to create the right criteria and requirements involved in hiring telecommuting staff (Gajendran, Harrison & Delaney‐Klinger, 2015). Before declaring the position for hire, the organization should first consider the challenges to be faced compared to the benefits it hopes to achieve. A good example would be projecting if the productivity in the organization will increase. Another factor to consider would be if the position requires a lot of team effort. If the latter is the case than the position is not advantageous to consider hiring as it would be more productive if the team was in the same place. The acceptable departments for telecommuting are where employees work individually with little supervision (Noonan & Glass, 2012). The position should also be eligible to those who are considered as the primary caregivers to their family. The worker can continually look into other issues that affect the ones who depend on them while still working from their respective environments (Sardeshmukh, Sharma & Golden, 2012). For many years, employees who faced challenges such as going on maternity leave resulted in leaving active employment and most likely to be replaced.
Finding the right person for the job is a thorough process and should not be made rashly (Gajendran, Harrison & Delaney‐Klinger, 2015). The hiring process should be well planned so as to get the best candidate to fill the position for telecommuting to be successful. The company should advertise the position and clearly state it as a telecommuting one. It should be noted that even though it offers its advantages some professions usually are at a disadvantage and the candidates should be well aware of that. ...
Jobdescription dsb
The document provides information on job descriptions, including their definition, importance, typical content, how to write one, and their various uses and advantages. A job description is a written account of the key duties and requirements of a specific job. It includes tasks, qualifications, skills, and responsibilities to help hire, train, evaluate, and develop employees for that role. Job descriptions provide clarity for both employees and employers.
Human resource management- Gowdham
This document provides an overview of human resource management and job satisfaction. It discusses key topics such as the definition of human resource management, the importance of job satisfaction, theories of job satisfaction including content, process and situational theories, factors associated with job satisfaction like work esteem and supervision, approaches to measure job satisfaction, and models of job satisfaction. It also describes the purpose and advantages of job descriptions for recruitment, selection, and performance evaluation. General and specific job descriptions are compared in terms of the level of detail they provide and their advantages and disadvantages.
3 essential supervisory skills and lean business
The document discusses essential supervisory skills for lean business, defining a supervisor as someone accountable for others' work. It identifies the 5 needs of supervisors as knowledge of work, responsibilities, and skills in managing relations, teaching work, and improving work. These needs can be met through the Training Within Industry framework of Job Relations, Instruction, and Methods. Effectively applying these 3 skills through learning and routine practice lays the foundation for sustained improvement by establishing stability and continually enhancing productivity, quality and safety.
Hiring senior people
How do you hire senior people, managers/ senior managers/ senior architects people who steer a product team or build new products
Chapter 4
The document discusses the importance of recruitment and outlines the typical recruitment process. It begins by explaining the key steps in recruitment: job analysis, job description, and job specification. These steps are used to identify the skills and qualifications needed for a role and to attract suitable candidates. The purposes of recruitment are then given as providing a pool of candidates, attracting people to achieve organizational goals, and building a positive impression. Common recruitment methods like internal and external sourcing are also described. The summary concludes that recruitment is vital for organizations to attract qualified people to perform jobs well and engage employees to meet goals, and poor recruitment can be very damaging through unnecessary costs.
Job description-Human Resource Management
Why Are Job Descriptions Necessary?
Components of job description?
How To Write A Job Description?
• Sample for job description
Mu0011 winter 2017
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
ENGINEERING ECONOMICS AND MANAGEMENT
The document discusses the roles and functions of the human resources department at Gujarat Fluorochemicals Limited in Halol, Gujarat. It details how HR is involved in all aspects of employment from recruitment and training to compensation, benefits, employee relations, and compliance with employment law. The HR assistant manager explains that HR ensures the company hires qualified candidates with the right skills and assesses employee performance and engagement. HR also coordinates with top management on projects and plays a key role in crisis response by having safety protocols and training in place.
