...Week 3: Assignment The O*NET program is ideal for any person or institution that would like to encourage staying informed with today’s occupations. That is because it makes finding specific occupations easy and is very informative. O*NET also contains a 60 question “O*NET interest profiler” process which can be used to help guide users to potential careers (O*NET). It could be used as a useful tool in conducting job analysis, and a useful tool for HR personal. Given that “The O*NET program is a primary source of occupational information and it contains information on hundreds of standardized and occupation-specific descriptors” (O*NET) I was able to find the comprehensive information about the position I searched. Finding the information was very easy and I must say that I really enjoyed how well the website is working, it is very user friendly and within few clicks I found out every little bit of info that I was looking for. The information provided about my occupation was on point and very comprehensive and I was little bit shocked how many little things is included in this particular job description. I mean at my last job I did lots of different things related to this position, but thanks to this website “O*net” I realized what skills are crucial in that position and how long is the list of all other things that make someone a recruiter. The occupations suggested by O*NET are very accurate because it matches skills, personality traits, and interest. For example...
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...the specific occupation you were looking for, and how comprehensive was the information provided about that occupation? I decided to look for the occupation that interested me the most. Given that “The O*NET program is a primary source of occupational information and it contains information on hundreds of standardized and occupation-specific descriptors” (O*NET) I felt confident that I will find comprehensive information about the position I searched. Finding the information was very easy and I must say that I really enjoyed how well the website is working, it is very user friendly and within few clicks I found out every little bit of info that I was looking for. The information provided about my occupation was on point and very comprehensive and I was little bit shocked how many little things is included in this particular job description. I mean at my last job I did lots of different things related to this position, but thanks to this website “o*net” I realized what skills are crucial in that position and how long is the list of all other things that make someone a recruiter. 2. What did you think of the occupations O*NET suggested as matching your skills? Was the occupation you are in or preparing for among those listed? I do think the occupations suggested by O*NET as the ones that match my skills are very accurate and I will consider them. For example I believe one of my strong sides is that I am a very Social person and when I checked; here is list of occupations...
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...Job Analysis and Selection Since InterClean, Inc., has acquired EnviroTech I would like to make sure everyone is heading toward the company’s mission and goals. To do that I will need to do a job analysis, workforce planning, and then I will be selecting a group of employees who will embrace our company’s new strategy, and they will become the new sales team. Job Analysis “The term job analysis describes the process of obtaining information about jobs” (Cascio, 2006, p. 158). The job analysis to determine the essential characteristics of a job in order to produce job specification. A job specification is a written statement of the essential characteristics of a job including necessary qualifications, duties, responsibilities, and degree of authority of the job holder. Another part needed is a summary of the task requirements that is called a job description. According to Cascio, “it usually includes information about the tasks, to be done on the job as-well-as the personal characteristics (education, experience, specialized training, and personality) necessary to do the tasks” (p. 158). Three key elements that are included in a job analysis are: 1. Knowledge - body of information necessary for task performance 2. Skills - level of proficiency needed for task performance 3. Abilities - capabilities necessary to perform the job I will be doing the job analysis with some help and guidance from human resources. By me doing this, it will give me...
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...To help develop a better understanding of Hira’s interest in accounting, information was gathered about this occupation. Specifically, the career counseling library resources were used to research more about the accounting field and an informational interview was conducted to learn more about this occupation from a professional accountant. In this paper, results of the search and the information gathered from the informational interview will be discussed. The aim of this paper is to provide and present this information to Hira, to help her decide whether she would like to further explore the field accounting herself. Nature of Work According to the Occupational Outlook Handbook, accountants prepare and examine financial records. They confirm...
