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Job Analysis
 
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Subject:Management Paper: Human Resource Management
Views: 18764 Vidya-mitra
Step 1: Job Analysis
 
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Step 1 in building a compensation plan is Job Analysis, the systematic process of collecting information that identifies similarities and differences in work.
Views: 6449 Gregg Learning
Job analysis | Process | Uses | Method | H.R.M. | Hindi
 
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Job analysis | Process | Uses | Method | H.R.M. | Hindi
Views: 1805 Smart Education
Job Analysis | process (in Hindi)
 
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https://youtu.be/BAE-9-ouaKk
Views: 7858 commerce point
HR Basics: Job Analysis
 
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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: 51747 Gregg Learning
Job Analysis | Process Of Job Analysis | PPM | Module 5 | Part 3
 
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PPM (Principles and practices of Management): Management Papers: Job Analysis: Job analysis is a process of studying and collecting the inforation relating to the operation relating to the operations and responsibilities of a specific job. - Job identification- Title,code number. - Charecteristics of Job. - Materials and Equipments required. - Personal attributes required - Education,Training. - It is useful in HRP, recruiment , Selection , Training and development , Organization audit, Job Evaluation, job design, Performance Appraisal. Reasons for Conducting : Job Analysis Safety and Health: Employee and Labor Relations: Legal Considerations: Uses of Job Analysis: Equal Employment HR Planning Recruitment Selection HR Research Employee and Labour Relation Safety and Health Compensation and Benifit Performance Appraisal Process of Job Analysis Job Design : It involves conscious efforts to organize tasks, duties and responsibilities into a unit of work to achieve certain objectives. Job Design follows Job Analysis. Job design involves three steps: - The Specification of individual tasks. - The specification of the methods of performing each task - the combination of tasks into specific jobs to be assigned to individuals. Job enlargement Job enrichment Downsizing ; Videos by Edupedia World(www.edupediaworld.com), Online Education. Click on (https://www.youtube.com/channel/UC6E97LDJTFJgzWU7G3CHILw/featured) for more Videos. All Rights Reserved.
Views: 7790 Edupedia World
Job analysis in hindi
 
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Thank you friends to support me Plz share subscribe and comment on my channel and Connect me through Instagram:- Chanchalb1996 Gmail:- [email protected] Facebook page :- https://m.facebook.com/Only-for-commerce-student-366734273750227/ Unaccademy download link :- https://unacademy.app.link/bfElTw3WcS Unaccademy profile link :- https://unacademy.com/user/chanchalb1996 Telegram link :- https://t.me/joinchat/AAAAAEu9rP9ahCScbT_mMA
Views: 24605 study with chanchal
Process Of Job Analysis | Steps in Job Analysis Process |
 
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Dear Learners, In this video, the process and steps in process of Job analysis is covered. 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: 46 Dynamic Study
Job Analysis | Human Resource Management | in Hindi | class 14
 
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Human resource management in Hindi: https://goo.gl/v96yPm If any one wants to get PDFs by Navclasses then click here: https://www.facebook.com/groups/navclasses/files/ Subscribe Nav Classes for regular lectures Ask you doubts here in comment box If any one wants to get PDFs by Navclasses then click here: https://www.facebook.com/groups/navclasses/files/ Nav classes Videos in English language: https://goo.gl/iXUuG8 CBSE UGC NET in Hindi: https://goo.gl/1NvyMk Data Interpretation tricks: https://goo.gl/Or5lWg HRD lectures in Hindi: https://goo.gl/MiPZLF HRD lectures in English: https://goo.gl/Hg7cWg Reasoning Tricks in Hindi: https://goo.gl/WULwTn Math Tricks: https://goo.gl/3WYJDu CBSE UGC NET: https://goo.gl/j4qvzZ SHRM: https://goo.gl/oMU6IP Human resource management in English: https://goo.gl/2E4Py8 Human resource management in Hindi: https://goo.gl/v96yPm Arrangement puzzles: https://goo.gl/xWFWSP Syllogisms: https://goo.gl/chw3Vq Nav Online Classes for all commerce Lectures & tricks to crack exams All carve for Knowledge ends here Here you will get all possible help and personal assistance Procedure 1. Subscribe https://goo.gl/r6rSqV and Ring Bell with it to get all lectures on your inbox 2. New lecture Daily Featured Sunday for CBSE UGC NET, SSC, CGL, BANK PO, IBPS, Railway, CPO, UPSC, BOB & NIACL AO and ASSISTANT, DENA BANK, SBI PO MAINS 3. Google Group for more interaction: https://groups.google.com/d/forum/navclasses 4 like Facebook Page: https://www.facebook.com/navclassesonline/ 5 Join Fb Group https://www.facebook.com/groups/navclasses/ Subscribe to http://navclasses.blogspot.in/ for written notes and MCQs
Views: 33648 Nav classes
Job Analysis Methods
 
