Whether it is good for a postgraduate entrance examination or good for employment, the difference between employment and career selection. There are many things that college students should consider when graduating, including whether it is good for a postgraduate entrance examination or employment and the difference between employment and career selection, etc. Let’s take a look at these contents together with resumes.
Here are the articles to explain, good for a postgraduate entrance examination or good for employment, the difference between employment and career selection
Take the postgraduate entrance examination for higher study or find a good job:
Unless you are going to be a scholar, a research expert, or an academic teacher, don’t take the postgraduate entrance examination. In particular, don’t have the idea that a graduate degree is better than a bachelor’s degree in finding a job. Like party membership, it’s not a bonus item. Undergraduates with three years of work experience are much more popular than graduate students.
In addition, with the deterioration of my country’s economy, the closure of private enterprises has accelerated. And it has become more and more difficult to attract employment. And for most companies, the boss sees how much value you can create. Your past has nothing to do with him, and your education is just a stepping stone.
About employment first and then career choice:
I disagree with this view. Your first work experience largely determines the starting point of your second job. The cost of changing career paths is very high. But if you do not have the capital (resources, relationships, skills, etc.) to choose a career. It is important to find something to eat first, and survival is always the priority.
About employment guidance courses and vocational skills training:
I don’t know what kind of people are in colleges and universities today. If you ask professionals or management from various industries, it is very necessary to listen to them. If it is just a school teacher, it is a group of people who have never looked for a job and work in a company behind closed doors. They can’t hear anything dry, just listen to the precautions.
Regarding vocational skills training in a society, if your self-learning ability cannot solve the above problems. You can learn an introduction to skills that can make a living. However, the professional technology and management methods of real enterprises can only be learned in good enterprises, and the elites of enterprises are disdainful of vocational training.
About which city to go to:
The Pearl River Delta and the Yangtze River Delta are the first to be recommended, and Beijing is not recommended. The reason is that Beijing’s population carrying capacity has reached the limit, and it is impossible to settle down, the housing price is extremely high, and there are many restrictions and policies. This is the only city where people from the north crowd here, and everyone knows about the smog. The Yangtze River Delta and the Pearl River Delta are more market-oriented. They are urban agglomerations with many opportunities, few restrictions, easy access to households, and a livable climate.
About large and small enterprises, and which enterprises have good development space:
There are many articles on the Internet about the advantages and disadvantages of large enterprises and small enterprises, and the basic points are similar. The basic large-scale enterprise system is perfect, the position is professional, and the treatment is good. Small enterprises have many comprehensive training opportunities and great opportunities for promotion. In addition, it is necessary to pay more attention to where the enterprise is in the industrial chain. If it is an enterprise in R&D, design, sales, etc., it has better learning opportunities and development space, and there is not much room for low-profit nodes such as manufacturing. As for the knowledge of the industry chain, you can find information to learn by yourself.
After reading the above content, everyone will know whether it is good for a postgraduate entrance examination or employment and the difference between employment and career selection.
Security Information and Event Management Systems (SIEMS) automate incident identification and resolution based on built-in business rules to help improve compliance and alert staff to critical intrusions. IT audits, standards, and regulatory requirements have now become an important part of most enterprises’ day-to-day responsibilities. As part of that burden, organizations are spending significant time and energy scrutinizing their security and event logs to track; which systems have existed accessed, by whom, what activity took place, and whether it was appropriate.
Here is the article to explain, Essay of the Security Information and Event Management Systems (SIEMS)!
Organizations are increasingly looking towards data-driven automation to help ease the burden. As a result, the SIEM has taken form and has provided focused solutions to the problem. The security information and event management systems market is driven by an extremely increasing need for customers to meet compliance requirements as well as the continued need for real-time awareness of external and internal threats. Customers need to analyze security event data in real-time (for threat management) and to analyze and report on log data and primarily this has made the security information and event management systems market more demanding. The market remains fragmented, with no dominant vendor.
This report entitled ‘Security Information and Event Management Systems (SIEMS) Solutions’ gives a clear view of the SIEM solutions and whether; they can help to improve intrusion detection and response. Following this introduction is the background section; which deeply analyzes the evolution of the SIEM, its architecture, its relationship with log management, and the need for SIEM products. In the analysis section, I have analyzed the SIEM functions in detail along with real-world examples. Finally, the conclusion section summarizes the paper.
What is the Meaning and Definition of SIEMS?
Security Information and Event Management Systems solutions are a combination of two different products namely, SIM (security information management) and SEM (security event management). SIEMS also like to know as Network Intrusion Detection Systems (NIDS); SIEM technology provides real-time analysis of security alerts generated by network hardware and applications. The objective of SIEM is to help companies respond to attacks faster and to organize mountains of log data. SIEM solutions come as software, appliances, or managed services. Increasingly, SIEM solutions stand existing used to log security data and generate reports for compliance purposes. Though Security Information Event Management and log management tools have been complementary for years, the technologies that exist expect to merge.
Evolution of SIEM:
SIEM emerged as companies found themselves spending a lot of money on intrusion detection/prevention systems (IDS/IPS). These systems helped detect external attacks, but because of the reliance on signature-based engines, a large number of false positives stood generated. The first-generation SIEM technology existed designed to reduce this signal-to-noise ratio and helped to capture the most critical external threats. Using rule-based correlation, SIEM helped IT detect real attacks by focusing on a subset of firewall and IDS/IPS events that violated policy.
Traditionally, SIEM solutions have been expensive and time-intensive to maintain and tweak, but they solve the big headache of sorting through excessive false alerts and they effectively protect companies from external threats. While that was a step in the right direction, the world got more complicated when new regulations such as the Sarbanes-Oxley Act and the Payment Card Industry Data Security Standard followed much stricter internal IT controls and assessment. To satisfy these requirements, organizations exist required to collect, analyze, report on, and archive all logs to monitor activities inside their IT infrastructures.
