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Essay / Research Paper Abstract
A 5 page paper that explores what a job analysis is and why it is important. Court cases that ruled in the employee’s favor are reported. The Uniform Guidelines on Employment Selection Procedures (1978) is included in the discussion. The paper also discusses how job analysis is related to performance management. Bibliography lists 5 sources.
Page Count:
5 pages (~225 words per page)
File: ME12_PG698532.doc
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Unformatted sample text from the term paper:
are not based on any type of study or research about that job. A job analysis provides information the organization needs about each job so that they hire the person
who will be able to perform the tasks of the job successfully. Further, job analysis has become mandated through laws and court cases. This essay explores what a job
analysis is and why it is important. Court cases that ruled in the employees favor are reported. The Uniform Guidelines on Employment Selection Procedures (1978) is included in the discussion.
The paper also discusses how job analysis is related to performance management. Job Analysis Job analysis is crucial in human resources. It tells the organization how to put the
right person in the right job. There are two outcomes of job analysis, the job description and the job specification (Management Study Guide, 2012). It is not an overstatement to
describe a job analysis as crucial to human resources. It provides the foundation for effective recruitment, selection, and performance evaluation. Job analysis involves gathering, documenting, and analyzing information about
the job, both the content and the context of the job. Information collected includes the nature of the job, kinds of qualifications needed, type of people needed to do the
job, how persons fit the structure of the job, and the education and other qualifications needed for success (Management Study Guide, 2012). When conducted effectively, a job analysis will demonstrate
the direct relationship between the exact tasks performed in the job and the knowledge, skills, abilities, competencies, and behaviors required to perform the job effectively (DCPAS, 2012). The job
description outcome is an organized statement about the duties and responsibilities of the job. A job specification states the minimum qualifications needed to perform the job successfully (Management Study Guide,
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