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...Pitts BUS ADM 440 4/11/14 Job Analysis, job descriptions, resumes, cover letters, and applications are all part of an important process in business—Recruitment. Hiring/recruitment is an essential key to every successful business. Without the recruitment process, small companies would not have developed into the large corporations they are today. But in order for this to happen there are other important factors that make it possible. Businesses need to have specific components to make the job structure process easier including job analysis, job description, and job evaluation. Throughout this paper, I will be defining and discussing about job analysis, job description, and job evaluation, the importance of the three, the steps of the job analysis process, and how they all apply in the business world. To get a better understanding of the internally consistencies I will go in depth of what they are and how they work. This helps you understand the value of each job and how HR professionals determine who will be getting paid more due to the responsibility aspect being higher. There are two processes that make it easier are Job Analysis and Job Evaluation. Job Analysis is a Systematic process for gathering, documenting, and analyzing information in order to describe jobs. While job evaluation systematically recognizes differences in the relative worth among a set of jobs and establishes pay differentials accordingly. Generally speaking job analysis is to help managers understand...
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...CHAPTER 6 JOB ANALYSIS AND DESIGN CHAPTER Overview JOB ANALYSIS AND DESIGN IS OFTEN REFERRED TO AS THE CORNERSTONE OF HRM, AND IT HAS BECOME INCREASINGLY IMPORTANT FOR LEGAL QUESTIONS RELATED TO PROMOTION AND DISCRIMINATION. This chapter clarifies the contributions made by job analysis to an organization’s HRM program and specific activities. Furthermore, the careful planning needed and the various techniques of a job analysis program are highlighted. Finally, the importance of job analysis in the design is discussed. CHAPTER LEARNING OBJECTIVES AFTER READING THIS CHAPTER, STUDENTS SHOULD BE ABLE TO… 1. Define the terms job analysis, job description, and job specification. 2. Illustrate the uses that job analysis information can have in an organization’s HRM. 3. Describe four methods used to collect job analysis information. 4. Interpret job codes and information found in the Dictionary of Occupational Titles. 5. List the five core job dimensions used in job enrichment programs. 6. Compare the strengths and weaknesses of the mechanistic and motivational approaches to job design. 7. Describe the ways that job descriptions are changing as the nature of jobs changes. KEY TERMS |AUTONOMY |THE DEGREE TO WHICH THE JOB PROVIDES SUBSTANTIAL FREEDOM, INDEPENDENCE, AND DISCRETION| | |TO THE INDIVIDUAL IN SCHEDULING THE...
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...INFORMATION, AN ORGANIZATION SIMPLY COULD NOT OPERATE. THIS CHAPTER INTRODUCES STUDENTS TO SEVERAL CORE BUSINESS STRATEGIES THAT FOCUS ON USING INFORMATION TO GAIN A COMPETITIVE ADVANTAGE, INCLUDING: • The core drivers of the information age • Data, information, business intelligence, knowledge • Systems thinking • Competitive advantages • Porter’s Five Forces model • Porter’s three generic strategies • Value chain analysis Many of these concepts and strategies will be new to your students. Be sure to explain to your students that this chapter offers an introduction to these concepts and they will gain a solid understanding of the details of these concepts as they continue reading the text. SECTION 1.1 – BUSINESS DRIVEN MIS Competing in the Information Age The Challenge: Departmental Companies The Solution: Management Information Systems SECTION 1.2 – BUSINESS STRATEGY Identifying Competitive Advantages The Five Forces Model – Evaluating Industry Attractiveness The Three Generic Strategies – Choosing a Business Focus Value Chain Analysis – Executing Business Strategies | | |SECTION 1.1 | |BUSINESS DRIVEN MIS ...
