Job analysis is important because it helps in

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programs, employees benefits, new staff hiring's, promotions and other aspects of the company. Job analysis is important because it helps in establishing the level of qualification, skills, experience, and knowledge that will be needed for a particular job or role in an organization. To increase the productivity in the organization, certain things have to be organized in an effective way where employee’s morale is the utmost important aspect. To keep up the employee’s morale, it is the responsibility of the company to take care of their employees and be loyal to them by giving them promotions, rewards, etc. The proper job description will give employees a clear picture of their jobs and roles, and they will become more confident with the specific roles allotted to them. The job description will be planned according to the skills and experience of the employees. The entire process will take 4
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some time, but I am sure it will bring success to the organization and its employees. References Chang, J.F., 2016. Business process management systems: strategy and implementation . Auerbach Publications. Chen, P., Sparrow, P. and Cooper, C., 2016. The relationship between person-organization fit and job satisfaction. Journal of Managerial Psychology , 31 (5), pp.946-959. Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge. Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management , 46 , pp.419-430. Eisenberger, R., Malone, G.P. and Presson, W.D., 2016. Optimizing perceived organizational support to enhance employee engagement. Society for Human Resource Management and Society for Industrial and Organizational Psychology , pp.2-22. Fine, S.A. and Getkate, M., 2014. Benchmark tasks for job analysis: A guide for functional job analysis (FJA) scales . Psychology Press. Swartout, S., Boykin, S., Dixon, M. and Ivanov, S., 2015. LOW MORALE IN ORGANIZATIONS: A SYMPTOM OF DEADLY MANAGEMENT DISEASES?. International Journal of Organizational Innovation , 8 (1), pp.17-24. Yousaf, A., Sanders, K. and Abbas, Q., 2015. Organizational/occupational commitment and organizational/occupational turnover intentions: A happy marriage?. Personnel Review , 44 (4), pp.470-491. 5
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