HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define job analysis, explore it’s importance and highlight the methods used to complete this critically important function.
Views: 59419 Gregg Learning
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In this video we are going to looking at a very important aspect of Strategic Human Resource Management i.e. the Job Analysis, Design and Evaluation. For the research that I conducted to make this video, I read countless articles, watched YouTube videos but somehow, I still couldn’t gage the concepts about Job Analysis and Design. I then made notes and compared them against each other that is when I clearly understood the concepts. I am sure after watching this video you will have a better understanding as well. ====================================================== SUBSCRIBE TO MY YOUTUBE CHANNEL https://www.youtube.com/Can-Indian channel.. ====================================================== TO FIND OUT MORE about me please visit www.I-CanIn.com Follow me on Facebook @yesIcanandIwill Follow me on Twitter @CanindianM Follow me on Instagram @CanindianM Follow me on Linkedin @ https://www.linkedin.com/in/pav-punja-cqe-cssbb-cre-3672b282/
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define job analysis, explore the job analysis process, and highlight the job analysis methods most commonly used. Job analysis is the systematic process of collecting information that identifies similarities and differences in work. The outcome is job documentation. A job description is a useful, plain-language tool that describes the essential functions and specifications of a position. Job documentation provides the foundation for many activities of human resource management and provide the foundation for compliance. The process of collecting information about jobs requires a systematic process and the application of appropriate methods. Careful job analysis is well planned to ensure a successful outcome - a useful job description. To ensure consistency, use a process to structure job analysis. I recommend a simple five step cyclical process for job analysis. The stages for a typical job analysis, as outlined here, may vary somewhat with the number of jobs included. Collecting information about what people are doing in their jobs can be gathered using a variety of methods. People have a tendency to inflate the importance and significance of their jobs because they are not completely objective. Job analysis and the resulting job description should not necessary describe what the person currently in the job does and that person’s qualifications. Traditionally, the most common methods have been observation, interviewing, questionnaires, and generic information available through O*NET, an online database of jobs. After completing job analysis, a job description can be created or revised. Data and information gathered through analysis should be used to draft meaningful and accurate job descriptions. Remember, job analysis is a cyclical process – your work is never done.
Views: 3232 Gregg Learning
Creating and developing interesting jobs that fit effectively into the flow of an organization’s work is called job design. The more narrow focus of job analysis involves using a formal system to gather information about what people actually do in their jobs. Job analysis is a systematic way of gathering and analyzing information about the content, context, and human requirements of jobs. Job analysis is the basis for all human resource practices because the process sets up how employees are hired, trained and developed, evaluated, and compensated. Different types of job analysis can be used to secure information about jobs. The most traditional and widely used method is task-based job analysis; however, some organizations have emphasized the need for a competency-based approach. The decision about whether to use a task-based or competency-based approach to job analysis is affected by the nature of jobs; however, task-based analysis is likely to remain more widely used because it is the most defensible legally.
Views: 627 Gregg Learning
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Job Descriptions, we’ll highlight the three simple elements of job documentation that human resource professionals and people managers need to know. A job description is a useful, plain-language tool that describes the essential functions and specifications of a position. Job documentation provides the foundation for many activities of human resource management and provide the foundation for compliance. CHECK OUT THESE GREGG LEARNING VIDEOS: HR Basics: Job Analysis | https://youtu.be/qy09Ls6NqEo
Views: 31893 Gregg Learning
In this presentation, we examine the principles of job design and explore alternative approaches to designing jobs to increase employee efficiency and motivation. Our discussion focuses first on job design based on the logic that to perform a job analysis, there must be a job in existence, or at least the idea of a particular set of tasks and responsibilities to be performed.