The idea is not only to detect external threats but also to provide periodic reports of user activities and create forensics reports surrounding a given incident. Though SIEM technologies collect logs, the process only a subset of data related to security breaches. They weren’t designed to handle the sheer volume of log data generated from all IT components; such as applications, switches, routers, databases, firewalls, operating systems, IDS/IPS, and Web proxies.
Other evolutions;
With an idea to monitor user activities rather than external threats, log management entered the market as a technology with architecture to handle much larger volumes of data and with the ability to extend to meet the demands of the largest enterprises. Companies implement log management and SIEM solutions to satisfy different business requirements, and they have also found out that the two technologies work well together. Log management tools exist designed to collect reports and archive a large volume and breadth of log data, whereas SIEM solutions stand designed to correlate a subset of log data to point out the most critical security events.
On looking at an enterprise IT arsenal, it is likely to see both log management and SIEM. Log management tools often assume the role of a log data warehouse that filters and forwards the necessary log data to SIEM solutions for correlation. This combination helps in optimizing the return on investment while also reducing the cost of implementing SIEM. In these tough economic times, it is likely to see IT trying to stretch its logging technologies to solve even more problems. It will expect its log management and SIEM technologies to work closer together and reduce overlapping functionalities.
Relation between SIEM and log management:
Like many things in the IT industry, there’s a lot of market positioning and buzz coming around regarding how the original term of SIM (Security Information Management), the subsequent marketing term SEM (Security Event Management), the newer combined term of SIEMS (Security Information and Event Management Systems) relate to the long-standing process of log management. The basics of log management are not new. Operating systems, devices, and applications all generate logs of some sort that contain system-specific events and notifications. The information in logs may vary in overall usefulness, but before one can derive much value
out of them, they first need to enable, then transported, and eventually stored. Therefore the way that one does gather this data from an often distributed range of systems; and get it into a centralized (or at least semi-centralized) location is the first challenge of log management that counts. There are varying techniques to accomplish centralization, ranging from standardizing on the Syslog mechanism; and then deploying centralized Syslog servers, to using commercial products to address the log data acquisition, transport, and storage issues.
Other issues;
Some of the other issues in log management include working around network bottlenecks, establishing reliable event transport (such as Syslog over UDP), setting requirements around encryption, and managing the raw data storage issues. So the first steps in this process are figuring out what type of log and event information is in need to gather, how to transport it, and where to store it. But that leads to another major consideration about what should one person want to do with all those data. It is at this point where the basic log management ends and the higher-level functions associated with SIEM begin.
SIEM products typically provide many of the features that remain essential for log management; but add event-reduction, alerting, and real-time analysis capabilities. They provide the layer of technology that allows one to say with confidence that not only are logs existing gathered but they are also living reviewed. SIEM also allows for the importation of data that isn’t necessarily event-driven (such as vulnerability scanning reports) and it knows as the “Information” portion of SIEM.
SIEM architecture:
Long-term log management and forensic queries need a database built for capacity, with file management and compression tools. Short-term threat analysis and correlation need real-time data, CPU, and RAM. The solution for this is as follows:
Split the feeds into two concurrent engines.
Optimize one for real-time and storage up to 30 days of data. (100-300GB)
Optimize the second for log compression, retention, and query functions. (1TB+)
The block diagram showing the architecture of the SIEM is as follows:
A collector is a process that gathers data. Collectors exist produced in many shapes and sizes from agents that run on the monitored device, to centralized logging devices with pre-processors to split stream the data. These can be simple REGEX file parsing applications, or complex agents for OPSEC, LEA, Net/WMI, SDEE/RDEP, or ODBC/SQL queries. Not all security devices are kind enough to forward data, and multiple input methods, including active pull capabilities, are very essential. Also, since SYSLOG data do not encrypt, it may need a collector to provide encrypted transport.
Analysis engine;
A threat analysis engine will need to run in real-time, continuously processing and correlating events of interest passed to it by the collector, and reporting to a console or presentation layer application about the threats found. Typically reporting events that have happened for 30 days is sufficient for operational considerations. A log manager will need to store a great deal of data, and may take either raw logs or filtered events of interest, and need to compress store, and index the data for long-term forensic analysis and compliance reporting. Capacity for 18 months or more of data is likely to require.
Year-end closing of books and the arrival of the auditors often necessitate the need for 12 months of historic data plus padding of several months while books exist finalized and an audit to complete. At the presentation layer, a console will present the events to the security staff and managers. This is the primary interface to the system for day-to-day operations, and should efficiently prioritize and present the events with a full history and correlation rationale.
SIEM functions:
With some subtle differences, there are four major functions of SIEM solutions. They are as follows:
Log Consolidation; centralized logging to a server
Threat Correlation; the artificial intelligence used to sort through multiple logs and log entries to identify attackers
Incident Management; workflow – What happens once a threat identified? (link from identification to containment and eradication). Notification – email, pagers, informs to enterprise managers (MOM, HP Openview…). Trouble Ticket Creation, Automated responses – execution of scripts (instrumentation), Response and Remediation logging
Reporting; Operational Efficiency/Effectiveness, Compliance / SOX, HIPPA, FISMA, and Ad Hoc / Forensic Investigations.
Coming to the business case for SIEM, all engineers exist perpetually drawn to new technology; but, purchasing decisions should by necessity based on need and practicality. Even though the functions provided by SIEM are impressive they must choose only if they fit an enterprise’s needs.
Why use a SIEM?