Unit 4 [GB513 Business Analytics] Assignment .docx
Unit 4 [GB513: Business Analytics]
Assignment
This assignment requires you to use Excel. There is no template for this assignment. Make sure you
explain your answers and provide the regression output tables for questions 1 and 2.
Question 1
Shown below are rental and leasing revenue figures for office machinery and equipment in the United
States over a seven-year period according to the U.S. Census Bureau. Use these data to run a linear
regression and then forecast the rental and leasing revenue for the year 2012.
Year Rental and Leasing ($ millions)
2004 5,860
2005 6,632
2006 7,125
2007 6,000
2008 4,380
2009 3,326
2010 2,642
Question 2
Suppose a researcher gathered survey data from 19 employees and asked the employees to rate
their job satisfaction on a scale from 0 to 100 (with 100 being perfectly satisfied). Suppose the
following data represent the results of this survey. Assume that relationship with supervisor is rated
on a scale from 0 to 50 (0 represents poor relationship and 50 represents an excellent relationship),
overall quality of the work environment is rated on a scale from 0 to 100 (0 represents poor work
environment and 100 rep resents an excellent work environment), and opportunities for advancement
is rated on a scale from 0 to 50 (0 represents no opportunities and 50 represents excellent
opportunities).
Answer the following questions:
A) What is the regression formula?
B) How reliable do you think the estimates will be based on this formula? How can you tell?
C) Are there any variables that do not appear to be good predictors of Job satisfaction? How can
you tell?
Unit 4 [GB513: Business Analytics]
D) If a new employee reports that her relationship with her supervisor is 40, finds the quality of the
work environment to be scored at 75, works 60 hours per week and rates her opportunities for
advancement to be at 30, what would you expect her job satisfaction score to be?
Job
satisfaction
Relationship
with
supervisor
Overall
quality of
work
environment
Total
hours
worked
per week
Opportunities
for
advancement
55 27 65 50 42
20 12 13 60 28
85 40 79 45 7
65 35 53 65 48
45 29 43 40 32
70 42 62 50 41
35 22 18 75 18
60 34 75 40 32
95 50 84 45 48
65 33 68 60 11
85 40 72 55 33
10 5 10 50 21
75 37 64 45 42
80 42 82 40 46
50 31 46 60 48
90 47 95 55 30
75 36 82 70 39
45 20 42 40 22
65 32 73 55 12
Question 3
Unit 4 [GB513: Business Analytics]
Investment analysts generally believe the interest rate on bonds is inversely related to the prime
interest rate for loans; that is, bonds perform well when lending rates are down and perform poorly
when interest rates are up. Can the bond rate be predicted by the prime interest rate?
Use the following data to construct a scatter graph and then fit a regression ...
Hr & jd
This chapter discusses two approaches to human resources and job design: efficiency and employee satisfaction. It explores how organizations can effectively manage labor and design jobs to attract and communicate requirements to employees. The chapter also examines constraints on operational managers in making decisions around labor planning, job design, and labor standards. Ethical standards and challenges in the work environment are also addressed.
K-electric Talent Acquisition
The document provides an overview of K-Electric (KE), including that it was previously known as KESC and was privatized in 2009. It then discusses KE's talent acquisition, management, job analysis, description, and specification processes. It also covers recruitment, selection, competency mapping, onboarding, employee branding, training and development, employee turnover challenges, and KE's retention policies which focus on talent management, compensation, performance management, safe work environment, and training.
The Art And Science of Matching Candidate and Employer
Triumvirate Consulting Group partners with BestWork Data to deliver innovative job search and hiring solutions
More Related Content
Viewers also liked
Single lift single cylinder(SLSC) jacquard
Jacquard shedding system was developed by William Jacquard. In case of cam and dobby shedding systems, large number of yarns passing through a heald is controlled. Thus it precludes the possibility of controlling individual ends independently. Therefore, complicated woven designs cannot be made using cam or dobby shedding systems. With the jacquard shedding system individual ends can be controlled independently and thus large woven figures can be produced in fabrics.
