Job Analysis Job analysis is the first step in designing and implementing a compensation system. The objective in completing a job analysis is to identify the content of the job‚ the knowledge and skills necessary to perform the job successfully and the conditions under which the job is performed. Job analysis may be defined as systematic detailed study of jobs‚ consisting of identifying and examining what is required of the person assigned to the job and the elements and characteristics
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How to Perform C.P.R. Imagine you are at the beach on a beautiful summer day. You are lying on a blanket in the sand‚ enjoying the sun’s warmth‚ when you hear a commotion from your fellow beach-goers. You approach the circle of people that has now formed around a young man who is lying motionless and unresponsive. You do not see a lifeguard or authority figure close by‚ and no one else seems to be doing anything to help‚ so what do you do? The answer is a procedure called Cardiopulmonary Resuscitation
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8.5 LAN Switch 2 Server – 172.16.20.5 Default Gateway Router – 172.30.0.1 3. Did the targeted IP hosts respond to the ICMP echo-request packet with an ICMP echo-reply packet when you initiated the “ping” command at your DOS prompt? If yes‚ how many ICMP echo-request packets were sent back to the IP source? Yes‚ there was a response of 4 packets. 4. What is the command line syntax for running an “Intense Scan” with Zenmap on a target subnet of 172.30.0.0/24? nmap -T4 -A -v -PE -PS22
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Introduction 3 2. JOB ANALYSIS 4 2.1 Concept of Job analysis 4 2.2 Components of Job analysis 4 2.3 Process of Job analysis 4 2.4 Methods of Job analysis 6 2.5 Benefits of Job analysis 6 3. JOB DESCRIPTION 7 3.1 Concept of Job description 7 3.2 Components of job 7 3.3 Purpose of Job description 8 3.4 Criticism of Job description 8 4. JOB SPECIFICATION 9 4.1 Advantages of job specification 9 4.2 Problems of Job specification 9 5. JOB DESIGN 10 6. JOB ANALYSIS INTERVIEW 10
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Job Analysis is the procedure through which you determine the duties of the positions to be staffed and the characteristics of people who should be hired for them. The analysis produces information on job requirements this information is then used for developing job descriptions and job specifications (i.e. jobs human requirements‚ or what kind of people to hire for the job). A supervisor or Human Resource (HR) specialist normally aims to collect one or more of the following types of information
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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
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attend a university to get a Veterinary degree. Plan A for me would be to attend CSU through all of college and hopefully get a Doctor of Veterinary Medicine‚ or DVM ‚in a minimum of 8 years. An option I have been looking into‚ would be to join the U.S. Army Veterinary Corps. This would be an amazing opportunity to serve my country doing the things I love. The Veterinary Corps also poses another option. There is an opportunity where you can join the Army and take veterinary classes at the same time.
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Topic 2 – Group 2 Job Design‚ Job Analysis Manpower Planning – Recruitment – definition – recruitment policy - Sources of recruitment – methods or techniques – e-recruitment - Selection – selection procedure . employment interview‚ purpose of interview How to conduct – placement – Induction – orientation – stages of induction‚ evaluation. Job Design Job design is defined as the process of deciding on the content of a job in terms of its duties & responsibilities; on the methods to
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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
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Job Analysis I. What is Job Analysis? A. “a process used to identify the important tasks of a job and the essential competencies an individual should possess to satisfactorily perform the job.” (State of Colorado‚ 2002‚ http://www.colorado.gov/dpa/dhr/select/docs/jobanal.pdf). B. “a wide variety of systematic procedures for examining‚ documenting‚ and drawing inferences about work activities‚ worker attributes‚ and work context.” (Sackett & Laczo‚ 2003‚ p. 21). C. methods for learning about
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