Here is the synopsis of our sample research paper on HR: Job Analysis. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
A 3 page paper discussing the nature and goals of job analysis. Labor is one of any organization's highest single costs, and every business needs to gain as much benefit as possible in return. As businesses continue to be pressed to operate ever more efficiently, HRM continues to be challenged not only to keep up, but also to stay ahead of the organization's labor needs. Job analysis and job design provide effective tools for achieving that end. Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: CC6_KShrJobAnaly.rtf
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Unformatted sample text from the term paper:
(HRM) function still carries the same responsibilities it did before the entire face of business changed over the past generation. Rather than being only a clearing house for r?sum?s
and benefits, HRM is now - or should be - a full partner in the organization. One leading responsibility that has gained influence in recent years is job analysis
and job design. Importance of Job Analysis and Design As stated above, getting the right people on board and ensuring that they are
filling the types of positions to which they are best suited are challenges that every effective organization must meet. It is only logical that placing individuals in positions that
best suit their skills is better for the employer, but it is also logical that employees happier in their positions will remain in them for longer periods of time.
More effective matching of jobs and individuals increases productivity and makes the organization more effective. As businesses in all industries search for ways to operate more efficiently, not many
successful organizations overlook this point in todays environment. Matching Applicants and Openings Job analysis can enable the organization to be more effective in
matching the abilities of job applicants with the requirements of openings that occur within the organization. This results from effective job analysis, which "describes the major tasks of the
job, the job duties and responsibilities, and the minimum required qualifications of the skills, knowledge, and abilities. The result is the job description" (Bowin and Harvey, 2001; p. 73).
The job description will be accurate if the job analysis is done properly; therefore the job description can be used to advertise the
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