There are two branches on the SIEM tree namely, operational efficiency and effectiveness, and log management/compliance. Both are achievable with a good SIEM tool. However since there is a large body of work on log management, and compliance has multiple branches; this coursework will focus only on using a SIEM tool effectively to point out the real attackers; and, the worst threats to improve security operations efficiency and effectiveness.
It can believe that the most compelling reason for a SIEM tool from an operational perspective is to reduce the number of security events on any given day to a manageable, actionable list, and to automate analysis such that real attacks and intruders can discern. As a whole, the number of IT professionals, and security-focused individuals at any given company has decreased relative to the complexity and capabilities demanded by an increasingly inter-networked web.
While one solution may have dozens of highly skilled security engineers on staff pouring through individual event logs to identify threats, SIEM attempts to automate that process and can achieve a legitimate reduction of 99.9+% of security event data while it increases the effective detection over traditional human-driven monitoring. This is why SIEM prefer by most companies.
Reasons to use a SIEM:
Knowing the need for a SIEM tool in an organization is very important. A defense-in-depth strategy (industry best practice) utilizes multiple devices: Firewalls, IDS, AV, AAA, VPN, User Events – LDAP/NDS/NIS/X.500, Operating System Logs… which can easily generate hundreds of thousands of events per day, in some cases, even millions.
No matter how good a security engineer is, about 1,000 events per day is a practical maximum that a security engineer is about to deal with. So if the security team is to remain small they will need to equip with a good SIEM tool. No matter how good an individual device is; if not monitored and correlated, each device can bypass individually, and the total security capabilities of a system will not exceed its weakest link.
When monitored as a whole, with cross-device correlation, each device will signal an alert as it stands attacked raising awareness and threat indications at each point allowing for additional defenses to exist brought into play, and incident response proportional to the total threat. Even some of the small and medium businesses with just a few devices are seeing over 100,000 events per day. This has become usual in most of the companies says the internet.
Real-world examples:
Below are event and threat alert numbers from two different sites currently running with 99.xx% correlation efficiency on over 100,000 events per day, among which one industry expert referred to as “amateur” level, stating that 99.99 or 99.999+% efficiency on well over 1,000,000 events per day is more common.
Manufacturing Company Central USA – 24-hour average, un-tuned SIEM day of deployment
Alarms Generated 3722
Correlation
Efficiency 99.06%
Critical / Major
Level Alerts 170
Effective Efficiency 99.96%
In this case, using a SIEM allows the company’s security team (2 people in an IT staff of 5), to respond to 170 critical and major alerts per day (likely to decrease as the worst offenders exist firewalled out, and the worst offenses dealt with), rather than nearly 400,000.
The company above deals with a very large volume of financial transactions, and a missed threat can mean real monetary losses.
Concerning the Business Case, a good SIEM tool can provide the analytics, and the knowledge of a good security engineer can automate and repeat against a mountain of events from a range of devices. Instead of 1,000 events per day, an engineer with a SIEM tool can handle 100,000 events per day (or more). And a SIEM does not leave at night, find another job, take a break or take vacations. It will be working always.
SIEM Selection Criteria:
The first thing one should look at is the goal. (i.e.) what should the SIEM do for them. If you just need log management then make the vendor can import data from ALL of the available log sources. Not all events exist sent via SYSLOG. Some may exist sent through:
Consider a product that has a defined data collection process that can pull data (queries, retrieve files, WMI API calls…), as well as accept input sent to it. And it is essential to be aware that logs, standards, and formats change, several (but not all), vendors can adapt by parsing files with REGEX and importing if one can get them a file. However, log management itself is not usually an end goal. It matters about for what purpose these logs are used. They may be used for threat identification, compliance reporting, or forensics. It is also essential to know whether the data captured is in real-time. If threat identification is the primary goal, 99+% correlation/consolidation/aggregation is easily achievable, and when properly tuned, 99.99+% efficiency is within reach (1-10 actionable threat alerts / 100,000 events).
Reporting;
If compliance reporting is the primary goal, then consider what regulations one is subject to. Frequently a company is subject to multiple compliance requirements. Consider a Fortune 500 company like General Electrics. As a publicly-traded company, GE is subject to SOX, as a vendor of medical equipment and software; they are subject to HIPPA, as a vendor to the Department of Defense, they are subject to FISMA. GE must produce compliance reports for at least one corporate division for nearly every regulation.
Two brief notes on compliance, and one should look at architecture: Beware of vendors with canned reports. While they may be very appealing, and sound like a solution, valid compliance and auditing is about matching output to one’s stated policies, and must be customized to match each company’s published policies. Any SIEM that can collect all of the required data, meet ISO 177999, and provide timely monitoring can be used to aid in compliance. Compliance is a complex issue with many management, and financial process requirements; it is not just a function or report IT can provide.
Advanced SIEM Topics:
Risk-Based Correlation / Risk Profiling; Correlation based on risk can dramatically reduce the number of rules required for effective threat identification. The threat and target profiles do most of the work. If the attacks are risk profiled, three relatively simple correlation rules can identify 99%+ of the attacks. They are as follows:
IP Attacker – repeat offenders
IP Target – repeat targets
Vulnerability Scan + IDS Signature match – Single Packet of Doom
Risk-Based Threat Identification is one of the more effective and interesting correlation methods, but has several requirements:
A Metabase of Signatures – Cisco calls the attack X, ISS calls it Y, Snort calls it Z – Cross-Reference the data
Requires automated method to keep up to date.
Threats must be compiled and threat weightings applied to each signature/event.
Reconnaissance events are low weighting – but aggregate and report on the persistent (low and slow) attacker
Finger Printing – a bit more specific, a bit higher weighting
Failed User Login events – a medium weighting, could be an unauthorized attempt to access a resource or a forgotten password.
