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- Job_analysis abstract "Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information to organizations which helps to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully. The process of job analysis involves the analyst describing the duties of the incumbent, then the nature and conditions of work, and finally some basic qualifications. After this, the job analyst has completed a form called a job psychograph, which displays the mental requirements of the job. The measure of a sound job analysis is a valid task list. This list contains the functional or duty areas of a position, the related tasks, and the basic training recommendations. Subject matter experts (incumbents) and supervisors for the position being analyzed need to validate this final list in order to validate the job analysis. Job analysis is crucial for first, helping individuals develop their careers, and also for helping organizations develop their employees in order to maximize talent. The outcomes of job analysis are key influences in designing learning, developing performance interventions, and improving processes. The application of job analysis techniques makes the implicit assumption that information about a job as it presently exists may be used to develop programs to recruit, select, train, and appraise people for the job as it will exist in the future.Job analysts are typically industrial-organizational (I-O) psychologists or human resource officers who have been trained by, and are acting under the supervision of an I-O psychologist. One of the first I-O psychologists to introduce job analysis was Morris Viteles. In 1922, he used job analysis in order to select employees for a trolley car company. Viteles' techniques could then be applied to any other area of employment using the same process. Job analysis was also conceptualized by two of the founders of I-O psychology, Frederick Winslow Taylor and Lillian Moller Gilbreth in the early 20th century.[1] Since then, experts have presented many different systems to accomplish job analysis that have become increasingly detailed over the decades. However, evidence shows that the root purpose of job analysis, understanding the behavioral requirements of work, has not changed in over 85 years.".
- Job_analysis wikiPageExternalLink online.onetcenter.org.
- Job_analysis wikiPageExternalLink www.onlinejobstricks.com.
- Job_analysis wikiPageID "1664750".
- Job_analysis wikiPageLength "34336".
- Job_analysis wikiPageOutDegree "29".
- Job_analysis wikiPageRevisionID "683162764".
- Job_analysis wikiPageWikiLink Category:Human_resource_management.
- Job_analysis wikiPageWikiLink Category:Industrial_and_organizational_psychology.
- Job_analysis wikiPageWikiLink Certification.
- Job_analysis wikiPageWikiLink Classification.
- Job_analysis wikiPageWikiLink Dictionary_of_Occupational_Titles.
- Job_analysis wikiPageWikiLink Edwin_A._Fleishman.
- Job_analysis wikiPageWikiLink Flat_organization.
- Job_analysis wikiPageWikiLink Frederick_Winslow_Taylor.
- Job_analysis wikiPageWikiLink Functional_job_analysis.
- Job_analysis wikiPageWikiLink Human_resources.
- Job_analysis wikiPageWikiLink Industrial_and_organizational_psychology.
- Job_analysis wikiPageWikiLink Job_description.
- Job_analysis wikiPageWikiLink Job_design.
- Job_analysis wikiPageWikiLink Lillian_Moller_Gilbreth.
- Job_analysis wikiPageWikiLink Occupational_hazard.
- Job_analysis wikiPageWikiLink Performance_appraisal.
- Job_analysis wikiPageWikiLink Personnel_selection.
- Job_analysis wikiPageWikiLink ProScan_Survey.
- Job_analysis wikiPageWikiLink Scrum_(software_development).
- Job_analysis wikiPageWikiLink Strategic_human_resource_planning.
- Job_analysis wikiPageWikiLink Subject-matter_expert.
- Job_analysis wikiPageWikiLink Task_analysis.
- Job_analysis wikiPageWikiLink Test_(assessment).
- Job_analysis wikiPageWikiLink Work_sampling.
- Job_analysis wikiPageWikiLinkText "Job Analysis".
- Job_analysis wikiPageWikiLinkText "Job analysis".
- Job_analysis wikiPageWikiLinkText "job analysis".
- Job_analysis wikiPageWikiLinkText "knowledge, skills, abilities and other characteristics (KSAOs)".
- Job_analysis wikiPageUsesTemplate Template:Jobs.
- Job_analysis wikiPageUsesTemplate Template:Psychology_sidebar.
- Job_analysis wikiPageUsesTemplate Template:Reflist.
- Job_analysis subject Category:Human_resource_management.
- Job_analysis subject Category:Industrial_and_organizational_psychology.
- Job_analysis hypernym Family.
- Job_analysis comment "Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information to organizations which helps to determine which employees are best fit for specific jobs.".
- Job_analysis label "Job analysis".
- Job_analysis sameAs Q627339.
- Job_analysis sameAs Arbeitsanalyse_und_-synthese.
- Job_analysis sameAs تجزیهوتحلیل_شغل.
- Job_analysis sameAs Analyse_du_travail.
- Job_analysis sameAs Analisi_di_posizione.
- Job_analysis sameAs Arbeidsanalyse.
- Job_analysis sameAs Analiza_pracy.
- Job_analysis sameAs m.05ls4k.
- Job_analysis sameAs Analiza_dela.
- Job_analysis sameAs Q627339.
- Job_analysis wasDerivedFrom Job_analysis?oldid=683162764.
- Job_analysis isPrimaryTopicOf Job_analysis.