7/28/2019 JAD Report
1/25
1
INTRODUCTION
Section Officer means an officer who is in direct charge of a Section. Section Officer has to
perform duties as directed by seniors. Draft laws, put up notes, prepare summaries, and manage
the relevant record and data of concerned department. Reply to letters, communicate with other
departments etc. He is the head of his concerned section. All the orders are issued by SectionOfficer after approval from the competent authority.
In Planning Commission of Pakistan, the employees are divided into seven sections, each headed
by one section officer.
The planning commission does not have a proper Job Description and Job Specification available
in the Human Resource Department due to which the purpose of doing this project is to develop
a comprehensive JD and JS for this position (Section Officer). The Job Description and
Specification is developed through multiple observations and 4 discussion sessions held with the
officers of different admins. The method used for analysis of collected data follows the C-Jam
Method (Combination Job Analysis Method) which is a hybrid method of Job Analysis, resulting
in the generation of both Task Statements and the KSAOs needed to perform the job. The task
statements were developed as a result of a number of meetings with the incumbents. The group
7/28/2019 JAD Report
2/25
2
meetings were not possible due to their busy schedule. The interview contained questions like
summary of the job, description of the last work day, the chain of command, and other questions
related to work. The workers were also asked if they perfrom duties other than what is mentioned
to them. The tasks are then grouped together under separate headings, grouping similar tasks
together. The list is ordered by the importance of each task as found through interviewing the
incumbents along with judgmental observations.
The total number of SMEs selected for interview was five for the purpose of this job analysis.
The SMEs are:
1. Mansoor Ahmed BajwaAdmin I
Technical wing80 employees
Energy wing23 employees
2. Hannan IshaqueAdmin III
166 employees
3. Muhammad Khalil ChaudhryAdmin IV
226 employees
4. Niaz Ali KhanAdmin V
210 employees
5. Askar KhanAdmin VI
53 employees
7/28/2019 JAD Report
3/25
3
PLANNING COMMISSION, PAKISTAN
Job Description
Job Title: Section Officer
Reports To: Deputy Secretary
Prepared By: Sidra Majeed, Waris Salman, Humad Hamid, Noor-ul-Ain, Zahra Saleem,
Sikander Azam
Approved By: Dr.Muhammad Khursheed (Joint Secretary)
Location:Pak secretariat block P Islamabad.
Pay Scale: BPS 17 and BPS 18
Date: 15th
May 2013
The section officer is responsible for promotion, transfer, retirement, grant of leave, medical
claims of in service and retired personnels, G.P funds, HBA, Motor car, motor cycle advances,
disciplinary actions, posting transfer, pay fixation, maintenance and completion of service books,
seniority, ACR record, pay and allowances, deputation, court cases and personal matters of
employees.
1. HANDLING STAFF CASES
a. Observing and evaluating employee performance.
b. Taking actions against employees in case of violation and disciplinary cases.
c. Monitor and direct the work of lower-level staff.
d. Handle personal cases of the staff.
e. Assisting higher authorities in case of promotion or demotion.
f. Grant of G.P. fund, House building, vehicle advances
JOB SUMMARY
DUTIES & RESPONSIBILTIES
7/28/2019 JAD Report
4/25
4
g. Medical reimbursement of in service and retired gazetted and non gazetted
employees of the respective cadre.
2. RECORD MAINTENANCE
a. Performance of general office duties, such as maintenance of service books, office
records, leave records, ACR dossiers and completion of personal files.
b. Review files, records, and other documents to obtain information to respond to
requests.
3. COMMUNICATION
a. Communicating in writing with other section officers, higher authorities and
subordinates.
b. Give presentations to the head or team on the status and issues at hand.
4. TRANSFERS
a. Handle requests for transfers
b. Assign staff to other officers.
5. OPERATING MACHINERY
a. Operate office machines such as personal computers, printers and scanners.
b. Compute, record, and proofread data and other information, such as records or
reports.
6. TRAINING
a. Shortlisting of candidates for training.
7/28/2019 JAD Report
5/25
5
For BPS 17, Masters Degree or equivalent from any HEC recognized institute and no experience
required
For BPS 18, Masters Degree or equivalent from any HEC recognized institute and 5 years
experience in BPS 17 or equivalent in public sector.
KNOWLEDGE
The incumbents should have knowledge of the following areas:
Knowledge of business and management principles involved in strategic planning,
resource allocation, human resources modelling, leadership technique, production
methods, and coordination of people and resources.
Knowledge of the structure and content of the English language including the meaning
and spelling of words, rules of composition, and grammar.