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Job analysis information about what people are doing in their jobs can be gathered in a variety of ways. 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. Traditionally, the most common methods have been observations, interviews, and questionnaires. However, the expansion of technology has led to computerization and web-based job analysis information gathering methods. The outcome of Job Analysis is job documentation. 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.
Views: 914 Gregg Learning
METHODS OF JOB ANALYSIS
 
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Various methods and steps related to how job analysis can be done are discussed
Views: 2638 Techno Creats
Job Analysis - Concept, Objectives, Uses and Process
 
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This video explain about the concept of Job Analysis, its objectives, uses of Job Analysis and the process of Job Analysis. Job Analysis is about the job, not about the person. An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from employees through many ways like interviews or questionnaires. The product of the analysis is a description or specifications of the job, not a description of the person. Job analysis refers to the process of collecting information about a job. Job analysis is performed upon ongoing jobs only. Objectives of Job Analysis: 1. Job Description 2. Job Specification 3. Job evaluation 4. Setting of Standards Uses of Job Analysis: 1. Human Resource Planning: 2. Recruitment and Selection: 3. Training and Development: 4. Placement and orientation: 5. Job Evaluation: 6. Performance Appraisal: 7. Personnel Information: 8. Health and Safety: Process of Job Analysis: 1. Organisational analysis: 2. Selecting Representative Jobs for Analysis: 3. Collection of Data for Job Analysis: 4. Preparation of job description: 5. Preparation of job specification: Subscribe & Stay Tuned - https://www.youtube.com/channel/UCY9CsZR5BcrJz2tB0hWPAOQ For more videos log onto https://www.youtube.com/channel/UCY9CsZR5BcrJz2tB0hWPAOQ Find us on Facebook at https://www.facebook.com/profile.php?id=100011417350305 Follow us on google plus at https://plus.google.com/104205419002641252299 Follow us on linkedin at https://www.linkedin.com/in/praket-consultancy-097431115/ Follow us on twitter at https://twitter.com/PraketC Follow us on tumblr at https://www.tumblr.com/blog/captainhrconsultant Follow us on reditt at https://www.reddit.com/user/praketconsultancy/ Follow us on pinterest at https://in.pinterest.com/ppraket/ Follow us on blogger at https://praketconsultancy.blogspot.com -~-~~-~~~-~~-~- Please watch: "SWOT Analysis" https://www.youtube.com/watch?v=ODbB4qkbKLc -~-~~-~~~-~~-~-
Views: 84 Praket Consultancy
JOB ANALYSIS AND STEPS
 
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It includes analysis of a Task or Job along with the steps of Job analysis.-- Created using PowToon -- Free sign up at http://www.powtoon.com/ . Make your own animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 8550 Aleena Wasi
Understanding Job Analysis
 
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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: 486 Gregg Learning
7 Step Problem Solving
 
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Are you facing a challenging situation at work? Ed Muzio, author of "Make Work Great" explains a 7 step solution to effective problem solving.
Views: 453315 BNETvideo
Job Analysis and the Talent Management Process (Lecture 03) | HR Management
 
