Job Essays Samples That Help You Write Better, Faster & with Gusto

ABSTRACT:

The purpose of job analysis is to ensure that the organization performs all its human resource related functions with more efficiency and in a definite pattern so as to ensure familiarity with all Human resource units. However, in saying so, it should also not be forgotten that the flexibility of job analysis designed is also crucial. It is because as the organizations change because of the external environment changes, the human resources should also adapt in similar manner, and the evaluation should also be modified because of the changed working standards. These amended working standards are better set if Continue reading...

Introduction

The necessity and the essence of job analysis cannot be overemphasized. Human resources departments in every organization have an obligation of carrying out job analysis for the purpose of filling the vacant positions with suitable individuals have the relevant qualifications. The relevance of job analysis is based on the identification of job content with specific interest in the activities and attitude necessary to perform various tasks. Essentially, job analysis provides human resource departments with critical information that assist in determining with precision the people who are best placed to fill certain positions within the organization. Job analysis requires a Continue reading...

____of January, 2015
Social media increasingly become a full-fledged marketplace where potential candidates and employers can connect. Today, the social media is one of the key players in the recruiting and job search process. In the “Social Economy” where various social technologies streamline both social interactions and business processes, many companies are widely exposed to social media influence in the recruiting process. Though there’s a difference in the levels of adoption of social technologies between end-users and businesses (McKinsey Global Institute, 2012), many recruiters use the social media to communicate available vacancies and to screen and select candidates. Continue reading...

A job description is the formal account of an employee’s responsibilities that he/she is expected to perform at the workplace (Brown University). It also serves as a standard against which the performance of an employee is measured over time. At the time of appraisals, the supervisor or line manager keeps into consideration the job description of the worker and then measures whether he/she has been performing up to the standard or not. The rewards are based on the evaluation of the performance appraisal compared to the job description. It is important to realize and understand the value of Continue reading...

Nurse turnover might occur due to personal reasons, or job offers from other organizations or working conditions. The relevance of this study is to focus on the nurse turnover pattern at King Abdullah Medical City. The methodology of this study will be based on a cross-sectional questionnaire-based survey. It will deploy multistage sampling to recruit 200 registered nurses with over three years of experience in the profession. It will also be imperative to use a chi-square test and multi-factor logistic regression to attain comparisons relevant to the study. Data will be collected using stratified sampling at the institution with the directors of every department who will approve and sign a form of consent. The study will deploy a questionnaire that will be administered to each of the respondents upon acceptance to take part in the survey. The consequences of nurse turnover in the organization should be considered because nurses are relevant in the lives of patients as determinants of medical outcomes.

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Personnel selection entails the activities involved in hiring and also promoting competent individuals in organizations. This term in some cases, is also used to illustrate the wider processes involving; recruitment, selection, acculturation and also hiring. During the processes of personnel selection, the selected candidates are differentiated from the rejected applicants, and the key intention is to identify the competent and appropriate individual who is most qualified, and has adequate potential of introducing valuable contributions for the benefit of the entire organization. The selection decisions are usually based on tests. The selection tests are utilized to illustrate the aptitude of Continue reading...

Fairness of Results

In order to make employees realize that the job evaluation results are quite fair, it is necessary that employee representatives should be involved in the evaluation process and the final results be communicated to all employees at once. It is important for the human resource and job evaluation panel to follow a detailed and systematic approach to collect or gather information concerning each specific job for a fair result. Similarly, it is imperative for the fairness of results concluded by the human resources managers, while following a consistent job evaluation method, to ensure that every employee is convinced of Continue reading...

Majority of the organizations today place considerable focus on facilitating and encouraging diversity and equality. While in a lot of cases the terms diversity and equality are utilized to signify varying philosophical positions on the nature of organizations and individuals, in other situations, both terminologies are employed interchangeably.
The concepts of equal opportunity and non-discrimination have for many years been part of the major principles of the global community. Protected in a number of international instruments, such as the International Labor Organization, these ideas are rooted in principles of fundamental freedoms, equality, and human rights. At present, companies that Continue reading...

Abstract

This report contains a keen analysis of the labor market scenario in British Colombia (BC) with factual data on the job skills blue print needed in the present and future industrial market to help drive for better decisions in job provisions as well as market demand and supply trends. The paper has a keen emphasis on the immigrant population particularly due to the reducing labor workforce in BC as a result of the skill shortage from the decreasing number of new entrants in the labor market together with the retirement of aging population. The future is promising with forecasts Continue reading...

Introduction

The Equal Pay Act established in 1970 with an objective to ensure equality for genders. The hourly earnings of females after more than 40 years and even the existence of Equal Pay Act invariably insignificant compared to males, which is evident from the research that revealed the gender pay gap for permanent workers in 2013 at 15.699%. This figure revealed that females to a greater extent discontinued earning compared to males on 4 November 2014 which is a day of equal pay. Unfortunately, the gender pay gap in 2013 expanded compared to previous five years, the figure improved by Continue reading...

