Impact Of Job Analysis On Job Performance:  Analysis Of A Hypothesized Model

Safdar, Rehman; Waheed, Ajmal; Rafiq, Khattak Hamid

doi:10.19030/jdm.v5i2.9569

Cited by 2 publications

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“…Also, it could effectively increase the collaboration and responsiveness, and increase productive and competitive advantage within its industry (Mahapa, 2013). However, it should be noted that when it comes to the knowledge, skills, and abilities (KSA) or the competency level of an employee regarding them offering quality performance in their given task or job (Safdar, Waheed & Rafiq, 2010). Then, the KM theory could be used in seeking skilled recruits by using job analysis techniques.…”

Section: Hr Management Practicesmentioning

confidence: 99%

“…This process was able accurately to identify each occupation regarding its duties, instrument required, must methodology for the operation and the sequencing of the working conditions. However, it should be noted that HR researchers have found that cultural regions, such as Pakistan which is a border neighbor of India that job analysis practice has not yet thoroughly been tested but acknowledged as an acceptable practice to evaluate employee job performance (Safdar, Waheed, & Rafiq, 2010).…”

Section: Hr Job Analysis Processesmentioning

confidence: 99%

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How Strategic International Human Resource (IHR) Strategies can manage Organizational Performance Challenges

Gerald¹

2018

ABR

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The global marketplace has become an economic reality in which the United States could be considered a dominant player, but some economists have stated that its position in this global economic environment has been declining in previous decades due to the European Union, Asian, and Emerging Markets. With that in mind, according to Wiley (1996) study, since the late 90s, most employers have been battling the benefits, conflicts, and challenges that come with a culturally diverse workplace. The advantage of a different environment is that it will bring about a broad range of knowledge, awareness, and viewpoints from people that were brought up in different cultural environments. As a result, a robust international position will require that human resource managers (HRM) are prepared to function effectively and efficiently in a goal-oriented environment. These managers must also appreciate cultural diversity and understand the complexities of the global climate and be willing to adapt their skills and strategies to cope with the international business challenges. This research paper will reveal how the GLOBE (Global Leadership and Organizational Behavior Effectiveness) techniques can be used to develop Human Resource Management Strategies to empower managers to do whatever is necessary to achieve organizational goals with the appropriate resources.

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Section: Hr Management Practicesmentioning

confidence: 99%

Section: Hr Job Analysis Processesmentioning

confidence: 99%

How Strategic International Human Resource (IHR) Strategies can manage Organizational Performance Challenges

Gerald¹

2018

ABR

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Human Resource Practices and Job Performance in Pakistan, Analysis of a Hypothesized Model

Rehman¹

2011

IMBR

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Human resource management is an emerging field of study in Pakistan. The purpose of this study is to identify the best human resource practices in the context of Job performance and offer recommendations for future research. This study reviewed many published articles in the major academic journals, focusing on the most important human resource practices, the relations between human resource practices and job performance. This study finds that Pakistan-based research on the human resource practices has been actively discussed in the major theoretical debates in the literature, and that Pakistan-based studies have extended previous models by identifying additional intervening variables. A hypothesized model on the basis of extensive review of the literature has been developed. It is recommend that future research in this area be more responsive to emerging methodological concerns of the field, and pay more attention to Pakistan-specific issues that may have significant organizational consequences.

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Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model

Abstract: The manuscript entitled Impact of Job Analysis on Job Performance: Analysis of a Hypothesized Model was retracted on December 17, 2015. Please contact our office at Journals@CluteInstitute.com for more information.

Cited by 2 publications

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How Strategic International Human Resource (IHR) Strategies can manage Organizational Performance Challenges

How Strategic International Human Resource (IHR) Strategies can manage Organizational Performance Challenges

Human Resource Practices and Job Performance in Pakistan, Analysis of a Hypothesized Model

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