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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: 4217 Get Knowledge
Process Improvement: Six Sigma & Kaizen Methodologies
 
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Improve your project processes with these top two methodologies: Six Sigma & Kaizen Try our award-winning PM software for free: https://www.projectmanager.com/?utm_source=youtube.com&utm_medium=social&utm_campaign=ProcessImprovementSixSigmaKaizenMethodologies Claim your free 30-day trial of PM Software here: https://www.projectmanager.com/?utm_source=youtube.com&utm_medium=social&utm_campaign=ProcessImprovementSixSigmaKaizenMethodologies Project managers are constantly looking for ways to improve the performance of the processes on their projects. That's why, in this brief but compelling video, ProjectManager.com Director Devin Deen shares the key points from the Six Sigma and Kaizen methodologies. See the video,and learn why the Six Sigma methodology and the Kaizen "change for the better" culture are the two most widely used process improvement methodologies for project management, in the world today. Subscribe to our YouTube Channel here: https://www.youtube.com/user/projectmanagervideos Want to see another great video on project management methodologies? Check out Critical Chain Project Management vs. Critical Path. See it here: https://www.youtube.com/watch?v=mpc_FdAt75A
(How To Do A *Job Analysis*)
 
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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: 22984 myHRpro
6 steps to conducting a training needs analysis and assessment
 
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The most important component of a good corporate training strategy is an understanding of what your organization's needs truly are. Check out these 6 steps to conducting a training needs analysis and assessment and start creating better training today. Subscribe and share this video with your friends! Check out the eLeaP site: http://www.eleapsoftware.com/ Or try it out: http://www.eleapsoftware.com/free-trial/ eLeaP: https://twitter.com/eLeaP Facebook: https://www.facebook.com/eleapsoftware/ Music: Dub the Uke by Kara Square (c) copyright 2016 Licensed under a Creative Commons Attribution Noncommercial (3.0) license. http://dig.ccmixter.org/files/mindmap... Ft: DJ Vadim
Views: 6459 Telania
Job Analysis Considerations
 
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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: 84 Gregg Learning
What is Job Analysis, BBA, MBA by, Mrs. Tripti Vijayvergiya, Biyani Girls Colleges, Jaipur
 
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In this video , Mrs. Tripti Vijayvergiya, Asst. Professor, Biyani Groups of Colleges explained about Job Analysis which is the procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. It determines duties and skills, listing job duties, responsibilities, reporting, conditions, and supervision. It demands some specific “Human requirements”.www.gurukpo.com, www.biyanicolleges.org
Views: 28979 Guru Kpo
Step 5: Base Pay Structure
 
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In Step 5, we create a Base Pay Structure, the internal structure developed through job evaluation is merged with the external market pay rates in a pay line from which grades and ranges are developed.
Views: 12457 Gregg Learning
meaning, definition and process of job analysis
 
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meaning definition and pross of job analysisin hindi
Views: 863 All About commerce
Jobs and Job Analysis
 
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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: 2531 Gregg Learning
Job Analysis l Recruitment and Placement l Human Resource Management
 
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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: 5465 Edupedia World
7 Steps for Hiring | Recruitment | Step by Step Process | Dr Vivek Bindra
 
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In this Dr Vivek Bindra Talks about 7 Crucial steps for Hiring/Recruitment of employees. To Attend a 4 hour Power Packed “Extreme Motivation & Peak Performance” Seminar of BOUNCE BACK SERIES, Call at +919310144443 or Visit https://bouncebackseries.com/ To attend upcoming LEADERSHIP FUNNEL PROGRAM, Call at +919810544443 or Visit https://vivekbindra.com/upcoming-programs/leadership-funnel-by-vivek-bindra.php Watch the Leadership Funnel Program Testimonial Video, here at https://youtu.be/xNUysc5b0uI Follow our Official Facebook Page at https://facebook.com/DailyMotivationByVivekBindra/ and get updates of recent happenings, events, seminars, blog articles and daily motivation.
Job Analysis
 