Buffer Overflows, Worms, and Viruses -high weighting -potentially destructive; events one needs to respond to unless one has already patched/protected the system.
The ability to learn or adjust to one’s network Input or auto-discover; which systems, are business-critical vs. which are peripherals, desktops, and non-essential
Risk Profiling: Proper application of trust weightings to reporting devices (NIST 800-42 best practice); can also help to lower “cry wolf” issues with current security management
Next-generation SIEM and log management:
One area where the tools can provide the most needed help is compliance. Corporations increasingly face the challenge of staying accountable to customers, employees, and shareholders, and that means protecting IT infrastructure, customer and corporate data, and complying with rules and regulations as defined by the government and industry. Regulatory compliance is here to stay, and under the Obama administration, corporate accountability requirements are likely to grow.
Log management and SIEM correlation technologies can work together to provide more comprehensive views to help companies satisfy their regulatory compliance requirements, make their IT and business processes more efficient, and reduce management and technology costs in the process. IT organizations also will expect log management and intelligence technologies to provide more value to business activity monitoring and business intelligence. Though SIEM will continue to capture security-related data, its correlation engine can be re-appropriated to correlate business processes and monitor internal events related to performance, uptime, capability utilization, and service-level management.
We will see the combined solutions provide deeper insight into not just IT operations but also business processes. For example, we can monitor business processes from step A to Z; and, if a step gets missed we’ll see where and when. In short, by integrating SIEM and log management; it is easy to see how companies can save by de-duplicating efforts and functionality. The functions of collecting, archiving, indexing, and correlating log data can be collapsed. That will also lead to savings in the resources required and in the maintenance of the tools.
CONCLUSION:
SIEMS (security information and event management systems) is a complex technology, and the market segment remains in flux. SIEM solutions require a high level of technical expertise and SIEM vendors require extensive partner training and certification. SIEM gets more exciting when one can apply log-based activity data and security-event-inspired correlation to other business problems. Regulatory compliance, business activity monitoring, and business intelligence are just the tip of the iceberg. Leading-edge customers are already using the tools to increase visibility; and the security of composite Web 2.0 applications, cloud-based services, and mobile devices. The key is to start with a central record of user and system activity; and, build an open architecture that lets different business users access the information to solve different business problems. So there is no doubt in SIEM solutions help the intrusion detection and response to improve.
Security Information and Event Management Systems (SIEMS) Essay; Image by Pete Linforth from Pixabay.
The primary difference between Recruitment and Selection;Recruitment is the process of identifying whether the organization needs to appoint someone whose post the applications have come in the organization. Following selection, the procedures involved in selecting applicants from a suitable candidate to fill a position. Training involves procedures to ensure that the job holders have the right skills, knowledge, and attitude necessary to help the organization achieve its objectives. Hiring individuals to fill special positions within a business can be done internally by recruitment within the firm, or by hiring outsiders.
What is the difference between Recruitment and Selection? Explaining!
We know that recruitment and selection are part of the same phases of employment. One of the important roles of HRM is to select the appropriate staff and appoint the right professionals or staff to meet the recruitment needs and provide training to the best employees and ensure that these selected candidates can deliver better performance. So that we can deal with the issues of and follow the rules of various systems. Recruitment is a fundamental job of human resource management. Fundamentally, recruitment is the process of attracting, assessing, and hiring employees for companies. Once the HRM requirements are understood, the next stage of HRM is to employ workers.
Each one is complete the other but there are a few points difference between them:
Recruitment is the first part of the employment phase. Which is looking and collecting more than one applicant, the second part of the employment phase is selection. Which starts to look for applicants and evaluate them.
The goal of Recruitment is to create differentiation and creative applicants to give the organization more options. The main goal for selection is to choose the best one to fill the position.
Since recruitment searching for more employees to apply for a position. It considers as a positive process, and the negative process will be in selection since it reducing the applicants to one for each position.
The source of human resources is the most important part of recruitment, but in the selection, the most important part is choosing the person via interviews or through tests.
There no contract between the applicant and organization in the recruitment process, but there is a signing of a contract between an applicant and an organization.
Different by Meaning:
Recruitment (hiring) is a core function of human resource management. It is the first step of an appointment. Recruitment refers to the overall process of attracting, shortlisting, selecting, and appointing suitable candidates for jobs within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions. Such as voluntary roles or unpaid trainee roles.
Managers, human resource generalists, and recruitment specialists may task with carrying out recruitment. But, in some cases, public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread.
Selection means the action or fact of carefully choosing someone or something as being the best or most suitable. A process in which environmental or genetic influences determine. Which types of organisms thrive better than others, regarded as a factor in evolution.
Difference Between Recruitment and Selection
Different by Definitions:
The following definitions below are;
Recruitment as,
“The process of finding and hiring the best-qualified candidate for a job opening, in a timely and cost-effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job. The screening and selecting applicants, hiring, and integrating the new employee to the organization.”
Selection as
“A consumer’s choice of a product or service. As well as, the available products or services that a company offers a consumer. A business with a wide array of available choices is considered to have a wide selection.”
Difference Between Recruitment and Selection – Table
Learn, Explain Recruitment & Selection – Hiring Process and Hiring Decision: Meaning, Definition with Nature of Hiring!
Hiring Process and Hiring Decision: Nature of Hiring, Regular, Temporary, full time, part time, Apprentice, Contractual, Outsourcing, Existing Post or New Post to be Created, Need Analysis, Job Analysis. Continue after Job Analysis: Meaning, Definition, and Purpose with Methods. For Study of Recruitment & Selection!
Hire is defining: Obtain the temporary use of (something) for an agreed payment.