Knowledge of principles and procedures of government procedures and rules of business
Knowledge of secretariat instructions, civil servant appointments, promotion and transfer
rules
SKILLS
The incumbent must demonstrate the following skills:
Excellent interpersonal skills
Team building skills
Analytical and problem solving skills
Decision making skills
Effective verbal and listening communications skills
Attention to detail and high level of accuracy
Very effective organizational skills
JOB SPECIFICATIONS
EDUCATION AND EXPERIENCE
KNOWLEDGE, SKILLS AND ABILITIES
7/28/2019 JAD Report
6/25
6
Effective written communications skills
Computer skills including the spreadsheet and word-processing programs, and e-mail at ahighly proficient level
Stress management skills
Time management skills
Trouble shooting skills
PERSONAL ATTRIBUTES
The incumbent must also demonstrate the following personal and clerical attributes:
Personal Attributes Clerical Attributes
Be honest and trustworthy
Be respectful
Possess cultural awareness andsensitivity
Be flexible
Demonstrate sound work ethics
Oral Comprehension
Speech Clarity
Written Comprehension Speech Recognition
Written Expression
Oral Expression
The unavoidable, externally imposed conditions under which the work must be performed and
which create hardship for the incumbent including the frequency and duration of occurrence of
physical demands, environmental conditions, demands on ones senses and metal demands.
Physical Demands
(The nature of physical effort leading to physical fatigue)
The Section Officer will spend long hours sitting and using office equipment and computers,
which can cause muscle strain.
Environmental Conditions
(The nature of adverse environmental conditions affecting the incumbent)
The incumbent is located in a busy office. The incumbent is faced with constant interruptions
and must meet with others on a regular basis.
Sensory Demands
WORK CONDITIONS
7/28/2019 JAD Report
7/25
7
(The nature of demands on the incumbents senses)
The incumbent must spend long hours in intense concentration. The incumbent must also spend
long hours on the computer entering employees record and other letter writing which requires
attention to detail and high levels of accuracy.
Mental Demands
(Conditions that may lead to mental or emotional fatigue)
There are a number of deadlines associated with this position, which may cause significant
stress. The incumbent must also deal with a wide variety of people on various issues.
Dependability: Job requires being reliable, responsible, and dependable, and fulfillingobligations
Integrity: Job requires being honest and ethical
Attention to Detail: Job requires being careful about detail and thorough in completing work
tasks
Cooperation: Job requires being pleasant with others on the job and displaying a good-natured,
cooperative attitude
Self Control: Job requires maintaining composure, keeping emotions in check, controllinganger, and avoiding aggressive behavior, even in very difficult situations
Concern for Others: Job requires being sensitive to others' needs and feelings and being
understanding and helpful on the job
Stress Tolerance: Job requires accepting criticism and dealing calmly and effectively with high
stress situations
WORK STYLE
7/28/2019 JAD Report
8/25
8
ANALYSIS
The CJAM Analysis was applied after collection of data from the job incumbents (Section
Officers at Planning Commission, Pakistan). In CJAM Analysis, there are 2 components:
1. Tasks statements are developed and importances of tasks are evaluated.
2. KSAOs needed to perform the tasks are developed and rated according to their
importance to job performance.
The task statements were collected from a number of SMEs and their importance was evaluated
using the data collected from the job incumbents asking them the tasks that think were more
critical.
THE TASK GENERATION MEETINGS
The task statements were developed as a result of a number of meetings with the incumbents.
The group meetings were not possible due to their busy schedule. The interview contained
questions like summary of the job, description of the last work day, the chain of command, and
other questions related to work. The workers were also asked if they perfrom duties other than
what is mentioned to them. The tasks are then grouped together under separate headings,
grouping similar tasks together. The list is ordered by the importance of each task as found
through interviewing the incumbents along with judgmental observations. Finally the tasks were
classified in different functional catergories, putting similar tasks under one head.
THE TASK RATING MEETING:
The next step was to rate the tasks we developed in the first step. Another session of interviews
were conducted. The tasks list was circulated among all the incumbents and they were asked toreview the list and check if there was something to add or edit. Once this was done, each task
was assigned a Task Importance Value (TIV) showing the importance and value of the tasks in
the daily work-load. From the functional categories summary, the tasks relating to handling staff
hold the maximum TIV which shows that these are considered the most difficult and critical part
of the job. After the task analysis, the Job incumbents were asked to list down the KSAOs that
7/28/2019 JAD Report
9/25
9
they think are required for performing each task. The KSAOs were listed and the important ones
were analyzed on BPST Scales to evaluate if they were necessary requirements of the job,
practical in nature, critical and superior in relation with other KSAOs.