Views: 17554 Gregg Learning
http://www.myhrpro.ca Learn how to do a job analysis in this human resources video. Use job analysis to write clear job descriptions, improve the process to hire an employee, train staff and enhance performance management in your organization. In addition to our other HR videos in our series http://www.myhrpro.ca, here are some other resources from other sources. http://www.entrepreneur.com/article/56 Make sure you know what you're looking for in an employee before you actually start looking. Use these guidelines ... How to Conduct a Job Analysis and Write a Job Description - Yahoo http://voices.yahoo.com/how-conduct-job-analysis-writ... - United States Aug 27, 2005 -- The first step of a job analysis is to review all of the company's ... Use these resources to get a few ideas on how to word your job description, ... Introduction to Job Analysis http://www1.umn.edu › ... › Pay & Job Classification › Job Classification May 8, 2008 -- Why Do Job Analysis? Job data obtained by job analysis serves a variety of organizational purposes and provides a basis for decision making. Job Analysis: Overview http://www.job-analysis.net/G000.htm Job Analysis is a process to identify and determine in detail the particular job ... a significant impact on the physical requirements to be able to perform a job. Job Analysis: How do I conduct a job analysis to ensure the job http://www.shrm.org › SHRM › Templates & Samples Job descriptions are used for a variety of reasons. They are a tool for recruiting, determining salary ranges and levels or grades, establishing job titles, creating ... What is a Job Analysis? Why do we use Job Analysis? http://www.cdfa.ca.gov/.../pdfs/JobAnalysis_CDFA_Employment.pd... File Format: PDF/Adobe Acrobat - Quick View What is a Job Analysis? A Job Analysis is a detailed look at a particular job or job classification. It is a process that identifies the tasks performed on the job and ... Job analysis - Wikipedia, the free encyclopedia http://en.wikipedia.org/wiki/Job_analysis Job analysis is the formal process of identifying the content of a job in terms activities involved and attributes needed to perform the work and identifies major job ... How to Write a Job Analysis? - Answers.Ask.com http://answers.ask.com › All › Business › Management and HR They involve the mental and physical tasks needed, how the job is done, and the qualifications needed to do the job. Posted 2 year ago. Was this helpful? Definition of Job Analysis http://humanresources.about.com/.../jobdescriptions/.../job... How to Develop a Job Analysis | eHow.com http://www.ehow.com › Business The purpose of conducting a job analysis is to document the requirements of a ... tools and machinery necessary to perform the job in the "Equipment" section. (Job Analysis)(job descriptions)(hire an employee)(hr consulting Calgary)(edmonton human resources)(human resource services)(hr consulting company)(employment agencies)(recruitment agency)(staffing services)(recruiting firms)(recruitment firms)(recruitment company)(recruiting company)(recruitment companies)(hiring firms)(hiring agency)(staffing company)(staffing agency)(recruitment agencies)(recruitment services)(recruiting company)
Views: 23950 myHRpro
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This Video contains Explanation of Job analysis, Objective of Job analysis, Application of/ uses of Job analysis, process of Job analysis, sources of Job analysis, problems of Job analysis, Job analysis includes. For the notes used in the video please refer to this link: https://www.facebook.com/Learningtolearn2017/photos/pcb.1953726854939960/1953726321606680/?type=3&theater Follow us on Facebook: https://www.facebook.com/Learningtolearn2017 Follow us on Twitter: https://twitter.com/2017learningto
Views: 64976 Learning to Learn
Jobs are the cornerstone of Human Resource Management. In an ever changing workforce, it is critical to understand the role of and importance of clearly defined jobs within an organization. Let’s take a look at jobs and the process by which we define them in human resource management.