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Views: 25 Tiffany's Channel
Qualitative analysis of interview data: A step-by-step guide
 
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The content applies to qualitative data analysis in general. Do not forget to share this Youtube link with your friends. The steps are also described in writing below (Click Show more): STEP 1, reading the transcripts 1.1. Browse through all transcripts, as a whole. 1.2. Make notes about your impressions. 1.3. Read the transcripts again, one by one. 1.4. Read very carefully, line by line. STEP 2, labeling relevant pieces 2.1. Label relevant words, phrases, sentences, or sections. 2.2. Labels can be about actions, activities, concepts, differences, opinions, processes, or whatever you think is relevant. 2.3. You might decide that something is relevant to code because: *it is repeated in several places; *the interviewee explicitly states that it is important; *you have read about something similar in reports, e.g. scientific articles; *it reminds you of a theory or a concept; *or for some other reason that you think is relevant. You can use preconceived theories and concepts, be open-minded, aim for a description of things that are superficial, or aim for a conceptualization of underlying patterns. It is all up to you. It is your study and your choice of methodology. You are the interpreter and these phenomena are highlighted because you consider them important. Just make sure that you tell your reader about your methodology, under the heading Method. Be unbiased, stay close to the data, i.e. the transcripts, and do not hesitate to code plenty of phenomena. You can have lots of codes, even hundreds. STEP 3, decide which codes are the most important, and create categories by bringing several codes together 3.1. Go through all the codes created in the previous step. Read them, with a pen in your hand. 3.2. You can create new codes by combining two or more codes. 3.3. You do not have to use all the codes that you created in the previous step. 3.4. In fact, many of these initial codes can now be dropped. 3.5. Keep the codes that you think are important and group them together in the way you want. 3.6. Create categories. (You can call them themes if you want.) 3.7. The categories do not have to be of the same type. They can be about objects, processes, differences, or whatever. 3.8. Be unbiased, creative and open-minded. 3.9. Your work now, compared to the previous steps, is on a more general, abstract level. You are conceptualizing your data. STEP 4, label categories and decide which are the most relevant and how they are connected to each other 4.1. Label the categories. Here are some examples: Adaptation (Category) Updating rulebook (sub-category) Changing schedule (sub-category) New routines (sub-category) Seeking information (Category) Talking to colleagues (sub-category) Reading journals (sub-category) Attending meetings (sub-category) Problem solving (Category) Locate and fix problems fast (sub-category) Quick alarm systems (sub-category) 4.2. Describe the connections between them. 4.3. The categories and the connections are the main result of your study. It is new knowledge about the world, from the perspective of the participants in your study. STEP 5, some options 5.1. Decide if there is a hierarchy among the categories. 5.2. Decide if one category is more important than the other. 5.3. Draw a figure to summarize your results. STEP 6, write up your results 6.1. Under the heading Results, describe the categories and how they are connected. Use a neutral voice, and do not interpret your results. 6.2. Under the heading Discussion, write out your interpretations and discuss your results. Interpret the results in light of, for example: *results from similar, previous studies published in relevant scientific journals; *theories or concepts from your field; *other relevant aspects. STEP 7 Ending remark Nb: it is also OK not to divide the data into segments. Narrative analysis of interview transcripts, for example, does not rely on the fragmentation of the interview data. (Narrative analysis is not discussed in this tutorial.) Further, I have assumed that your task is to make sense of a lot of unstructured data, i.e. that you have qualitative data in the form of interview transcripts. However, remember that most of the things I have said in this tutorial are basic, and also apply to qualitative analysis in general. You can use the steps described in this tutorial to analyze: *notes from participatory observations; *documents; *web pages; *or other types of qualitative data. STEP 8 Suggested reading Alan Bryman's book: 'Social Research Methods' published by Oxford University Press. Steinar Kvale's and Svend Brinkmann's book 'InterViews: Learning the Craft of Qualitative Research Interviewing' published by SAGE. Text and video (including audio) © Kent Löfgren, Sweden
Views: 689568 Kent Löfgren
Process of Job Analysis in Hindi
 
