1. Job analysis has been considered the cornerstone of human resource management. Precisely how does it...

 

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1. Job analysis has been considered the cornerstone of human resource management. Precisely how does it support managers making pay decisions? 2. What does job analysis have to do with internal alignment? 3. Describe the major decisions involved in job analysis. 4. Distinguish between task data and behavioral data. 5. What is the critical advantage of quantitative approaches over conventional ap- proaches to job analysis? 6. How would you decide whether to use job-based or person-based structures? 7. Why do many managers say that job analysis is a colossal waste of their time and the time of their employees? Are they right? 1. Job analysis has been considered the cornerstone of human resource management. Precisely how does it support managers making pay decisions? 2. What does job analysis have to do with internal alignment? 3. Describe the major decisions involved in job analysis. 4. Distinguish between task data and behavioral data. 5. What is the critical advantage of quantitative approaches over conventional ap- proaches to job analysis? 6. How would you decide whether to use job-based or person-based structures? 7. Why do many managers say that job analysis is a colossal waste of their time and the time of their employees? Are they right?

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1 Job analysis supports managers in making pay decisions by providing essential information about the duties responsibilities skills qualifications and requirements of a particular job This informatio... View the full answer