Double lift double cylinder jacquard
This document discusses a double lift double cylinder jacquard, which uses two cylinders that move in opposite directions to control two hooks connected to each warp yarn. It operates at 180 picks per minute, with each cylinder controlling half the picks. The system forms a semi-open shed and allows for higher speeds, longer sets of cords, and less vibration than single cylinder systems. However, its main disadvantage is that if one cylinder gets out of sync with the other, it can weave the wrong design.
Keighley Dobby (negative- double lift)
You can find the diffences between mechanical and electronical dobby mechanisms in principle in this presentation.
Also , you can reach the details of dobby mechanisms type like as of single , double and negative dobby systems.
Woven Shedding Mechanisms
This document discusses different types of shedding mechanisms used in looms: crank, tappet, dobby, and jacquard. It explains how each works and their features. Crank is the simplest but can only produce plain weaves. Tappet controls 2-8 heald frames for simple weaves. Dobby controls more frames for medium complexity weaves. Jacquard is the most complex but can produce all fabric types by controlling thousands of heald frames individually. The timing of shed opening, early vs late, also affects weaving properties.
Shedding
The document discusses different types of loom shedding mechanisms. It describes how tappet, dobby, and jacquard shedding mechanisms work. Tappet shedding uses cams to control heald shafts in either a positive or negative motion. Dobby shedding uses pattern chains and knives/levers to control heald shafts. Jacquard shedding uses a large number of needles and cords attached to heald eyes to form intricate patterns controlled by punched cards.
Shedding types (dobby, tappet and jacquard)
The document discusses different types of shedding mechanisms used in looms:
1. Tappet shedding uses cams to raise and lower heald frames according to the weave pattern. It is simple but limited to basic patterns.
2. Dobby shedding uses pattern chains and levers to control individual heald frames. It allows more complex patterns but is more complicated.
3. Jacquard shedding controls individual warp ends with cords attached to harnesses. It can produce unlimited patterns but has the most complex mechanism.
Modern looms often use electronic jacquard shedding which replaces traditional moving parts with electronic controls.
Viewers also liked (6)
Similar to Job analysis
Analyzing Work and Job Design by Mariver C. Mangulabnan
Human resource management aims at optimum utilization of human potential. For this purpose, it is essential to make everyone understand their job and expectations from the job. This enables them to charter their behavior appropriately.
Job Analysis is a process of determining the essential characteristics that are necessary to perform the job effectively. A good job analysis conveys information to take a number of important decisions relating to Human Resources Management. Job Design is next to Job Analysis. Job Design involves systematic attempts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job design integrates the work content and qualification required for each job that meets the needs of employees and the organization. Designing a job analysis leads to preparation of job description and job specification.
553EyematrixiStockThinkstockJob Analysis and Job.docx
55
3
Eyematrix/iStock/Thinkstock
Job Analysis and Job Design
Learning Outcomes
After reading this chapter, you should be able to do the following:
• Conduct a quality job analysis.
• Write job descriptions and job specifications that can be conducive to effective recruitment, selection,
training, performance appraisals, and compensation design and implementation.
• Design jobs that can enhance employee motivation, morale, productivity, and retention.
• Link job analysis and job design to the strategic HRM process.
• Discuss emerging trends, opportunities, and challenges in job analysis and job design.
mor82551_03_c03_055-082.indd 55 11/19/15 12:37 PM
© 2015 Bridgepoint Education, Inc. All rights reserved. Not for resale or redistribution.
Introduction
Introduction
In Chapter 2, you had the opportunity to learn about strategic HR planning and the impor-
tance of analyzing an organization’s external and internal environments. This analysis makes
it possible to set and achieve HR goals and objectives that are relevant, aligned to those of the
organization, and therefore conducive to its success and effectiveness. However, those plans
should be translated into specific tasks to be performed before HR can implement its strategic
plans through recruitment, selection, compensation, training, and performance management.
These tasks can then be grouped into jobs for which people can be recruited, selected, and
trained.