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Dear Learners, In this video, the process and steps in process of Job analysis is covered. ----------------------------------------------------------------------------------------------------------- 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: 29 Dynamic Study
Job Analysis
 
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This session provides a brief description of job analysis, job description, job specification which an employee has, while working in the organization.
Job Analysis And Job Description
 
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In this video, we see a couple of basic human resource management concepts. They are, job description and job analysis. We learn the steps of job analysis. we also learn various methods in which we can collect information for job analysis. these methods are: 1. interview 2. questionnaire 3. observation 4. participant diary. We also learn how to write job descriptions. the sections of a normal job description.
Views: 545 Study Materials
What is Job Analysis | purpose of the job analysis | Methods of  job analysis Hindi - Urdu
 
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job analysis involves collecting and recording job-related data such as knowledge and skills required to perform a job, duties and responsibilities involved, education qualifications and experience required and physical and emotional characteristics required to perform a job in a desired manner. The main purposes of conducting a job analysis process is to use this particular information to create a right fit between job and employee, to assess the performance of an employee, to determine the worth of a particular task and to analyze training and development needs of an employee delivering that specific job. Observation Method A job analyst observes an employee and records all his performed and non-performed task, fulfilled and un-fulfilled responsibilities and duties, methods, ways and skills used by him or her to perform various duties and his or her mental or emotional ability to handle challenges and risks. However, it seems one of the easiest methods to analyze a specific job Interview Method In this method, an employee is interviewed so that he or she comes up with their own working styles, problems faced by them, use of particular skills and techniques while performing their job and insecurities and fears about their careers. Questionnaire Method Another commonly used job analysis method is getting the questionnaires filled from employees, their superiors and managers. However, this method also suffers from personal biases. A great care should be takes while framing questions for different grades of employees. These are some of the most common methods of job analysis. However, there are several other specialized methods including task inventory, job element method, competency profiling, technical conference, threshold traits analysis system and a combination of these methods. While choosing a method, HR managers need to consider time, cost and human efforts included in conducting the process. Why is it important to do a job analysis? What is the function of a job analysis? What is the purpose of the job analysis? What is a job analysis and how is it used? What is their job description? What is work analysis method? What is Job Analysis | purpose of the job analysis | Methods of job analysis Hindi - Urdu 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 Facebook : https://www.facebook.com/Syed-Ismaeel-Tanvir-534121266772850/ Whatsapp : https://chat.whatsapp.com/invite/3pFUU0ntyMi6zVMVvO4LII
Views: 471 Romesa Tanveer
Recruitment and its importance, process and sources (English)
 
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This Video contains information about what is recruitment, importance of recruitment, recruitment process and various internal and external sources of recruitment. This video is made by Mrs. Shalu Pal. Hope you will like it!!
Views: 202201 Learn By Watch
Job Analysis
 
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Job Analysis: is the process used to collect information about duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. Job Analysis has two main dimensions; job description and job specification.
Views: 37557 BayanNakhleh
JOB ANALYSIS
 
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-- Created using PowToon -- Free sign up at http://www.powtoon.com/youtube/ -- Create animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 1414 wahidah rahman
How To Write A Job Description In 5 Steps
 
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In this video we discuss how to write a job description and give the 5 steps needed including: 1. Make a list of the position's duties and responsibilities. 2. List the skills and experience needed to get the job done. 3. List any other important factors such as the type of personality you are looking for, and how they will be working (9-5, heavy supervision, flexible work hours etc) 4. Decide How Much To Offer 5. Write the job description. Resources: http://fitsmallbusiness.com/how-to-write-a-job-description/ job description template | job description | how to write a job description | sample job description | writing job descriptions
Views: 42654 FitSmallBusiness
5 Functions of Human Resource Management HRM
 
