nature of jobs. Job analysis information is used to prepare both job descriptions and job specifications. Example: In 1990 congress passed the Americans with Disabilities Act (ADA 1990). This act was designed to aid employees with disabilities in the working world. Job analysis has played a key role in companies compliance with this Act‚ as well as aiding thousands of disabled Americans. Job description The job description is a document that provides information regarding the essential tasks
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Table of Contents INTRODUCTION 2 SCENARIO ANALYSIS 3 Task 1a 3 Task 1b‚ c 9 Task 1d 14 Task 2a 18 Task 2b 20 Task 2c‚ d 25 Task 2e 30 CONCLUSION 32 REFERENCES 33 APPENDIX 36 Appendix 1 – Job description for Vice President of Production 36 Appendix 2 – Job description for Vice President of Marketing 37 Appendix 3 – Person specification for Vice President of Production 38 Appendix 4 – Person specification for Vice President of Marketing 39 Appendix 5 – A sample job advert 40 Appendix
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PORTFOLIO ASSIGNMENT Due date: Complete assignment due Week 9 PART 1: HUMAN RESOURCE FORECASTING Reference: Adapted from Human Resource Forecasting Assignment‚ pp 108 – 110 in Nkomo‚ S. M.‚ Fottler‚ M. D.‚ McAfee‚ R. B. (2008) Human Resource Management Applications: Cases‚ Exercises‚ Incidents‚ and Skill Builders‚ 6th Edition Due date: Week 9 LEARNING OBJECTIVES • Practice in forecasting an organisation’s people needs • To familiarize you with some of the factors that affect an
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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
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detail as possible and attach additional pages if necessary. If some questions do not relate to the job‚ please write N/A (not applicable) in the appropriate space. All information will be kept confidential and will be used only to develop a job description and evaluate the job. This questionnaire is not about job performance‚ and job performance has no impact on the evaluation of the position. Employees doing the same job should discuss their duties with each other and submit one joint questionnaire
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4. The fifth step in conducting a job analysis is _____. a. deciding how to use the information b. reviewing relevant background information c. verifying the job analysis information d. collecting data on job activities e. developing a job description and job specification (c; moderate; p. 114) 5. Which of the following is not an advantage of using interviews to collect job analysis data? a. it is simple to use b. some information may be exaggerated or minimized c
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Deployment Guide 3 Executive Summary The WorkSpace sample application demonstrates many of the new features of xCP 2.1 in the context of an HR on boarding application. Users of the system can manage job opening information along with the related job description documents‚ as well as the candidates that are applying for those jobs. A business process is then used to manage the interview process‚ gathering feedback from one or more interviewers before allowing the candidate to
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and experience to competently fulfil the defined job descriptions and specifications. Note: Brief overview of the function Objective: “Recruitment is the process of attracting‚ screening‚ and selecting employees for an organization.” Stages of recruitment: job analysis‚ sourcing‚ screening and selection‚ and on-boarding Job analysis: involves determining the different aspect of a job through job description and job specification Job description: job role within an organisation and lists the main
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OTTAWA VALLEY CASE October 28‚ 2010 TABLE OF CONTENTS SUMMARY OF FACTS 3 Issues 4 PROBLEM STATEMENT 4 CAUSE and EFFECTS 4 ALTERNATIVE SOLUTIONS 5 PROS AND CONS 6 BEST SOLUTION 8 JUSTIFICATION 9 IMPLEMENETATION 9 Appendix A Concept of Self and Others 10 SUMMARY OF FACTS: Mary Gregory was hired to replace Ella‚ Mary was told by R.J. Jennings that she would not be kept on after her probation period was
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manager at Maricopa County Regional Hospital‚ my job is to ensure that the combined staff will work together without taking on a competitive stance. Taking into consideration the key areas that will be impacted in the merger‚ new hierarchies and job descriptions will need to be made for many of the employees. This essay will discuss the transition of the employees and the impact the merger will have on the culture of the new combined organization and will address how systems will be developed as the
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