Views: 2848 Gregg Learning
Human resource professionals deal with the segment of the population that works in current jobs or that is looking for work. The goal is to develop jobs that are inherently motivating to employees or to create work situations that are desirable enough to attract and hire competent workers. Many efforts focus on developing skills to improve employees’ readiness for work. Organizations, including their human resource departments, can also address skills shortages. Work is effort directed toward accomplishing results, and such effort may be performed by humans, machines, or both. The total amount of work to be performed in an organization must be divided into jobs so that effort can be coordinated in some logical way. A job is a grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee; these tasks, duties, and responsibilities may change over time, and therefore, the job may change. Workflow analysis is the study of the way work moves through an organization. The result of strong work analysis should be a more responsive workflow for customers, more efficient responses to service problems, and more empowered jobs. Job design refers to organizing tasks, duties, responsibilities, and other elements into a productive unit of work. Job redesign involves changing existing jobs in different ways to improve them. Motivation, performance, and satisfaction can be influenced by the level of each job characteristic. In other words, as one or more factor increases, employees should become more engaged with their work duties and responsibilities. Autonomy and feedback are especially powerful because they can magnify the effects of the other job characteristics. Flexibility can be designed into a job in several different ways, such as by changing where or when the work can be performed. For many employees, balancing their work and personal lives is a significant concern. Work–life balance involves employer-sponsored programs designed to help employees balance work and personal responsibilities. Job analysis is a systematic way of gathering and analyzing information about the content, context, and human requirements of jobs. The decision about whether to use a task-based or competency-based approach to job analysis is affected by the nature of jobs; however, task-based analysis is likely to remain more widely used because it is the most defensible legally. Implementing your job analysis process is the foundation for what we do in human resource management. Job Analysis is the systematic process of identifying tasks, duties and responsibilities expected to be performed in a job as well as competencies to be successful. The outcome is Job Documentation. A detailed examination of jobs, although necessary, can sometimes be a demanding and disruptive experience for both managers and employees, in part because job analysis can identify the difference between what currently is being performed in a job and what should be done. Job documentation impacts every functional area of human resource management, making job analysis a crucial strategic function of human resource management. A job description identifies a job’s tasks, duties, and responsibilities. It describes what is done, why it is done, where it is done, and, briefly, how it is done. The critical end products of a job analysis are job descriptions, which identify the tasks, duties, and responsibilities of jobs, and job specifications, which list the knowledge, skills, and abilities needed to perform a job satisfactorily.
Views: 322 Gregg Learning
This session provides a brief description of job analysis, job description, job specification which an employee has, while working in the organization.
Views: 23230 Rai University Ahmedabad
Learn job analysis in HRM quiz on MCQsLearn, a free website http://mcqslearn.com for exam preparation. Practice MCQs with job analysis in HRM quiz, job analysis in worker empowered world quiz, basics of job analysis quiz and uses of job analysis information quiz with questions and answers for HRM practice tests. This free video contains 20 MCQs based tests on job analysis in HRM in human resource management for online competitive exam preparation.
Views: 569 Bushra Arshad
This video explains the Job Analysis and meaning and Definition of Job analysis. ----------------------------------------------------------------------------------------------------------- For downloading notes in PDF format please visit my Blog https://thedynamicstudy.blogspot.com/ ---------------------------------------------------------------------------------------------------------- For more videos of OB in English visit this link https://www.youtube.com/watch?v=H6lEV... ----------------------------------------------------------------------------------------------------------- For more videos of OB in Hindi visit this link https://www.youtube.com/watch?v=krD6f... ----------------------------------------------------------------------------------------------------------- Please go through the video and don't forget to share your views and subscribe the channel to keep the content open and reachable to students. ---------------------------------------------------------------------------------------------------- Keep on watching, keep on learning! #DynamicStudy Our aim is to make free content for each and every student in our society, so if you want to support this cause you can do it in two ways 1. Make free content, your content will be published to our youtube channel after review. 2. Donate a bit of amount to Paytm 8299551444 for this noble cause. -~-~~-~~~-~~-~- Please watch: "OCTAPACE - Detailed Explanation in Hindi" https://www.youtube.com/watch?v=f_4WET6y49c -~-~~-~~~-~~-~-
Views: 840 Dynamic Study for NTA-UGC NET