Meaning of Hiring: The act of giving someone a job; an employer taking on a new employee. “After several interviews, the CEO told me that he wanted to hire me for the management position and that I could start work next week.”
Definition of Hiring: The practice of finding, evaluating, and establishing a working relationship with future employees, interns, contractors or consultants.
Purpose of Job Analysis: Broadly speaking in the context of HR selection, job analysis data are frequently used…
Methods of Job analysis:
Job Analysis Interviews: In the Context of HR Selection, a job analysis interview is typically performed for one or more of the following reasons…
Job Analysis Questionnaire.
Task Analysis Inventory: Task inventory process…
Position Analysis Questionnaire: Items on the PAQ are organized into six basic divisions or sections. These divisions and a definition are as follows… with Rating, scales are used in the PAQ for determining the extent to which the items are relevant to the job under study. Six different types of scales are used…
Subject Expert Workshops: There is no one particular format for conducting the workshops. However, the following general steps seem to characterize most workshops…
Critical Incident Technique: As the basic elements of information collected are job behaviors rather than personal traits, it is a work-oriented procedure…
Fleishman Job Analysis Survey.
Functional Job Analysis: Two types of task information are obtained from FJA… with when using FJA, judgments about jobs are based on at least two premises…
Job Element Method.
Repertory Grid: A Grid consists of four parts…
Practical Component.
RECOMMENDED BOOKS.
REFERENCE BOOKS.
Job Analysis: Meaning, Definition, and Purpose with Methods! all content study and learn in one PDF, PDF Reader online or maybe Free Download: Recruitment & Selection – Job Analysis!
Learn and Understand, What to TAKE During the Job Analysis?
Gathering job-related information involves lots of efforts and time. The process may become cumbersome if the main objective of it is not known. Any information can be gathered and recorded but may be hazardous for health and finances of an organization if it is not known what is required and why. Also Learned, Meaning and Definition, What to TAKE During the Job Analysis?
Before starting to conduct a job analysis process, it is very necessary to decide what type of content or information is to be collected and why. The purpose of this process may range from uncovering hidden dangers to the organization or creating a right job-person fit, establishing effective hiring practices, analyzing training needs, evaluating a job, analyzing the performance of an employee, setting organizational standards and so on. Each one of these objectives requires the different type of information or content.
While gathering job-related content, a job analyst or the dedicated person should know the purpose of the action and try to collect data as accurate as possible. Though the data collected is later on divided into two sets – job description and job specification but the information falls in three different categories during the process of analyzing a specific job – job content, job context and job requirements. Also Study, Explain Advantages and Disadvantages of Job Analysis!
#Job Analysis and Data Collection:
Job analysis involves collecting information on characteristics that differentiate jobs. The following factors help make distinctions between jobs:
Knowledge, skills, and abilities (KSAs) needed.
Work activities and behaviors.
Interactions with others (internal and external).
Performance standards.
Financial budgeting and impact.
Machines and equipment used.
Working conditions.
Supervision provided and received.
Grouping jobs with related functions are helpful in the job analysis process by identifying the job family, job duties and tasks of related work.
The following provides an example of how an organization may group related jobs:
Job family: Grouping of related jobs with broadly similar content.
Job. Group of tasks, duties, and responsibilities an individual performs that make up his or her total work assignment.
Task:A specific statement of what a person does, with similar tasks grouped into a task dimension (i.e., a classification system).
A technical service job family, for example, could be identified as follows:
Job Family:Technical Service.
Job: Technical service representative.
Task: Provides technical support to customers by telephone.
What to Take?
Job Content.
Job Context, and.
Job Requirements.
#Job Content:
It contains information about various job activities included in a specific job. It is a detailed account of actions which an employee needs to perform during his tenure. The following information needs to be taken by a job analyst:
Duties of an employee,
What actually an employee does,
Machines, tools, and pieces of equipment to be used while performing a specific job,
Additional tasks involved in a job,
Desired output level (What is expected of an employee?),
Type of training required.
The content depends upon the type of job in a particular division or department. For example, job content of a factory-line worker would be entirely different from that of a marketing executive or HR personnel.
#Job Context:
Job context refers to the situation or condition under which an employee performs a particular job. The information takes will include:
Working Conditions
Risks involved
Whom to report
Who all will report to him or her
Hazards
Physical and mental demands
Judgment
Well like job content, data collected under this category are also subject to change according to the type of job in a specific division or department.
#Job Requirements:
These include basic but specific requirements which make a candidate eligible for a particular job. The taking of data includes:
Knowledge of basic information required to perform a job successfully.
Specific skills such as communication skills, IT skills, operational skills, motor skills, processing skills and so on.
Personal ability including aptitude, reasoning, manipulative abilities, handling sudden and unexpected situations, problem-solving ability, mathematical abilities and so on.
Educational Qualifications including degree, diploma, certification or license.
Personal Characteristics such as the ability to adapt to different environment, endurance, willingness, work ethic, eagerness to learn and understand things, behavior towards colleagues, subordinates, and seniors, sense of belongingness to the organization, etc.
For different jobs, the parameters would be different. They depend upon the type of job, designation, compensation grade and responsibilities and risks involved in a job.
Learn and Study, Explain Advantages and Disadvantages of Job Analysis!
Basically anywhere asking this types of question, What is the Advantages and Disadvantages of Job Analysis? First looking What is Job Analysis?, then Objectives or Purpose of Job Analysis, after that looking study, and Explaining, the Advantages and Disadvantages of Job Analysis! Job analysis is crucial in all human activities but like all human inventions, it also suffers from various limitations. Introduction to Job analysis consists of job responsibilities, information, expertise, capabilities and personal traits and all this lead to success, for the workers. The basic reason for which the organizations require job analysis is to ensure proper selection measures for choosing the suitable applicants. Also learn, Meaning and Definition, Explain Advantages and Disadvantages of Job Analysis!
