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Preface | |
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An Introduction to Job Analysis | |
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Why Do We Analyze Jobs? | |
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The Hiring Process | |
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The Human Capital Life Cycle | |
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Job Analysis | |
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Recruitment | |
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Screening | |
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Final Selection | |
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Job Orientation | |
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Training and Development | |
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What Is a Job Analysis? | |
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Defining Job Analysis | |
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Applications of Job Analyses | |
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Recruitment | |
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Candidate Selection | |
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Employee Training and Development | |
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Performance Management | |
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Organizational Management and Planning | |
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Litigation Protection | |
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Elements of a Job Analysis | |
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Work Activity (WA) | |
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Knowledge, Skills, and Ability (KSA) | |
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Levels of Job Performance | |
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Workplace Characteristics | |
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How to Conduct a Job Analysis | |
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Methods of Job Analysis | |
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Self-Reports | |
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Direct Observations | |
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Interviews | |
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Document Reviews | |
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Questionnaires and Surveys | |
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Caveats and Cautions | |
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Changes Over Time | |
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Low Accuracy | |
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Lack of Stability | |
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The Job Analysis Templates | |
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The Development of the Templates | |
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Eight Templates for Job Analysis | |
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Entry-Level Job Analysis Template (Appendix B) | |
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Production Operations Job Analysis Template (Appendix C) | |
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Clerical Job Analysis Template (Appendix D) | |
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Sales and Sales Management Job Analysis Template (Appendix E) | |
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Clerical/Administrative Services Job Analysis Template (Appendix F) | |
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Professional Administrative Job Analysis Template (Appendix G) | |
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Supervisory/First-Line Manager Job Analysis Template (Appendix H) | |
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Senior Management/Executive Job Analysis Template (Appendix I) | |
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Using the Templates | |
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Completing the Summary Forms | |
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Summary of Work Activity Importance Ratings | |
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The Workplace Characteristics Profile | |
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Organizational Culture and Climate | |
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Organizational Culture | |
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Organizational Climate | |
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The Workplace Characteristics Profile | |
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Developing the WCP | |
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Administering the WCP | |
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Interpreting the WCP | |
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Establishing Job Performance Levels | |
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Competencies and Jobs | |
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The Uses of Job Performance Data | |
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Recruitment | |
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Creating Career Ladders | |
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Evaluating Organizational Performance | |
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Improving Organizational Performance | |
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Methods for Measuring Job Performance | |
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Objective Measures | |
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Subjective Measures | |
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Problems with Performance Ratings | |
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Behaviorally Anchored Rating Scales (BARS) | |
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How to Implement the BARS Method | |
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A Recommended Shortcut | |
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Applying the BARS Method | |
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BARS and the Hierarchy of Jobs | |
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Concerns About BARS | |
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A Summary of the Job Analysis Process | |
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References | |
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Appendices* | |
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Sample Job Description | |
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Entry-Level Job Analysis Templates | |
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Production Operations Job Analysis Templates | |
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Clerical Job Analysis Templates | |
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Sales and Sales management Job Analysis Templates | |
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Clerical/Administrative Services Job Analysis Templates | |
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Professional Administrative Job Analysis Templates | |
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Supervisor/First-Line Manager Job Analysis Template | |
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Senior Management/Executive Job Analysis Templates | |
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Summary of Importance of Work Activities and Competencies | |
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Workplace Characteristics Profile | |
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Index | |
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About the Authors | |