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...500_12489_CH07_170-191 3/17/05 5:55 PM Page 170 chapter 7 >> Making Decisions A T A L E O F T W O I N VA S I O N S O N JUNE 6, 1944, ALLIED SOLDIERS much should be used to defend Germany’s border with France? The original plan, devised by General Alfred von Schlieffen, allocated most of the German army to the invasion force; on his deathbed, Schlieffen is supposed to have pleaded, “Keep the right wing [the invasion force] strong!” But his successor, General Helmuth von Moltke, weakened the plan: he reallocated some of the divisions that were supposed to race through Belgium to the defence. The weakened invasion force wasn’t strong enough: stormed the beaches of Normandy, beginning the liberation of France from German rule. Long before the assault, however, Allied generals had to make a crucial decision: where would the soldiers land? They had to make what we call an “either–or” decision. Either the invasion force could cross the English Channel at its narrowest point, Calais—which was what the Germans expected—or it could try to surprise the Germans by landing farther west, in Normandy. Since men and landing craft were in limited supply, the Allies could not do both. In fact, they chose to rely on surprise. The German defences in Normandy were too weak to Allies went on to liberate France and win the war. Thirty years earlier, at the beginning of World War I, German generals had to stop the landings, and the What you will learn in...
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...lot about that I didn’t know even though I do this job on a daily basis. Health information technology (health IT) involves the exchange of health information in an electronic environment. Widespread use of health IT within the health care industry will improve the quality of health care, prevent medical errors, reduce health care costs, increase administrative efficiencies, decrease paperwork, and expand access to affordable health care. It is imperative that the privacy and security of electronic health information be ensured as this information is maintained and transmitted electronically. (US Department of Health and Human Services, n.d.) As a health information technician career opportunities exist in: doctor offices, medical facilities, hospitals, insurance offices, pharmaceutical companies and labs. (Associate of Applied Science in Health Information Technology, n.d.) Health information technicians have multiple duties/task that are done. The following are some of the duties that I’ve learn that health information technicians have to do: * Review patient records for timeliness, completeness, accuracy, and appropriateness of data. * Organize and maintain data for clinical databases and registries, * Track patient outcomes for quality assessment, * Use classification software to assign clinical codes for reimbursement and data analysis, * Electronically record data for collection, storage, analysis, retrieval, and reporting, and * Protect patients’...
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...Staffing – Job Description/Job Analysis 1. A job description outlines the necessary skills, training and education needed by a potential employee. It will spell out duties and responsibilities of the job. Once a job description is prepared, it can serve a basis for interviewing candidates, orienting a new employee and finally in the evaluation of job performance. Using job descriptions is part of good management and it will help an organization better understand the experience and skill base needed to enhance the success of the company. Job descriptions assist in the hiring, evaluation and potentially terminating of employees. Many times there can be a misunderstanding of what a position entails an in-depth, well-prepared job description can help both sides share a common understanding. 2. Announce plan to update job descriptions using the Job Requirements – Job Analysis process to the whole company. Briefly explain the process and the time frame for the project. Motivate employees to participate and dispel any negative feeling about the process. Stand as a unified team with Marvin and Alta Fossom and have them ask for the support and cooperation of all employees. Meet with Marvin and Alta on a monthly basis to update them on the project. a. Meet with the general manager, supervisor of operations and customer service to discuss the project. b. Request all documents currently being in the staffing process for every job at the company. c. Meet with all department supervisors...
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...Chapter 04 Job Analysis and Rewards Answer Key Changing Nature of Jobs True / False Questions 1. In most modern organizations, jobs are largely well established and change little over time. FALSE 2. Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements. TRUE 3. Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job. FALSE 4. The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description. TRUE 5. Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs. TRUE 6. Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations. FALSE 7. Advances in technology are one of the major reasons for changes in jobs. TRUE 8. A job family is a grouping of positions that are similar in their tasks and task dimensions. FALSE 9. The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element. TRUE 10. Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that...