Job analysis and job design are critical for the success of subsequent HRM stages. In job design,
HR managers identify organizational goals and objectives and translate them into relevant
tasks and responsibilities, which are then grouped into roles and job positions. These job
positions are subsequently integrated into departments or business units to create the orga-
nizational structure, which becomes the vehicle or system through which the organization
operates. This system helps the organization achieve its strategic, tactical, and operational
goals and objectives.
HR managers need to establish a formal and powerful data gathering system both to collect
information about different jobs and to utilize the gathered information in creating job
descriptions and specifications. This system makes it possible to effectively design and struc-
ture jobs, departments, business units, and the organization as a whole. These are the
processes involved in job analysis, which is discussed in the next section. Figure 3.1 summa-
rizes job analysis and job design as components of the strategic HRM process and provides a
framework for this chapter.
Opening Case Study
When and Why Should Teamwork Be Part of the Job?
Access the following links:
http://www.youtube.com/watch?v=U-iyBsaehn8
http://www.blueangels.navy.mil/team/
http://www.forbes.com/sites/quora/2013/01/23
/why-and-where-is-teamwork-important/
http://www.forbes.com/sites/hbsworkingknowledge/2012/12/28
/why-leaders-need-to-rethink-teamwork/
.
Groundwork for Hiring
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Groundwork for Hiring".
Running head STAFFING FOR A TELECOMMUTING JOB1PAGE 6ST.docx
Running head: STAFFING FOR A TELECOMMUTING JOB
1
PAGE
6
STAFFING FOR A TELECOMMUTING JOB
Staffing for a Telecommuting Job
Brandy Lewis
Introduction
Offices were long known as the only environment one could work in, but this is slowly changing in as telecommuting is changing the way people work today. Telecommuting involves allowing employees to work away from the organization's facilities and in ones selected environment mostly homes, with minimal to no supervision from your superiors (Gajendran, Harrison & Delaney‐Klinger, 2015). Most organizations create telecommuting positions in an organization with the aim of recruiting the best of the personnel in the workforce who have no way of reaching the facilities as they are too far away. This form of work arrangement benefits both the employer and employee involved. The reason being is that there are fewer bills for the employer because they do not have to provide a space for the worker to work, and the employee gets to work from the environment where they believe their productivity is at its peak (Glass, & Noonan, 2016).
Telecommuting can be successfully implemented in an organization depending on your criteria for hiring and getting the right person who is productive in such an environment. It is therefore important to create the right criteria and requirements involved in hiring telecommuting staff (Gajendran, Harrison & Delaney‐Klinger, 2015). Before declaring the position for hire, the organization should first consider the challenges to be faced compared to the benefits it hopes to achieve. A good example would be projecting if the productivity in the organization will increase. Another factor to consider would be if the position requires a lot of team effort. If the latter is the case than the position is not advantageous to consider hiring as it would be more productive if the team was in the same place. The acceptable departments for telecommuting are where employees work individually with little supervision (Noonan & Glass, 2012). The position should also be eligible to those who are considered as the primary caregivers to their family. The worker can continually look into other issues that affect the ones who depend on them while still working from their respective environments (Sardeshmukh, Sharma & Golden, 2012). For many years, employees who faced challenges such as going on maternity leave resulted in leaving active employment and most likely to be replaced.
Finding the right person for the job is a thorough process and should not be made rashly (Gajendran, Harrison & Delaney‐Klinger, 2015). The hiring process should be well planned so as to get the best candidate to fill the position for telecommuting to be successful. The company should advertise the position and clearly state it as a telecommuting one. It should be noted that even though it offers its advantages some professions usually are at a disadvantage and the candidates should be well aware of that. ...
Jobdescription dsb
The document provides information on job descriptions, including their definition, importance, typical content, how to write one, and their various uses and advantages. A job description is a written account of the key duties and requirements of a specific job. It includes tasks, qualifications, skills, and responsibilities to help hire, train, evaluate, and develop employees for that role. Job descriptions provide clarity for both employees and employers.