A logical selection modus operandi is always necessary to make reasonable and trust-worthy job selections. A genuine selection procedure requires job analysis since it identifies the fundamental requirements for that specific job. The purpose of Job Analysis is to establish and document the ‘job relatedness‘ of employment procedures such as compensation, training, performance appraisal, and selection.
What is Job Analysis?
Job analysis helps to recognize and verify the requirements of a job and delineate the duties and obligations of the job. In job, evaluations done on the information collected about the job, the significance should always be given on the job and never on the worker or the individual. The basic notion of job analysis is that the evaluations and judgments are done depending on the job and not on the person.
It is done through cross-examinations and surveys according to the necessities of the occupation and the analysis provides a specific explanation and requirements of the job.
Objectives of Job Analysis:
The aims of Job analysis is to always ascertain and record the job-related information of the employment measures like training, selection, payment and performance assessment. Job Analysis is used for classifying both training and requirement evaluations which consist of the training matter, evaluation exams to understand the usefulness of training, devices used for training and also the techniques of training. Also Learned or More info in here, Purpose of Job Analysis!
#Advantages and Disadvantages of Job Analysis!
Though job analysis plays a vital role in all other human-related activities every process that has human interventions also suffers from some limitations. The process of job analysis also has its own constraints. So, let us discuss the advantages and disadvantages of job analysis process at length.
#Advantages of Job Analysis:
Provides First Hand Job-Related Information: The job analysis process provides with valuable job-related data that helps managers and job analyst the duties and responsibilities of a particular job, risks and hazards involved in it, skills and abilities required to perform the job and other related info.
Helps in Creating Right Job-Employee Fit: This is one of the most crucial management activities. Filling the right person in a right job vacancy is a test of skills, understanding, and competencies of HR managers. Job Analysis helps them understand what type of employee will be suitable to deliver a specific job successfully.
Helps in Establishing Effective Hiring Practices: Who is to be filled where and when? Who to target and how for a specific job opening? Job analysis process gives answers to all these questions and helps managers in creating, establishing and maintaining effective hiring practices.
Guides through Performance Evaluation and Appraisal Processes: Job Analysis helps managers evaluating the performance of employees by comparing the standard or desired output with delivered or actual output. On these bases, they appraise their performances. The process helps in deciding whom to promote and when. It also guides managers in understanding the skill gaps so that right person can be fit at that particular place in order to get desired output.
Helps in Analyzing Training & Development Needs: The process of job analysis gives the answer to following questions:
Who to impart training?
When to impart training?
What should be the content of training?
What should be the type of training: behavioral or technical?
Who will conduct training?
Helps in Deciding Compensation Package for a Specific Job: A genuine and unbiased process of job analysis helps managers in determining the appropriate compensation package and benefits and allowances for a particular job. This is done on the basis of responsibilities and hazards involved in a job.
#Disadvantages of Job Analysis:
Time Consuming: The biggest disadvantage of Job Analysis process is that it is very time-consuming. It is a major limitation especially when jobs change frequently.
Involves Personal Biasness: If the observer or job analyst is an employee of the same organization, the process may involve his or her personal likes and dislikes. This is a major hindrance to collecting genuine and accurate data.
Source of Data is Extremely Small: Because of small sample size, the source of collecting data is extremely small. Therefore, information collected from few individuals needs to be standardized.
Involves Lots of Human Efforts: The process involves lots of human efforts. As every job carries different information and there is no set pattern, customized information is to be collected for different jobs. The process needs to be conducted separately for collecting and recording job-related data.
Job Analyst May Not Possess Appropriate Skills: If job analyst is not aware of the objective of job analysis process & does not possess appropriate skills to conduct the process, it is a sheer wastage of company’s resources. He or she needs to be trained in order to get authentic data.
Mental Abilities Can not be Directly Observed: Last but not the least, mental abilities such as intellect, emotional characteristics, knowledge, aptitude, psychic and endurance are intangible things that can not be observed or measured directly. People act differently in different situations. Therefore, general standards cannot be set for mental abilities.
Learn and Understand, Explain the Purpose of Job Analysis!
Job Analysis information has been found to serve a wide variety of purposes. More recently, job analysis data have been used in areas such as compensation, training and performance appraisal among many others. Of particular interest here is the application of job analysis data in HR Selection. Also Learned, Meaning and Definition, Explain the Purpose of Job Analysis!
As discussed already, job analysis involves collecting and recording job-related data such as knowledge and skills required to perform a job, duties, and responsibilities involved, educational qualifications and experience required and physical and emotional characteristics required to perform a job in the desired manner.
The main purposes of conducting a job analysis process are to use this particular information to create a right fit between job and employee, to assess the performance of an employee, to determine the worth of a particular task and to analyze training and development needs of an employee delivering that specific job.
Let’s understand the concept with the help of an example. If the job of an executive sales manager is to be analyzed, the first and foremost thing would be to determine the worth of this job. The next step is to analyze whether the person is able to deliver what is expected of him. It also helps in knowing if he or she is perfect for this job. The process doesn’t finish here. It also involves collection of other important facts and figures such as job location, department or division, compensation grade, job duties, routine tasks, computer, educational, communicational and physical skills, MIS activities, reporting structure, ability to adapt in a given environment, leadership skills, licenses and certifications, ability to grow and close sales, ability to handle clients, superiors and subordinates and of course, the presentation of an individual.
Broadly speaking in the context of HR selection, job analysis data are frequently used to:
Identify employee specifications (KSA) necessary for success on a job.
