ECO244Y5 : Week 14
Document Summary
#11: methods of collecting job analysis information qualitative. #15: methods of collecting job analysis information quantitative. #18: methods of collecting job analysis information quantitative. #19: methods of collecting job analysis information quantitative. Job analysis is sometimes called the cornerstone of hrm. Job evaluation should be based on the required skills, physical and mental demands, responsibilities, and working conditions all assessed through job analysis. The relative value of jobs is one of the key factors used to determine appropriate compensation and justify pay differences if challenged under human rights or pay equity legislation. Information about the actual job duties is also necessary to determine whether a job qualifies for overtime-pay and maximum-hours purposes, as specified in employment standards legislation. Performance appraisal: to be legally defensible, the criteria used to assess employee performance must be directly related to the duties and responsibilities identified through job analysis.