Task statements:
The Task Importance Value (TIV) is calculated on a scale of 2-14 with 14 as its maximum value
showing peak importance of the task.
Handle personal cases of the staff.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Observing and evaluating employee performance.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Grant of G.P. fund, House building, vehicle advances
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
7/28/2019 JAD Report
10/25
10
Medical reimbursement of in service and retired gazetted and non gazetted employees of
the respective cadre.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Monitor and direct the work of lower-level staff.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Taking actions against employees in case of violation and disciplinary cases.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Assisting higher authorities in case of promotion or demotion.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
7/28/2019 JAD Report
11/25
11
Performance of general office duties, such as maintenance of service books, office
records, leave records, ACR dossiers and completion of personal files.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Review files, records, and other documents to obtain information to respond to requests.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Communicating in writing with other section officers, higher authorities and
subordinates.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Give presentations to the head or team on the status and issues at hand.
Difficulty Importance TIV = Difficulty + Importance
7/28/2019 JAD Report
12/25
12
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Operate office machines such as personal computers, printers and scanners.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Compute, record, and proofread data and other information, such as records or reports.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Shortlisting of candidates for training.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Handle requests for transfers
Difficulty Importance TIV = Difficulty + Importance
7/28/2019 JAD Report
13/25
13
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
Assign staff to other officers.
Difficulty Importance TIV = Difficulty + Importance
1 2 3 4 5 6 7 1 2 3 4 5 6 7 2 3 4 5 6 7 8 9 10 11 12 13 14
The listed tasks can be summarized in their respective functional categories as:
FUNCTIONAL CATEGORIES
TASK
IMPORTANCE
VALUE
1. HANDLING STAFF CASES
Observing and evaluating employee performance.
Taking actions against employees in case of violation and disciplinary cases.
Monitor and direct the work of lower-level staff.
Handle personal cases of the staff.
Assisting higher authorities in case of promotion or demotion.
Grant of G.P. fund, House building, vehicle advances
Medical reimbursement of in service and retired gazetted and non gazetted
employees of the respective cadre.
13
13
12
12
10
9
7
2. RECORD MAINTENANCE
Performance of general office duties, such as maintenance of service books,
office records, leave records, ACR dossiers and completion of personal files. 12
7/28/2019 JAD Report
14/25
14
Review files, records, and other documents to obtain information to respond
to requests. 9
3. COMMUNICATION
Communicating in writing with other section officers, higher authorities and
subordinates.
Give presentations to the head or team on the status and issues at hand.
8
7
4. TRANSFERS
Handle requests for transfers.
Assign staff to other officers.
8
6
5. OPERATING MACHINERY
Operate office machines such as personal computers, printers and scanners.
Compute, record, and proofread data and other information, such as records
or reports.
9
7
6. TRAINING
Shortlisting of candidates for training. 10
GENERATION OF KSAOS
During the next phase of the C-JAM Analysis, we invited the job incumbents to list down the
KSAOs (Knowledge, Skills, Abilities and Other Attributes) required for each stated task.
Although the KSAOs generation is useful for personnel selection and training, we have included
it as an additional component in our analysis.
The KSAOs listed down by the SMEs for each functional job are given below:
Handle personal cases of the staff.
Knowledge Skills Abilities
Other
characteristics
Operational
systems and
procedures
Keyboard data
entry
Communication
Organize and
plan work
(observed at
Cope in stressful
environments
Handle complex
7/28/2019 JAD Report
15/25
15
Administrative
practices
skills
Record keeping
skills.
work)
Analyze
situations,
programs and
problems
Communicate
orally and in
writing
tasks
Observing and evaluating employee performance.
Knowledge Skills Abilities
Other
characteristics
Administrative
practices
Communication
skills
Record keeping
skills.
Good
observation
Analyze
situations,
programs and
problems
Communicate
orally and in
writing
Good interpersonal
skills
Grant of G.P. fund, House building, vehicle advances
Knowledge Skills AbilitiesOthercharacteristics
Operational
systems and
procedures
Administrative
Communication
skills
Record keeping
Analyze
situations,
programs and
problems
Cope well in
stressful
environments
Handle complex
7/28/2019 JAD Report
16/25
16
practices skills Communicate
orally and in
writing
tasks
Handle multiple
work assignments
Trouble shootingskills
Medical reimbursement of in service and retired gazetted and non gazetted employees of
the respective cadre.
Knowledge Skills AbilitiesOthercharacteristics
Operational
systems and
procedures
Administrative
practices
Keyboard data
entry
Communication
skills
Record keeping
skills.
