Document Summary

Human resource planning: knowing the actual requirements of an organization"s various jobs is essential for planning future staffing needs. Recruitment and selection: the job description and job specification info should be used to decide what sort of person to recruit and hire. Performance management: to be legally defensible, the criteria used to assess employee performance must be directly related to the duties and responsibilities identified through job analysis. In unionized environments, the job descriptions developed from the job analysis info are generally subject to union approval before being finalized. Training, development, and career management: by comparing the knowledge, skills, and abilities (ksas) that employees bring to the job with those that are identified by job analysis, managers can determine gaps that require training programs. In flatter organizations, managers have increased spans of control and thus less time to manage each employee therefore, employees" jobs involve more responsibility.

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