Explain the principles and purpose of job analysis. Job Analysis: It’s a systematic process, involving information gathering, studying the activities and documenting the findings related to a Job. Thereafter based on the findings, defining the Duties & Responsibilities as part of Job Description and Characteristics / specifications and accountabilities of the desired candidate as part of the Job Specification. Job Analysis is an ongoing process in large technology driven organizations. It becomes
Introduction Job Analysis is a very important part of Human Resources. It is used to evaluate the value that a position brings to a company in order for that company to provide services and products to its customers. Job Analysis allows managers to better select personnel through an analysis of what needs to be done for the job and how to complete the tasks and the skills required to complete the job. A Job Analysis consists of 2 parts: Job Description and Job Specification. Job Description A Job Description
3) Principled: The principled or deontology criterion, is based on that the main concern of the individual is the governing laws and the principals of right and wrong. The locus of analysis dimension is concerned with the external reference the individual examines while taking an ethical decision. It is categorized in three referrals structures 1) Individual: The person here is governed by the their own values and moral principles
and vision statements and objectives. Secondly, it would be discussing PTCL’s organizational structure, managerial functions, planning functions, staffing procedures, leading and controlling functions. Following this is the SWOT analysis and competitor’s comparative analysis of the organization. The report will then highlight the research problem in detail with the help of the data collected through the survey conducted with the employees of PTCL. The data will be used to analyze and test the hypothesis
Stress experienced by nurses working in Emergency Department: Introduction: The aim of this assignment is to present the area of interest, critically analysis and identify the research topic and systematically review the literatures to support the chosen topic. The emergency department, also known as accident and emergency department or casualty department is designed to provide highly specialized emergency services which is available in most of the hospitals. Emergency services were offered since
project-oriented working and are different from more traditional HRM processes and practices which are designed for the classically-managed organization where the emphasis is not on projects but instead on routine products and services and where the job requirements are well defined and stable. J. Rodney Turner
Final Report Factors Influencing Job Satisfaction Towards Customer Relation Department in UBL Head Office Submitted By: Bilal Arif Kashmiri (57010) Supervisor: Sir Usman Aleem Submitted to PAF-KIET Abstract Introduction & Background: Job satisfaction is essential for workers furthermore for the effective association. As per (Lim & S, 2008) if a worker won't be fulfill to his occupation then perhaps he won't be devoted with his employment or to association and disappointment to the employment
employers’ sex typing excludes women in advance from jobs that provide higher wages and longer training. The analysis of the data shows that sex typing of jobs at the point of hire directly restricts women’s access to higher paying jobs and those with longer on-the-job training periods. “Such a behavior in the hiring process contributes to a gender gap in valuable outcomes. Wages a direct indicator of the value of the job. In addition, on-job-training is an important factor leading later to wage
Electronic copy available at: http://ssrn.com/abstract=1293922 1 Organizational Culture and Job Satisfaction: An Empirical study of R & D Organization By Jahanzeb Shah MS (MS) Fall 2007, Group B, SZABIST, Islamabad. Abstract The study is conducted to examine the Organizational Culture theory and practices with emphasis on the effectiveness of satisfaction and motivational dynamics in the areas of employee’s satisfaction and retention. The problem statement is based on whether it is only the compensation
employers to create and foster an environment that encourages current employees to remain employed by having policies and practices in place that address their diverse needs. These practices are used to prevent valuable employees from leaving their jobs. How to retain valuable employees is one of the biggest problem that plague organizations in the competitive marketplace. Nowadays, employee retention is the most critical issue facing hotel managers as a result of the shortage of skilled labor, low