Human resource management- Gowdham
This document provides an overview of human resource management and job satisfaction. It discusses key topics such as the definition of human resource management, the importance of job satisfaction, theories of job satisfaction including content, process and situational theories, factors associated with job satisfaction like work esteem and supervision, approaches to measure job satisfaction, and models of job satisfaction. It also describes the purpose and advantages of job descriptions for recruitment, selection, and performance evaluation. General and specific job descriptions are compared in terms of the level of detail they provide and their advantages and disadvantages.
3 essential supervisory skills and lean business
The document discusses essential supervisory skills for lean business, defining a supervisor as someone accountable for others' work. It identifies the 5 needs of supervisors as knowledge of work, responsibilities, and skills in managing relations, teaching work, and improving work. These needs can be met through the Training Within Industry framework of Job Relations, Instruction, and Methods. Effectively applying these 3 skills through learning and routine practice lays the foundation for sustained improvement by establishing stability and continually enhancing productivity, quality and safety.
Hiring senior people
How do you hire senior people, managers/ senior managers/ senior architects people who steer a product team or build new products
Chapter 4
The document discusses the importance of recruitment and outlines the typical recruitment process. It begins by explaining the key steps in recruitment: job analysis, job description, and job specification. These steps are used to identify the skills and qualifications needed for a role and to attract suitable candidates. The purposes of recruitment are then given as providing a pool of candidates, attracting people to achieve organizational goals, and building a positive impression. Common recruitment methods like internal and external sourcing are also described. The summary concludes that recruitment is vital for organizations to attract qualified people to perform jobs well and engage employees to meet goals, and poor recruitment can be very damaging through unnecessary costs.
Job description-Human Resource Management
Why Are Job Descriptions Necessary?
Components of job description?
How To Write A Job Description?
• Sample for job description
Mu0011 winter 2017
Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
help.mbaassignments@gmail.com
or
call us at : 08263069601
ENGINEERING ECONOMICS AND MANAGEMENT
The document discusses the roles and functions of the human resources department at Gujarat Fluorochemicals Limited in Halol, Gujarat. It details how HR is involved in all aspects of employment from recruitment and training to compensation, benefits, employee relations, and compliance with employment law. The HR assistant manager explains that HR ensures the company hires qualified candidates with the right skills and assesses employee performance and engagement. HR also coordinates with top management on projects and plays a key role in crisis response by having safety protocols and training in place.
Unit 4 [GB513 Business Analytics] Assignment .docx
Unit 4 [GB513: Business Analytics]
Assignment
This assignment requires you to use Excel. There is no template for this assignment. Make sure you
explain your answers and provide the regression output tables for questions 1 and 2.
Question 1
Shown below are rental and leasing revenue figures for office machinery and equipment in the United
States over a seven-year period according to the U.S. Census Bureau. Use these data to run a linear
regression and then forecast the rental and leasing revenue for the year 2012.
Year Rental and Leasing ($ millions)
2004 5,860
2005 6,632
2006 7,125
2007 6,000
2008 4,380
2009 3,326
2010 2,642
Question 2
Suppose a researcher gathered survey data from 19 employees and asked the employees to rate
their job satisfaction on a scale from 0 to 100 (with 100 being perfectly satisfied). Suppose the
following data represent the results of this survey. Assume that relationship with supervisor is rated
on a scale from 0 to 50 (0 represents poor relationship and 50 represents an excellent relationship),
overall quality of the work environment is rated on a scale from 0 to 100 (0 represents poor work
environment and 100 rep resents an excellent work environment), and opportunities for advancement
is rated on a scale from 0 to 50 (0 represents no opportunities and 50 represents excellent
opportunities).
Answer the following questions:
A) What is the regression formula?
B) How reliable do you think the estimates will be based on this formula? How can you tell?
C) Are there any variables that do not appear to be good predictors of Job satisfaction? How can
you tell?
