This paper examines methods for performing job analysis, considers job specifications and requirements, identifies key approaches to job design, and looks at job descriptions from both traditional and modern perspectives.
Written in 2002; 1,187 words; 5 sources; MLA; $ 40.95
Paper Summary:
Managing human resources is a challenge in today's dynamic business environment. New approaches to traditional tasks have been implemented to help human resource professionals. This paper gives the tools to aid businesses in approaching job analysis and design, and to work to develop job descriptions which are integrated with the company's overall goals and objectives in order to increase productivity.
From the Paper:
"There are typically three different methods used in job analysis: task, behavioral and ability (Milkovich & Newman, 1996, p. 78). Task data focuses on the fundamental units of work with an emphasis on the purpose of each task. Task data must be developed for each job individually since the purpose behind each task varies from job to job. Thus a programmer might "consult with engineers to determine program specifications" in a task environment, but the engineer might "consult with programmers to develop specifications". In both cases, both the purpose and the task are specific to the job and cannot be substituted."
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