1. Describe job analysis and distinguish between job description and job specification.
2. Discuss the advantages and disadvantages of using temporary employees as an option in response to labor shortages.
3. How does the Civil Rights Act of 1991 differ from the Civil Rights Act of 1964?
4. Discuss the key components of an effective diversity management program.
5. Describe an effective onboarding program. Be sure to include at least five characteristics from the text.
The main instrument in human management is job analysis. A people manager attempts to compile, synthesize, and apply the information that is currently accessible regarding the workforce in the concern using this strategy. A job description is an ordered, factual presentation of the duties and responsibilities that go along with a particular employment. Before a position is posted, it is crucial to prepare a job description. It briefly describes the nature and kind of work (Huang et al., 2020). This kind of document is descriptive in nature and contains all the information pertaining to a job, such as the job title, designation, and location within the company, as well as the specific duties and tasks that must be carried out in that position. A job specification is a declaration that outlines the minimal human traits necessary to carry out a job. In order to perform a task more effectively, job specifications convert the job description into human qualifications. A job description can assist in selecting the right candidate for the job (Huang et al., 2020). The following are the contents: Job title and designation, Educational requirements for that title, Physical and other relevant characteristics. Cont…
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