Analyze
situations,
programs and
problems
Communicate
orally and in
writing
Handles complex
tasks
Good interpersonal
skills
Monitor and direct the work of lower-level staff.
Knowledge Skills Abilities
Other
characteristics
Operational
systems and
procedures
Communication
skills
Organize and
plan work
(observed at
Conflict
Management
7/28/2019 JAD Report
17/25
17
Administrative
practices
work)
Analyze
situations,
programs and
problems
Communicate
orally and in
writing
Time Management
Copes well in
stressfulenvironments
Handles complex
tasks
Multiple work
assignments
Taking actions against employees in case of violation and disciplinary cases.
Knowledge Skills Abilities
Other
characteristics
Operational
systems and
procedures
Administrative
practices
Communication
skills
Record keepingskills.
Analyze
situations,
programs and
problems
Communicate
orally and in
writing
Copes well in
stressful
environments
Handles complex
tasks
Multiple work
assignments
Conflict
Management
Time Management
Assisting higher authorities in case of promotion or demotion.
7/28/2019 JAD Report
18/25
18
Knowledge Skills Abilities
Other
characteristics
Operational
systems and
procedures
Administrative
practices
Communication
skills
Listening skills
Good
Observation
Communicate
orally and in
writing
Handles complex
tasks
Multiple work
assignments
Performance of general office duties, such as maintenance of service books, office
records, leave records, ACR dossiers and completion of personal files.
Knowledge Skills Abilities
Other
characteristics
Operational
systems and
procedures
Administrative
practices
Keyboard data
entry
Communication
skills
Record keeping
skills.
Organize and
plan work
(observed at
work)
Analyzesituations,
programs and
problems
Communicate
orally and in
writing
Copes well in
stressful
environments
Handles complex
tasks
Multiple work
assignments
Review files, records, and other documents to obtain information to respond to requests.
Knowledge Skills Abilities
Other
characteristics
7/28/2019 JAD Report
19/25
19
Operational
systems and
procedures
Administrative
practices
Keyboard data
entry
Communication
skills
Record keeping
skills.
Organize and
plan work
(observed at
work)
Analyzesituations,
programs and
problems
Communicate
orally and in
writing
Copes well in
stressful
environments
Handles complex
tasks
Multiple work
assignments
Communicating in writing with other section officers, higher authorities and
subordinates.
Knowledge Skills Abilities
Other
characteristics
Operational
systems andprocedures
Administrative
practices
Keyboard data
entry
Communication
skills
Record keeping
skills.
Language skills
Organize and plan work
(observed at work)
Analyze situations,
programs and problems
Communicate orally
and in writing
Copes well in
stressfulenvironments
Handles complex
tasks
Multiple work
assignments
Give presentations to the head or team on the status and issues at hand.
Knowledge Skills Abilities
Other
7/28/2019 JAD Report
20/25
20
characteristics
Operational
systems and
procedures
Administrative
practices
Keyboard data
entry
Communicationskills
Record keeping
skills.
Language skills
Organize and
plan work
(observed at
work)
Analyze
situations,
programs and
problems
Communicate
orally and in
writing
Copes well in
stressful
environments
Handles complex
tasks
Multiple work
assignments
Handle requests for transfers
Knowledge Skills Abilities
Other
characteristics
Operational
systems and
procedures
Administrative
practices
Keyboard data
entry
Communication
skills
Record keeping
skills.
Organize and
plan work
(observed at
work)
Analyze
situations,
programs and
problems
Communicate
orally and in
writing
Copes well in
stressful
environments
Handles complex
tasks
Multiple work
assignments
Trouble shooting
skills
Assign staff to other officers.
7/28/2019 JAD Report
21/25
21
Knowledge Skills Abilities
Other
characteristics
Operational
systems and
procedures
Administrative
practices
Keyboard data
entry
Communication
skills
Record keeping
skills.
Organize and
plan work
(observed at
work)
Analyze
situations,
programs and
problems
Communicate
orally and in
writing
Copes well in
stressful
environments
Handles complex
tasks
Multiple work
assignments
Operate office machines such as personal computers, printers and scanners.
Knowledge Skills Abilities
Other
characteristics
Operational
systems and
procedures
Administrative
practices
Keyboard data
entry
Record keeping
skills.
Organize and
plan work
(observed at
work)
Multiple work
assignments
Compute, record, and proofread data and other information, such as records or reports.
Other
7/28/2019 JAD Report
22/25
22
Knowledge Skills Abilities characteristics
Operational
systems and
procedures
Keyboard data
entry
Communicationskills
Record keeping
skills.