Unit 4 [GB513: Business Analytics]
D) If a new employee reports that her relationship with her supervisor is 40, finds the quality of the
work environment to be scored at 75, works 60 hours per week and rates her opportunities for
advancement to be at 30, what would you expect her job satisfaction score to be?
Job
satisfaction
Relationship
with
supervisor
Overall
quality of
work
environment
Total
hours
worked
per week
Opportunities
for
advancement
55 27 65 50 42
20 12 13 60 28
85 40 79 45 7
65 35 53 65 48
45 29 43 40 32
70 42 62 50 41
35 22 18 75 18
60 34 75 40 32
95 50 84 45 48
65 33 68 60 11
85 40 72 55 33
10 5 10 50 21
75 37 64 45 42
80 42 82 40 46
50 31 46 60 48
90 47 95 55 30
75 36 82 70 39
45 20 42 40 22
65 32 73 55 12
Question 3
Unit 4 [GB513: Business Analytics]
Investment analysts generally believe the interest rate on bonds is inversely related to the prime
interest rate for loans; that is, bonds perform well when lending rates are down and perform poorly
when interest rates are up. Can the bond rate be predicted by the prime interest rate?
Use the following data to construct a scatter graph and then fit a regression ...
Hr & jd
This chapter discusses two approaches to human resources and job design: efficiency and employee satisfaction. It explores how organizations can effectively manage labor and design jobs to attract and communicate requirements to employees. The chapter also examines constraints on operational managers in making decisions around labor planning, job design, and labor standards. Ethical standards and challenges in the work environment are also addressed.
K-electric Talent Acquisition
The document provides an overview of K-Electric (KE), including that it was previously known as KESC and was privatized in 2009. It then discusses KE's talent acquisition, management, job analysis, description, and specification processes. It also covers recruitment, selection, competency mapping, onboarding, employee branding, training and development, employee turnover challenges, and KE's retention policies which focus on talent management, compensation, performance management, safe work environment, and training.
The Art And Science of Matching Candidate and Employer
Triumvirate Consulting Group partners with BestWork Data to deliver innovative job search and hiring solutions
Job Analysis and Recruitment and Selection
- Job Analysis
- Job Description
- Job Specification
- Methods of Job Analysis
- Process of Job Analysis
- Purpose of Job Analysis
- Uses of Job Analysis Information
- Writing the Job Descriptions
- Writing Job Specification
- Recruitment and Selection
- Recruitment
- Selection
- Sources of Recruitment
- Methods of Selection
- Process of Selection
Slide share
1) Learning and development in organizations has changed dramatically and is no longer just about training courses. It needs to evaluate how it can drive organizational evolution in the new work environment.
2) Frequent organizational change decreases employee performance by up to 10%. Learning and development must enable employees to apply their competencies to new, unfamiliar situations.
3) By transitioning from a provider of learning to an architect of continuous development, learning and development can focus on improving both short and long-term enterprise performance rather than just client satisfaction or employee performance alone.
Personnel Planning & Recruiting
Avery Dennison is a global leader in labeling and packaging solutions. The document discusses Avery Dennison's workforce planning and recruitment processes. It defines workforce planning as analyzing future staffing needs and how to meet them. Avery Dennison uses job descriptions and specifications in workforce planning. Recruitment sources include employee referrals, databases, agencies and websites. The recruitment process involves tests, interviews and reference checks without discrimination.
Co mpetency jd
Vexelle Manufacturing opened a new plant and needed to hire 15 maintenance workers. The HR manager, production manager, and maintenance manager all had different criteria for what qualified candidates should possess, resulting in very few job offers being made despite many applications. The chapter discusses how traditional job descriptions focusing on specific tasks are no longer effective, and introduces the idea of competency-based job descriptions that define the knowledge, skills, abilities, and other attributes needed for a role. A competency-based approach provides more flexibility and a broader definition of the work.