Questions about the meaning of suffering are popular, because people feel that they are suffering so much in life, but they do not consider that suffering is fair. People who are devout and respect the Lord, expect to be rewarded for their commitment. Instead, the rich are rewarded even though they are not devout. Many people feel that very often the good suffer, while the bad prosper by collecting so many worldly goods. What is the message that the Lord is trying to send to His followers?
In the book of Kings the nomadic tribe, the Israelites are dealing Continue reading...

Introduction

In modern business approach, different kinds of resources are used to achieve the organization goals and objectives, and to compete in the market. It is important for the organization managers to manage their resources in the most efficient manner. Different types of resources include physical resources, financial resources, and human resources. Among these, the most difficult resources to manage are human resources. It is because; humans are of diverse nature and so they are difficult to control. They have different demands and needs, and for this reason, they require compensation and benefits. It makes it hard to maintain and Continue reading...

Choosing right employees is one of the key elements in successful business. The process of recruitment implies careful preparation process, as well as thorough investigation and evaluation of alternatives. Moreover, expanding business operations in any industry and opening new offices/facilities requires additional resources and detailed research on the new location specifications.
The first step for the human resource manager in the preparation for the hiring process is observing legal requirements and restrictions for employing new people in this particular geographic region. According to the governmental portal of Internal Revenue Service, businesses have to make sure that a potential employee Continue reading...

Introduction

What employers look for in a job aspirant?
Employers around the world look for something that does not exist in practice. They look for a perfect candidate who rightly fits into a role they have to offer right now.

Challenge of reaching out to the employers of job aspirants

Unfortunately, this attitude of employers tends to overlook a lot of talented candidates. Besides, corporations also miss out on getting top talents by assessing potential top performers through prejudiced mental frames. Hence a job spirant needs to reach out to the employers with his promising profile.

Tips for a job aspirant

The message here to someone seeking a job is to sell himself or herself Continue reading...

[University/Institutional Affiliation]

Introduction

Unemployment is a serious matter on families and individuals. Being unemployed for the more than six months cause not only financial but even emotional and psychological problems in families. Unemployment is not even good news for a country’s economy. Losing a job or prolonged job hunt suck the coffers of the government and will drag the economy down. If it is dragging the economy down, social unrest will happen.
It is then noteworthy to scrutinize why there is unemployment and its corresponding impacts especially on the families affected. Being knowledgeable about this will help in reaching Continue reading...

Every job in the world has its unique set of demands. Karasek contends that these demands vary in nature, for example, some are physical while others are intellectual (288). Furthermore according to Karasek, the capacity to perform a job satisfactorily depends on a worker’s ability to meet both the intellectual and physical demands of a job. (288). Schreuder et al., states that one does not acquire the ability to meet these demands overnight, especially when it comes to blue collar kinds of jobs or the minimum wage jobs in the society that are not normally given much attention ( Continue reading...

Job description is a list of general tasks and function that a person or an organization uses for selecting a person for a particular position (Mader-Clark, 2013). It often includes specifications of the position-such as skills or qualifications need, salary range or educational background. They are usually narrative in nature. However, some job description comprises a simple list of competencies. Job description is typically developed by conducting job analysis. The analysis takes account areas of skills and knowledge needed for the work. It is usually often used when a new position needs to be filled. Some of the fields Continue reading...

Job analysis is a critical human resources aspect that facilitates effective assigning employees to tasks related to their employees. The essence of the approach is to promote productivity and job satisfaction. The process entails comprehensive research on the duties associated with the job, required resources, skills and the degree of change in response to market demand (Brannick & Levine, 2002). However, divergent opinions are emerging on the unilateral basis of conducting job analysis and its influence on declining productivity.
This article by Sanchez and Levine fronts the shift from a traditional job analysis to competency modeling. The topic creates an Continue reading...

Yeah. Well, I am the development associate for Habitat for humanity and I just started this jod about 2 and a half months ago. So, here with Habitat a king of a small staff on the administrative side so there are two of us in the development fundraising part - so, me, and then Brandy, he works as my supervisor. So, my job specifically emm, is the event planning side and fundraising. And then I also do a lot of the marketing and communication that helps with fundraising. So, the way we have kind of divided the workload of Continue reading...

Is there any evidence of adverse impact on any race, sex, or ethic groups?

I believe that there is an adverse impact on race and ethnic groups during the first round of the selection process. The 80 percent or four-fifths rule is the most easiest and common way to estimate the adverse impact on a certain group. The four-fifths rule can be calculated by finding the selection rate first for each of the groups that are protected – in this case, minorities and women. This selection rate is equivalent to the total number of applicants within each group that are actually divided by the number of applicants that exist in that particular group. The Continue reading...