Select or develop predictors that assess important KSAs and can be administered to job applicants and used to forecast those employees who are likely to be successful on the job.
Develop criteria or standards of performance that employees must meet in order to be considered successful on a job.
By examining factors such as the tasks performed on a job as well as the KSAs needed to perform these tasks, one can obtain an idea of what ought to be measured by predictors used in employment screening. When predictors and criteria are developed based on the results of a job analysis, a selection system that is job-related can be developed. By using a job-related selection system we are in a much better position to predict who can and who cannot adequately perform a job. In addition, with a job-related selection system, we are far more likely to have an employment system that will be viewed by job applicants as well as the courts as being a “fair” one.
#Better Understand the Purpose of Job Analysis:
Job Analysis plays an important role in recruitment and selection, job evaluation, job designing, deciding compensation and benefits packages, performance appraisal, analyzing training and development needs, assessing the worth of a job and increasing personnel as well as organizational productivity.
#Recruitment and Selection:
Job Analysis helps in determining what kind of person is required to perform a particular job. It points out the educational qualifications, level of experience and technical, physical, emotional and personal skills required to carry out a job in desired fashion. The objective is to fit a right person at a right place.
#Performance Analysis:
Job analysis is done to check if goals and objectives of a particular job are met or not. It helps in deciding the performance standards, evaluation criteria, and individual’s output. On this basis, the overall performance of an employee is measured and he or she is appraised accordingly.
#Training and Development:
Job Analysis can be used to assess the training and development needs of employees. The difference between the expected and actual output determines the level of training that needs to be imparted to employees. It also helps in deciding the training content, tools and pieces of equipment to be used to conduct training and methods of training.
#Compensation Management:
Of course, job analysis plays a vital role in deciding the pay packages and extra perks and benefits and fixed and variable incentives of employees. After all, the pay package depends on the position, job title and duties, and responsibilities involved in a job. The process guides HR managers in deciding the worth of an employee for a particular job opening.
#Job Designing and Redesigning:
The main purpose of job analysis is to streamline the human efforts and get the best possible output. It helps in designing, redesigning, enriching, evaluating and also cutting back and adding the extra responsibilities in a particular job. This is done to enhance the employee satisfaction while increasing the human output.
Therefore, job analysis is one of the most important functions of an HR manager or department. This helps in fitting the right kind of talent at the right place and at the right time.
Learn and Study, Explain Job Analysis, Meaning, and Definition!
When we refer to Job Analysis, we simply mean a purposeful, systematic process for collecting information on the important work-related aspects of a job. In simple terms, job analysis may be understood as a process of collecting information about a job. Also Learned, The Steps of Manpower Planning with Features! Explain Job Analysis, Meaning, and Definition!
The process of job analysis results in two sets of data:
A) Job Description,
B) Job Specification.
As mentioned earlier Job Analysis is classified into two parts, Let us now discuss these two important parts:
(A) Job Description:
This is a very vital document which is usually explanatory in nature. It consists of both organizational as well as functional information. It provides information as to the scope of activities, the position of the job and the responsibilities. It gives the employees a very clear picture of what is required of him to meet the goals of his job.
(B) Job Specification:
Job Specification converts the job description to qualifications that are required for, in performing the job. This is usually a statement which consists of qualification, characteristics, traits etc, for an employee to possess to perform his duties.
Some possible aspects of work-related information to be collected might include the following:
1) Work Activities – What a worker does, how, why, and when these activities are conducted.
2) Tools and Equipment used in performing work activities.
3) The context of the work environment, such as work schedule or physical working conditions.
4) Requirements of personnel performing the job, such as knowledge, skills, abilities (KSA) or other personal characteristics ( like physical characteristics, interests or personality).
Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of activities involved and attributes or job requirements needed to perform the activities. Job analysis provides information to organizations which help to determine which employees are best fit for specific jobs. Through job analysis, the analyst needs to understand what the important tasks of the job are, how they are carried out, and the necessary human qualities needed to complete the job successfully.
#Job Analysis – Definition:
Job Analysis may be defined as the process of studying jobs in order to gather, analyze, synthesize and report information about job requirements. Note in this definition that job analysis is an overall process as opposed to a specific method or technique.
Job analysis refers to the process of collecting information about a job. In other words, it refers to the anatomy of the job. Job analysis is performed upon ongoing jobs only. It contains job contents. For example, what are the duties of a supervisor, grade II, what minimal knowledge, skills, and abilities are necessary to be able to adequately perform this job? How do the requirements for a supervisor, grade II, compare with those for a supervisor, grade I? These are the questions that job analysis answers.
Let us consider a few important definitions of job analysis.
According to Jones and Deco, this “Job analysis is the process of getting information about jobs: especially, what the worker does; how he gets it done; why he does it; skill, education, and training required; relationship to other jobs, physical demands; environmental conditions”.
Edwin B. Flippo has defined job analysis as the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications”.
In the opinion of Herbert G. Hereman III, et. al., “A job is a collection of tasks that can be performed by a single employee to contribute to the production of some product or service provided by the organization. Each job has certain ability requirements (as well as certain rewards) associated with it. Job analysis is the process used to identify these requirements”. Now, job analysis can be defined as an assessment that describes jobs and the behaviors necessary to perform them.
Before going into these two sets let us talk about a few definitions of Job Analysis.
Job Analysis is a method of collecting and studying the information related to a particular job. It includes the operations and tasks of a specific job.
Another meaning of Job analysis is a complete examination of activities in a job. It can be considered a technical procedure that can be used to classify the duties and responsibilities of a job.
It can also be defined as a group of tasks which can be performed by a lone employee towards the production of some services or products of an organization.
If we take it in a specific manner, Job Analysis involves the below steps:
1) Recording and collecting the information related to a job.
