Within in the job/career atmosphere there will always be a stepping ladder to improve and import productivity and success upon employees and the company.
The first procedure for anyone is to know the procedures that recommended for them and what is an obligation towards there position. Knowledge is a huge factor and real world experience as is a key objective as well. You can be a simple crossing guard and assisting kids to cross the street vs. a janitor whom cleans a building ...view middle of the document...
If any assistance is needed for them to cover above and beyond then it should be provided. The factors of employment are, job analysis, responsibilities, knowledge, skills, abilities, job context and organizational culture. Job analysis is described as job tasks, work requirements and contextual factors (Youssef, Noon, 2014). In the final parts of the job analysis in order to attract the right way to perform duties. I believe that factors are truly important in critical equivalent and organizational solutions.
In my own personal belief I do find that things are a little bit easier and more subjectable towards the fairness of any hiring situation. The job analysis is a certain study as Youssef explains as a “specific job based on the collection of information about the directly observable and verifiable job tasks” (C. Youssef , A. Noon, 2012) It is critically important to make sure selection is not based on factors like race, age, or sex, because that is discriminatory (Da Silva, Hutcheson & Wahl, 2010). The selection should be based upon the individual’s job knowledge, skills and abilities as well as their ability to fit into the organization (Youssef & Noon, 2012).
Youssef, C. & Noon, A. (2012) Industrial/Organizational Psychology San Diego Bridgepoint Education