How can an organization design and implement effective job descriptions and job specifications, and why is this important for the success of the organization?
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How can an organization design and implement effective job descriptions and job specifications, and why is this important for the success of the organization?
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- how does the job analysis and job description processes help organizations meet their strategic objectives.In what ways can employee training and development programs be customized to meet the specific needs of different departments and job roles within an organization?How can a knowledge management system (KMS) be established in any firm such that employees may make use of it without becoming dependent on it?
- Explain why managers say that a job analysis is a colossal waste of their time and the time of their employeesWorking individually, prepare a job description for administrators and lecturers in your university or college. What are the differences, and similarities in the job descriptions? Why are the job requirements different? Present your descriptionsWhat core information should be included in most job descriptions and job specifications?
- H,ow does the insufficiency of Employee training materials, resources, and support mechanisms within an organization's training framework exacerbate the likelihood of training program shortcomings ?What is the intended purpose of inclusion in the workplace?Obtain a copy of your current job description from your employer. In the instance that you are unemployed, obtain a copy of your job description from your former job. Provide an analysis of your job description. Do you think that it matches your current status and industry standards? What changes, if and, would you make to the job description/specification? Please help . Administratrive Secretary
- What is the role portrayed by the recruitment, selection, training and development functions of the Human Resource Department in helping the organization to attain its objectives?What is the significance of using work output as a tool of job analysis?Compare and contrast the use of job specifications with job descriptions?