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Job analysis in human resource management (HRM) refers to the process of identifying and determining the duties, responsibilities, and specifications of a given job. It encompasses the collection of data required to put together a job description that will attract the right person to fill in the role.

Write a job description. In the job description section, write a brief paragraph or two that gives an overview of the job role. Include a list of responsibilities. Include job qualifications and requirements. Outline who this position reports to.

List essential job responsibilities and tasks using present-tense action verbs. Avoid vague action verbs and use precise language to provide candidates with the most accurate requirements in a job description.

The key elements of a job description include a clear title, a summary, professional and education requirements, skills and working conditions. Employers may also mention a salary range and any perks offered by the company to reward or motivate employees.

Federal law does not require employers to have job descriptions, though there a few cases where there is an exception to this general rule.Because the employment provisions of the ADA focus on essential functions, the employer must ensure that all essential functions are covered in the job description.

1. Job identification: Job identification & organizational position which includes job title, code number of the job, department or division where the job is located. This part of job description helps to identify and designate the job.vaghela_manisha13@yahoo.co BY:MANISHA VAGHELA 15m.

In California, an employer may change an employee's job description to add additional duties if the employee is hired at will. At-will employment means an employer can change an employee's job duties, pay, title, hours, and more, and apply those changes to any future work.