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Job analysis is a family of procedures to identify the content and requirements of a job in terms of the activities and attributes involved. It helps organizations determine which employees are best fit for specific jobs and provides information for selection, training, evaluation, and compensation.
Learn about the process and stages of strategic human resource planning, which identifies current and future human resources needs for an organization. The three key elements of the HR planning process are forecasting labour demand, analysing present labour supply, and balancing projected labour demand and supply.
Learn about the method of job analysis that produces standardized occupational information based on the functions or work activities of workers. Find out the seven scales used by FJA to describe what workers do in jobs.
Data analysis is the process of inspecting, cleansing, transforming, and modeling data with the goal of discovering useful information, informing conclusions, and supporting decision-making. Learn about the phases, sources, and methods of data analysis, as well as the related fields of data science, data mining, and data visualization.
A position analysis questionnaire (PAQ) is a tool to evaluate the skills and characteristics required for a job. It is used for human resource and psychological assessment, and has advantages and disadvantages compared to other methods.
Work sampling is a statistical technique for measuring the proportion of time spent by workers in different activities. Learn how to conduct a work sampling study, its characteristics, and its uses in various fields such as manufacturing, healthcare, and construction.
A human resource management system (HRMS) is a software that combines various HR functions, such as payroll, benefits, recruitment, and performance management. Learn about the history, functions, and features of HRMS and how it differs from ERP and HCM systems.
Learn about the history, guidelines, issues, and results of 360-degree feedback, a process of gathering feedback from multiple sources for employee development or evaluation. Find out how 360-degree feedback can improve performance, but also face challenges and controversies.