Similar to Job analysis (20)
Analyzing Work and Job Design by Mariver C. Mangulabnan
Analyzing Work and Job Design by Mariver C. Mangulabnan
553EyematrixiStockThinkstockJob Analysis and Job.docx
553EyematrixiStockThinkstockJob Analysis and Job.docx
Running head STAFFING FOR A TELECOMMUTING JOB1PAGE 6ST.docx
Running head STAFFING FOR A TELECOMMUTING JOB1PAGE 6ST.docx
Unit 4 [GB513 Business Analytics] Assignment .docx
Unit 4 [GB513 Business Analytics] Assignment .docx
The Art And Science of Matching Candidate and Employer
The Art And Science of Matching Candidate and Employer
Recently uploaded
Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Transport Solution
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSSCover Story - China's Investment Leader - Dr. Alyce SU
In World Expo 2010 Shanghai – the most visited Expo in the World History
https://www.britannica.com/event/Expo-Shanghai-2010
China’s official organizer of the Expo, CCPIT (China Council for the Promotion of International Trade https://en.ccpit.org/) has chosen Dr. Alyce Su as the Cover Person with Cover Story, in the Expo’s official magazine distributed throughout the Expo, showcasing China’s New Generation of Leaders to the World.
Best practices for project execution and delivery
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
The Genesis of BriansClub.cm Famous Dark WEb Platform
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
TIMES BPO: Business Plan For Startup Industry
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
Best Forex Brokers Comparison in INDIA 2024
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Business storytelling: key ingredients to a story
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationOperational Excellence Consulting
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentationsUnveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Innovative Uses of Revit in Urban Planning and Design
Discover innovative uses of Revit in urban planning and design, enhancing city landscapes with advanced architectural solutions. Understand how architectural firms are using Revit to transform how processes and outcomes within urban planning and design fields look. They are supplementing work and putting in value through speed and imagination that the architects and planners are placing into composing progressive urban areas that are not only colorful but also pragmatic.
Part 2 Deep Dive: Navigating the 2024 Slowdown
Introduction
The global retail industry has weathered numerous storms, with the financial crisis of 2008 serving as a poignant reminder of the sector's resilience and adaptability. However, as we navigate the complex landscape of 2024, retailers face a unique set of challenges that demand innovative strategies and a fundamental shift in mindset. This white paper contrasts the impact of the 2008 recession on the retail sector with the current headwinds retailers are grappling with, while offering a comprehensive roadmap for success in this new paradigm.
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
Sattamatka.satta.matka.satta matka.kalyan weekly chart.kalyan chart.kalyan jodi chart.kalyan penal chart.kalyan today.kalyan open.fix satta.fix fix fix Satta matka nambarHow HR Search Helps in Company Success.pdf
HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
The latest Heat Pump Manual from Newentide
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Recently uploaded (20)
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Sustainable Logistics for Cost Reduction_ IPLTech Electric's Eco-Friendly Tra...
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Cover Story - China's Investment Leader - Dr. Alyce SU
Cover Story - China's Investment Leader - Dr. Alyce SU
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
The Genesis of BriansClub.cm Famous Dark WEb Platform
The Genesis of BriansClub.cm Famous Dark WEb Platform
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Innovative Uses of Revit in Urban Planning and Design
Innovative Uses of Revit in Urban Planning and Design
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Job analysis
- 1. Presentation On JOB ANALYSIS Prepared by MD.MEHEDI HASAN RIMAN ID : 12132107012 Intake :08 Section :01 Department of Textile Engineering. BUBT-Bangladesh University of Business & Technology
- 2. Introduction Job analysis involves the identification & description of what is happening on the job . The use of the word job does not restrict the work opportunities of the jobholder. Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.
- 3. Defination According to Gary Dessler , ‘’ Job analysis is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it ‘’ .
- 5. Guidelines for Job Description D.J.Cherrington has identified six guideline for job description . These are also known as hints for job description .If all these guideline are followed , job description may be concluded successfully .
- 6. These guideline are given below Be clear Indicate scope Be specific Show supervisory reponsibilities Be brief Recheck
- 9. THANK YOU