Human Resource Management; Management Job Analysis l Recruitment and Placement 1. Introduction to and Importance of Job Analysis: 00:00:42-00:06:31 2. Job Description Vs Job Specification: 00:06:32-00:07:41 3. Job Description and Job Analysis Examples: 00:07:42-00:14:52 4. Steps in Job Analysis: 00:14:53-00:17:58 5. Guidelines to follow in Job Analysis: 00:17:59-00:19:25 6. Job Analysis- Methods for collection (a). Qualitative i. Interview ii. Questionnaires iii. Observation iv. Participant Diary/Logs (b). Quantitative i. Position Analysis Questionnaire (PAQ) ii. Functional Job Analysis (FJA) : 00:19:26-00:32:44 Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here (https://www.youtube.com/view_all_playlists?sq=Human+Resource+Management) for more videos on Subject name (Human Resource Management); All Rights Reserved
Views: 5693 Edupedia World
Job analysis involves determining what the core job involves, as well as what employees do (or are expected to do) while working in a job. A detailed examination of jobs, although necessary, can sometimes be a demanding and disruptive experience for both managers and employees, in part because job analysis can identify the difference between what currently is being performed in a job and what should be done. A job analysis and the resulting job description and job specifications should not just describe what the person currently in the job does and that person’s qualifications. The incumbent may have unique capabilities and the ability to expand the scope of the job to assume more responsibilities, but the employer might have difficulty finding a suitable replacement if the person were to leave. Consequently, it is useful to focus on core duties and necessary knowledge, skills, and abilities by determining what the job would be if the incumbent were to quit or be moved to a different job. People have a tendency to inflate the importance and significance of their jobs because they are not completely objective. Since job analysis information is used for compensation purposes, both managers and employees may hope that “puffing up” jobs will result in higher pay levels. Doing so often convolutes the job analysis process and results in inaccurate and confusing job descriptions. Inflated job titles also can be used to make jobs sound better (and subsequently increase employee pride) without making major job changes or pay adjustments. Both employees and managers may have concerns about the job analysis process. If done correctly, the resulting job description should identify the activities performed in a job. However, it is difficult to capture all facets of a job in which employees perform a variety of duties and operate with a high degree of independence. Job documentation impacts every functional area of human resource management, making job analysis a crucial strategic function of human resource management.
Views: 114 Gregg Learning
Job Analysis and Job Descriptions are the Secret Sauces of Business. Many managers miss the incredible importance and value of job analyses and job descriptions in the HR management process. Job analysis and job descriptions can literally make or break an organization, from the perspectives of profit and loss, morale, and efficiency/effectiveness. A job description can serve 11 vital functions; if you're a manager and you don't know what they are, you should watch this slideshow. Do everyone in your organization a huge favor: conduct formal analyses and then create highly detailed job descriptions. From the eBook HR in a Nutshell by Steve Bareham, available at all online eBook retailers.: Making Good Managers Great! See it here: http://www.amazon.com/HR-Nutshell-Making-Managers-ebook/dp/B008FF6S1C/ref=sr_1_5?s=digital-text&ie=UTF8&qid=1359914063&sr=1-5&keywords=Steve+Bareham All photos licensed through www.shutterstock.com and www.freedigitalphotos.net. Music track from ccMixter, commercial video authorization usage, track title Adagio Teru by R Ocavaco.
Views: 21338 Steve Bareham
Job analysis | Process | Uses | Method | H.R.M. | Hindi
Views: 2798 Smart Education
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define Job Evaluation, discuss the importance of evaluation in developing base pay structures, and explore the methods of evaluation for determining the value of jobs in an organization. Job evaluation is the systematic process of determining the relative worth of jobs. The outcome of job evaluation is the development of pay structure. Organizations want their employees to perceive that they are being paid fairly in relation to pay for jobs performed by others within the organization, as well as individuals performing similar jobs in other organizations. Job evaluation allows organizations to appropriately value jobs to build a pay structure through various methods of evaluation. Job evaluation provides the foundation to design base pay structures. Building a base pay structure is the process by which we create a pay structure. When establishing a pay structure, organizations use pay grades, which are groupings of individual jobs that have approximately the same value to the organization. The two general approaches for valuing jobs are job evaluation and market pricing. There are two major schools of job evaluation: market-driven systems and Job evaluation (known as job-worth) systems. Each yield different results. Employers can adopt one of several alternate methods. Market pricing methods have an external focus while Job evaluation methods have an internal focus. A base pay structure is developed using the compensation philosophy and job analysis to drive job evaluation decisions. The results of job evaluation are used to design pay structures, including pay grades and pay ranges. Job evaluation looks at pay levels within the company, and market pricing looks outside the company. Both types of methods use relative comparisons to determine the worth of jobs in an organization. Job evaluation provides the basis for accurate valuation of jobs and the creation of appropriate pay structures.
Views: 2075 Gregg Learning
Chapter Three (JOB ANALYSIS) in the diploma of Human Resources Management.
Views: 933 HR Somalia
HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In this HR Basics, we define job evaluation and the explore methods for determining the relative worth of jobs.
