BU408 Lecture Notes - Lecture 7: Occupational Information Network, Organizational Culture, Inter-Rater Reliability
Document Summary
Job analysis + work analysis = systematic ways of describing what people do at work. Job analysis is the foundation for many hr activities and functions. If no criterion-related predi(cid:272)tor, (cid:373)ay(cid:271)e did(cid:374)"t use the right ksaos a(cid:374)d (cid:373)ay (cid:374)eed to re-evaluate. In training & development how to move someone with existing ksaos and identifying the new ones they will need. Job description- written description of what job occupants are required to do, how they are supposed to do the job (tasks, duties, responsibilities) Job specification the ksaos or competencies that are requires to perform the job successfully. Job ads- high-level summary of what they are looking for, while a job description or specification goes into detail. Tries to keep it as top-line as possible so as not to be overwhelming. Getting started: gathering job-related information: first step is collecting existing information describing the target job, organizational charts, legal requirements (e. g. veterinarians require provincial licensure)