2) To check the accuracy of the job information.
3) Note down the Job Description as per the data gathered.
4) Use the data to determine the skills and knowledge that is required for a particular job, and.
5) Updating the gathered information from time to time.
Learn, What are the Types of test taking in the selection process? Explaining!
Job seekers who pass the screening and the preliminary interview are called for tests. Different types of tests may be administered, depending on the job and the company. Generally, tests are used to determine the applicant’s ability, aptitude, and personality. Also learn, Successful Writing at Work, What are the Types of test taking in the selection process?
Selection activities usually follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision. It is very important for human resources management because this process helps human resources personnel to identify the candidate with the necessary qualification to perform successfully on the job.
The following are the type of tests:
1). Ability tests!
Assist in determining how well an individual can perform tasks related to the job. An excellent illustration of this is the typing tests given to a prospective employer for the secretarial job. Also called ‘ACHEIVEMENT TESTS’. It is concerned with what one has accomplished. When applicant claims to know something, an achievement test is taken to measure how well they know it. Trade tests are the most common type of achievement test given. Questions have to prepare and test for such trades as the asbestos worker, punch-press operators, electricians, and machinists. There are, of course, many unstandardized achievement tests given in industries, such as typing or dictation tests for an applicant for a stenographic position.
2). Aptitude test!
Aptitude tests measure whether an individual has the capacity or latent ability to learn a given job if given adequate training. The use of aptitude test is advisable when an applicant has had little or no experience along the line of the job opening. Also, aptitudes tests help determine a person’s potential to learn in a given area. An example of such test is the general management aptitude tests (GMAT), which many business students take prior to gaining admission to a graduate business school programme.
Aptitude test indicates the ability or fitness of an individual to engage successfully in any number of specialized activities. They cover such areas clerical aptitude, numerical aptitude, mechanical aptitude, motor coordination, finger dexterity and manual dexterity. These tests help to detect positive negative points in a person’s sensory or intellectual ability. They focus attention on a particular type of talent such as learning or reasoning in respect of a particular field of work.
Forms of aptitude test:
Mental or intelligence tests: They measure the overall intellectual ability of a person and enable to know whether the person has the mental ability to deal with certain problems.
Mechanical aptitude tests: They measure the ability of a person to learn a particular type of mechanical work. These tests help to measure specialized technical knowledge and problem-solving abilities if the candidate. They are useful in selection of mechanics, maintenance workers, etc.
Psychomotor or skills tests: They are those, which measure a person’s ability to do a specific job. Such tests are conducting in respect of semi-skilled and repetitive jobs such as packing, testing, and inspection, etc.
3). Intelligence test!
This test helps to evaluate traits of intelligence. Mental ability, the presence of mind (alertness), numerical ability, memory and such other aspects can measure. The intelligence is probably the most widely administered standardized test in the industry. It is taken to judge numerical, skills, reasoning, memory and such other abilities.
4). Interest Test!
This is conducting to find out likes and dislikes of candidates towards occupations, hobbies, etc. such tests indicate which occupations are more in line with a person’s interest. Such tests also enable the company to provide vocational guidance to the selected candidates and even to the existing employees. These tests are using to measure an individual’s activity preferences. These tests are particularly useful for students considering many careers or employees deciding upon career changes.
5). Personality Test!
The importance of personality to job success is undeniable. Often an individual who possesses the intelligence, aptitude, and experience for certain has failed because of inability to get along with and motivate other people. It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain, etc. this test is very much essential in case of selection of sales force, public relation staff, etc. where personality plays an important role. Personality tests are similar to interest tests in that they, also, involve a serious problem of obtaining an honest answer.
6). Projective Test!
This test requires interpretation of problems or situations. A psychological test in which words, images, or situations are presenting to a person and the responses analyzing for unconscious expression of elements of personality that they reveal. For example, a photograph or a picture can show to the candidates and they are asking to give their views, and opinions about the picture. Also Understand, the Selection Process in HRM!
7). General knowledge Test!
Nowadays G.K. Tests are very common to find general awareness of the candidates in the field of sports, politics, world affairs, current affairs. As well as, General knowledge has been defining in differential psychology as “culturally valued knowledge communicated by a range of non-specialist media” and encompassing a wide subject range. Also, this definition excludes highly specializing learning that can only obtain with extensive training and information confined to a single medium. General knowledge is an important component of crystallized intelligence and is strongly associated with general intelligence, and with openness to experience.
8). Perception Test!
At times perception tests can conduct to find out beliefs, attitudes, and mental sharpness.etc. Perception references how individuals understand and view a stimulus or an event. As such, a perception test measures an individual’s understanding or responsiveness to different things. Many types of perception exist, and most have at least one available test. These may include sensory perception tests, cultural or worldview perception tests, and self-perception tests.
9). Graphology Test!
It is designing to analyze the handwriting of the individual. It has been saying that an individual’s handwriting can suggest the degree of energy, inhibition, and spontaneity, as well as disclose the idiosyncrasies and elements of balance and control. For example, big letters and emphasis on capital letters indicate a tendency towards domination and competitiveness. A slant to the right, moderate pressure and good legibility show leadership potential.
10). Polygraph Test!
The polygraph is a lie detector, which is designing to ensure the accuracy of the information given in the applications. Department store, banks, treasury offices and jewelry shops, that is, those highly vulnerable to theft or swindling may find polygraph tests useful.
11). Medical Test!
It reveals physical fitness of a candidate. With the development of technology, medical tests have become diversified. Also, Medical servicing helps measure and monitor a candidate’s physical resilience upon exposure to hazardous chemicals.
Photo Credit to Pixaby, More free Images, Also, Thanks!
