How can a job analysis contribute to career development? Which type of job analysis is most useful in this respect? Why?
What are some advantages and disadvantages of using an interview rather than an application form to screen prospective employees?
The purpose of a job analysis is to determine how related the components of a job are (e.g. training, compensation, job qualifications, etc...), providing both a description and specification of the job. In order to do this, data may be collected through interviews or questionnaires/job applications. Therefore, a job analysis contributes to career development in many ways, such as:
A. Calculating compensation-By evaluation the responsibilities of each position (the amount of responsibility commensurate with how much the position is worth), the skill levels (the more experience the person is, the more she gets paid for bringing her input/experience to the table) and educational levels (more education means better ability to move up the ...
This paper describes how a job analysis can contribute to career development. It also addresses the advantages and disadvantages of using an interview rather than an application form to screen prospective employees.