Views: 20134 Gregg Learning
Subscribe to Alanis Business Academy on YouTube for updates on the latest videos: https://www.youtube.com/alanisbusinessacademy?sub_confirmation=1 The planning stage of human resource management involves: conducting a job analysis, forecasting the supply and demand of labor, and matching the supply of labor with consumer demand. In this brief video, I'll describe each of these elements and explain the process of planning in the area of human resources.
Views: 92608 Alanis Business Academy
Basic HR।Job Analysis In HRM। Human Resource Management Course In Bangla। job analysis job description and job specification To Make Sure Labour Law Compliance EBC Will Help You. EBC Stands For Entrepreneurship, Business And Career Related Compliance Solution Provider Company. Labour Law Of Bangladesh Will Be Highlighted in This Channel. Beside This Guideline and Advice or Consultation Regarding Business And Career Issues Are The Main Focus Of This Channel. Contact Us: Email: [email protected] Web: www.ebctalk.com
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By watching this video you can understand why job analysis should be done and the importance of job analysis. This video is made by HR Perception Consultancy and Facilitation. HR Perception is an Organization that is committed to develop human resources and build a dynamic young professional community. YouTube Subscription Link: https://www.youtube.com/channel/UCXbhEAWvx5SXdFV36uVHyNA Facebook Link: www.facebook.com/HRPerception Our services: 1) Soft Skill Training 2) Career Guideline & Development 3) Standard CV/Resume Making 4) Linkedin & bdjobs Profile Updating 5) Job Interview Guideline Regards, HR Perception +88 018 7696 6969
Views: 138 HR Perception
HUMAN RESOURCE MANAGEMENT FOR UPSC For Notes, click on the link below: https://anushriagrawal.com/notes/ -~-~~-~~~-~~-~- Please watch: "Strategic Management ll Complete Course ll CA IPCC SYLLABUS" https://www.youtube.com/watch?v=xZ1TDEwBvVc -~-~~-~~~-~~-~-
Views: 2911 UNICOM
Job Analysis and the Talent Management Process (Lecture 03) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1. Explain why talent management is important. 2. Discuss the nature of job analysis, including what it is and how it s used. 3. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. 4. Write job descriptions, including summaries and job functions, using the Internet and traditional methods. 5. Write a job specification. 6. Explain competency-based job analysis, including what it means and how it s done in practice At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 4566 Get Knowledge
This career video provides day in the life information about the following jobs and occupations. JOB TITLE: Compensation, Benefits, and Job Analysis Specialists OCCUPATION DESCRIPTION: Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs. RELATED JOB TITLES: Benefits Administrator, Benefits Analyst, Benefits Specialist, Compensation Analyst, Compensation Consultant, Compensation Coordinator, Compensation Specialist, Compensation/Benefits Specialist, Personnel Specialist, Position Classification Specialist ONET: 13-1141.00 Learn more about this and other occupations, jobs, and careers at: www.CareerOneStop.org
Views: 687 CareerOneStop
Job Analysis & Job Design in Hindi & Urdu 2017 Part-1 difference between job analysis and job design in hrm relationship between job analysis and job design job analysis and design definition job analysis and design ppt job analysis and job design pdf job design and job analysis definition job analysis and design in hrm pdf difference between job analysis and job design ppt For more lectures please visit my channel or click one below links: What is Compensation | Concept of Compensation | Meaning of Compensation Hindi & Urdu : https://www.youtube.com/watch?v=qr8qWh6iTXs&t=255s Study of Comparative Public Administration | Hindi & Urdu https://www.youtube.com/watch?v=ygM3CeCwlX0&t=9s Basic concept of Human Resources Management for new student in Urdu & Hindi https://www.youtube.com/watch?v=OFa9iCF2lbM&t=155s What is public policy : https://www.youtube.com/watch?v=rF41G4763i4 What is Convention & law https://www.youtube.com/watch?v=7LWHegrDCls&t=34s What is equity theory: https://www.youtube.com/watch?v=3WRzgv4ZaOM&t=120s For more videos regarding education please visit my channel https://www.youtube.com/channel/UCNEH1j2GgsSfu_LoT-zNtOw/videos?view_as=subscriber My Facebook : https://www.facebook.com/Syed-Ismaeel-Tanvir-534121266772850/
Views: 13052 Romesa Tanveer