3.Discuss four types of information collected through job analysis (2 point for each type of information).
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- How does real-time performance management compare to the traditional annual performance process? How can a real-time process help an employee be more effective? What are some potential drawbacks?Describe five possible uses of job analysis. What does it mean to say that job analysis serves as a foundation for an organization's integrated HR system?Please answer very carefully and elaborate the answer. 4. Compare and contrast (how are they alike, how are they different) three methods of job analysis.
- Describe five possible uses of job analysis. (b) What does it mean to say that job analysis serves as a foundation for an organization's integrated HR system?1. What is job analysis? 2. What is the importance of Job analysis? 3. Discuss the job analysis process.What are the trending roles played by HR manager in a company today (an advisory role,functional role, service role, and a business partner role). Please give real-life examples tosupport your argument
- 6- Which managerial function of HRM involves motivating and activating people? a. Organizing b. Planning c. Directing d. Controlling28 - Which of the following is not one of the features that distinguish human resource management approach from personnel management? a) long term B) business oriented NS) Innovator D) self control TO) proactiveReviewing the methods (Person analysis/Task analysis/ Organizational analysis), which method or methods make the most sense for analyzing the job of HR Mnager? Why?
- Following are the characteristics of HRM except- a. Pervasive function b. Interdisciplinary function c. Integrating mechanism d. Job orientedCritically evaluate the importance of Compensation to the achievement of selectedorganisational goals. b. Examine the link between compensation objectives and the role of compensation inattracting, motivating, and retaining a high-quality workforce in the selected organization.c. Examine the importance of salary survey in enhancing compensation system and gainingcompetitive advantage.What's the difference between a job evaluation and a job analysis? How do these techniques aid in the creation of internal job structures that are consistent?