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FREE HRM Course: We would like to offer you 100% off our online HRM course. Use the discount code: potentialchannel when you get to the checkout. Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource departments face different challenges, ranging from a constantly changing workforce to ever-present government regulations, technology changes, and economic conditions.. Here are 5 function areas that should be a part of effective human resource management: 1. Hiring: to ensure that the organization has the right number of employees, with the right skills, in the right jobs at the right time, to achieve organizational objectives. The staffing process involves job analysis, human resource planning, recruitment, and selection. 2. Talent Development: consisting of training and development; career planning; organization development; performance management and appraisal. 3. Compensation: which include rewards that individuals receive as a result of their employment. It consists of direct and indirect financial compensation, as well as nonfinancial compensation. 4. Safety: Protecting employees from injuries caused by work-related accidents as employees who work in safe environments and enjoy good health are more likely to be productive. 5. Labor relations: in countries where businesses are required by law to recognize a labor union and bargain with it in good faith if the firm’s employees want the union to represent them. The role of HR managers has evolved over the years into a very strategic one, since talent is the most important asset of any business. Good HR practices need to be continually reviewed and adjusted to the meet the changing demands of today’s fast paced business environment. Remember, to win in the marketplace you must first win in the workplace! For more practical learning and real-world education check out https://www.potential.com/
Views: 134553 Potential
Job Analysis
 
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Job Analysis
Views: 168 gowri kusuma
Importance of Job Analysis | HR Perception
 
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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: 108 HR Perception
Job analysis, job description and job specification
 
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This session provides a brief description of job analysis, job description, job specification which an employee has, while working in the organization.
Job Analysis | How to Define Job Description and Job Specification
 
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Job Analysis: is the process used to collect information about duties, responsibilities, necessary skills, outcomes, and work environment of a particular job.
Views: 6025 Mahmoud Alaa
important of job analysis
 
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-- Created using PowToon -- Free sign up at http://www.powtoon.com/ . Make your own animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 2123 liza lox
HRM Job Analysis
 
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Views: 980 Serena Cronin
Product - Development Stages
 
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This video explores the 8 stages of product development. As well, it helps identify what we mean by 'product' and where the development process fits into the Marketing Mix.
Views: 211956 Jason Richea
5 Steps of Job Evaluation using Point Method
 
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The best video on the 5 points of job evaluation using the point method....... ever.-- Created using PowToon -- Free sign up at http://www.powtoon.com/youtube/ -- Create animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 3246 CAPTINDK32
Employee testing and selection (Lecture 05) | HR Management
 
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Employee testing and selection (Lecture 05) | 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 what is meant by reliability and validity. 2.Explain how you would go about validating a test. 3.Cite and illustrate our testing guidelines. 4.Give examples of some of the ethical and legal considerations in testing. 5.List eight tests you could use for employee selection and how you would use them. 6.Give two examples of work sample/simulation tests. 7.Explain the key points to remember in conducting background investigations 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: 5195 Get Knowledge
6 Steps to Evaluating Job Descriptions - Part 1 - Boston Tech Recruiter CareerEncore
 
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Boston Technology recruiter CareerEncore discusses the keys to properly reading, interpreting, and evaluating job descriptions. http://CareerEncore.com Subscribe to CareerEncore for more Insider videos, tips and tricks, and exclusive events for professionals and job seekers. If you are a professional looking to further your career, CareerEncore is happy to help. Specializing in hiring throughout the Technology industry, CareerEncore has positions available for programmers, developers, designers, engineers, and much more, and can help you get the job that's right for you and your unique skills. Check out our website at http://www.CareerEncore.com/ View our open positions at http://www.CareerEncore.com/Jobs/ Email us at [email protected] View all of our Tips and Tricks for job seekers at http://www.careerencore.com/Boston-Job-Tips-Tricks/
Views: 149 CareerEncore

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