Organize and
plan work
(observed at
work)
Communicate
orally and in
writing
Handles complex
tasks
Multiple workassignments
Shortlisting of candidates for training.
Knowledge Skills Abilities
Other
characteristics
Administrative
practices
Subject
knowledge
Communication
skills
Record keeping
skills.
Analyze
situations,
programs and
problems
Communicate
orally and in
writing
Multiple work
assignments
Good interpersonal
skills
Next, the KSAOs generated are rated on the BPST Scales (Barely acceptable, Practical, Superior,
Trouble Likely).
The rating of most important selected KSAOs filled by the job incumbents is summarized below:
7/28/2019 JAD Report
23/25
23
KSAO Necessary Practical Likely
Trouble
Superior
from
Average
Operational systems andprocedures
Administrative practices
Keyboard data entry
Communication skills
Language skills
Interpersonal skills
Record keeping skills.
Writing skills
Analyze situations, programs and
problems
Communicate orally and in
writing
Technical Skills
Organize and plan work
(observed at work)
Copes well in stressful
environments
Team building skills
Trouble shooting skills
Handles complex tasks
Multiple work assignments
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 51 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 51 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
7/28/2019 JAD Report
24/25
24
Computer knowledge
Rules and regulation
To behave courteously with visitors
Time Management
Analytical and problem solving
skills
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
YES/NO
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
1 2 3 4 5
PROBLEMS ENCOUNTERED/ LIMITATIONS
The problems and limitations of the project are listed below
Worker insecurity:
In the process of collecting information for the development of job analysis, the respondents
were very reluctant about providing the information. The respondents were insecure of who will
use the information and how will it be used as they had no buildup trust over us. Before
conducting any interview, the respondents were put to ease that the information is going to be
confidential and the purpose of the study was mentioned to them. Eventually, they wereconformable enough to provide the information but still they were not responding openly.
Time Constraints:
As the respondent were busy with their work schedule, length of interview was not long enough
to get all the information which was required. This issue increased the number of meetings
required to attain the data.
Flaws in job description:
7/28/2019 JAD Report
25/25
25
Job description, the major source of task and duties, is not well developed or the respondents
were not clearly informed about each small sub task they had to perform. Plus they were not
updated with time.
CONCLUSION
The purpose of this research was to design an effective job analysis for section officers. The
purpose of an effectual job analysis is that job analysis helps in analyzing the resources and
establishing the strategies to accomplish the business goals and strategic objectives. Effectively
developed, employee job descriptions are communication tools that are significant in an
organizations success.
Moreover, job analyses are conducted to obtain accurate, current, and reliable information about
jobs in order to make better employment and management decisions, to save money, to increase
productivity, and to comply with federal and state laws where adverse impact is found related to
prohibited discriminatory factors. Job analysis, as the foundation of selection procedures,
provides employers with a means to make sound, costeffective employment decisions. Selection
procedures based on a thorough job analysis are designed to identify the best qualified candidates
for a job.
Overall, the main purpose of conducting job analysis is to prepare job description
and job specification which helps the organization in hiring process. It is very important to hire
right quality of workforce. Job analysis determines the list of tasks, duties and KSAOs which are
essential for hiring the right person for the specific job.
REFERENCES
1. http://www.onetonline.org/link/summary/43-9061.00
2. www.openlearningworld.com/.../Job%20Analysis%20and%20Evalua...
3. http://www.bls.gov/ooh/office-and-administrative-support/general-office-clerks.htm
http://www.onetonline.org/link/summary/43-9061.00http://www.onetonline.org/link/summary/43-9061.00http://www.openlearningworld.com/.../Job%20Analysis%20and%20Evaluahttp://www.openlearningworld.com/.../Job%20Analysis%20and%20Evaluahttp://www.openlearningworld.com/.../Job%20Analysis%20and%20Evaluahttp://www.openlearningworld.com/.../Job%20Analysis%20and%20Evaluahttp://www.openlearningworld.com/.../Job%20Analysis%20and%20Evaluahttp://www.openlearningworld.com/.../Job%20Analysis%20and%20Evaluahttp://www.bls.gov/ooh/office-and-administrative-support/general-office-clerks.htmhttp://www.bls.gov/ooh/office-and-administrative-support/general-office-clerks.htmhttp://www.bls.gov/ooh/office-and-administrative-support/general-office-clerks.htmhttp://www.openlearningworld.com/.../Job%20Analysis%20and%20Evaluahttp://www.onetonline.org/link/summary/43-9061.00