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Describe the organizational uses of job analysis

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Job Analysis & Design

Describe the organizational uses of job analysis. Be specific.

Do you believe having highly detailed job descriptions for every position can interfere with group effectiveness? If so, what can be done?

What is the role of KSAs (knowledge, skills, & abilities) in job analysis? How are they significantfor compliance with EEO legislation? (think BFOQ)

Discuss job design (e.g., define and differentiate job simplification, enlargement, rotation, enrichment, worksharing, flextime).

How does job analysis & job design relate the job characteristics theory of motivation?

What methods are employed in collecting JA data?

How would you go about establishing a BFOQ using job analysis? How would you support theargument that the BFOQ is really BF?

Are there drawbacks to relying on job analysis data? If so, what are they? As a manager, how would you deal with them?

Reference no: EM132873552

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