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...INTERNSHIP REPORT ON ACCOUNTING INFORMATIONSYSTEM OF REAL ESTATE BUSINESS IN BANGLADESH”-AN EMPIRICAL STUDY OF [pic] PREPARED FOR Farzana Afrin Internship Supervisor & Lecturer Dept. of Business Studies Stamford University Bangladesh. PREPARED BY Mahmood Hossain Id: 02707400 Section: 27(Q) Date: LATTER OF TRANSMITTAL April Ms Farzana Afrin Lecturer Stamford University Dhanmondi, Dhaka Dear Madam, I feel myself fortunate enough for having the scope to conclude the study on “The Accounting information System of Real Estate Business in Bangladesh”-An Empirical study of Building For Future Ltd, Which you assigned me to do as a part of the study. Obviously, this type of practical work made me acquainted with “Real Estate Finance” in real life situation. Here, I can’t deny the help that I got from the staff of Building For Future Ltd. who ensured me a full congenial atmosphere to access over a plenty of information with relevant papers and a practical survey. I am thankful to them for showing their highest degree of tolerance in answering my inexorable questions, sometimes repeated. I would enthusiastically provide you related information depending on your queries. The report was prepared under your able leadership and I do respectfully appreciate guidance to me to learn about...
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...Alisha Seaman BUS 153 0901 Mark Regensburger WA5 Job Analysis February 13, 2016 Accountant 1. Research: O*NET SOC Code 43-1011.00 Occupation title First-Line Supervisors of Office and Administration Support Workers 2. Analyze: Tasks, Responsibilities, and Duties Supervise over the work office and responsible for the customer service. Look over the records and reports pertaining to activities such as production, payroll, and shipping. Ensure that you discuss job performance to the employees for them to identify causes and issues to the work on resolving problems. Track employee hours using HR software. Monitor activities and evaluate the performance of the employees. Standards: Guide your employees to handle difficult and complex problems so they can resolve complaints and disputes. To succeed financially customer complaints need to be resolved and answer customer questions regarding policies and procedures. Equipment: Knowing how to work on computers, HR software, and photocopying equipment. Conditions: The store is clean, safe, and a comfortable work environment. Relationships: Employees provide service to customers in a friendly manner. Corresponding needs are co-workers, moral...
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...125 Job Analysis 125 Steps in the Job Analysis Process 126-129 Job Analysis Techniques 131 O*NET 131-137 Job Evaluation 137 Compensable Factors 137-139 Job Evaluation Process 139-140 Job Evaluation Techniques 140 The Point Method 141-143 Alternative Job-Content Evaluation Approaches 144-145 Alternatives to Job Evaluation 145-146 Limitations to Internally Consistent Compensation Systems 146 2. Why I selected this Book: HRMN 330 Course Requirement 3. Theme (Key Quote): “Internally consistent job structures formally recognize differences in the job characteristics that enable compensation managers to set pay accordingly.” 4. Abstract: The purpose of this book is to provide knowledge of the art and science of compensation practice and its role in promoting companies’ competitive advantage. Compensating employees represents a critical human resource management practice: without such companies cannot attract, retain nor motivate best qualified employees. 5. Introduction Internally Consistent Compensation Systems define the relative value of each job when compared with all jobs within the organisation. Within each organization there are job structures and principles which promote internally consistent compensation systems. Generally jobs that require higher qualifications, more responsibilities and complex analysis should have a higher compensation package when compared to those jobs that...
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...Solutions Architect Job Analysis Ricardo Fernandes Albertus Magnus BE 323M Solutions Architect Job Analysis For a company the size of Verizon, one of the largest network companies in the world, the responsibilities of the human resources department are extensive and ever changing. In order to meet shifting business needs, new business segments, divisions and jobs are under constant review. One of the main tools in determining varying tasks that make up a job and the skills, knowledge, abilities and responsibilities for one to be successful at performing said job is to conduct a job analysis. In the case of Verizon, human resources used the job analysis tools to create a new business segment necessary to drive business growth in the area of wireless data products and services. By conducting a job analysis, the human resources team was able to create job descriptions, and job specifications for the varying positions that make up the data sales teams that exist throughout the country today. In order to understand and appreciate the process used by Human Resources it makes sense to conduct a job analysis, review varying methods that can be used in conducting a job analysis and capture a summary of the results; which will eventually be used in carrying out a variety of human resource undertakings. In general, a job analysis helps identify the basic functions and responsibilities of a particular job within an organization. It uncovers the knowledge, skill, and ability...
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