2009:- “Job analysis is a systematic investigation of the tasks, duties and

responsibilities of a job…”. Critically analyze this statement in the context of

employee performance.
2009:- Career planning and succession-planning
2009: Workload forecasting.
2010: Succession planning for managers.
2010: Why do some organisations need more complex and comprehensive Human
Resources planning systems than others? What kinds of information might an HR
planner want to collect about the external labour market? Describe.
2010: Job analysis typically produces merely a job description and the context in
which work activities are performed." Critically evaluate the statement.
2014: Why are workers not more proactive in job analysis programmes, though it is
more helpful in their possible development in comparison to managers? Identify the
reasons and offer suggestions to make the job analysis more relevant and effective
2015:- “Compared to factory workers, it is more difficult to attempt job analysis, job
description, and job specification for the Scientists and Engineers working in research
and Development Departments.” Comment, how does the HR Department isHelp
management to address these challenges effectively?
2016: Burack Smith Model forecasting Human source needs.
2016: “A job description is a word picture of the organizational relationships,
responsibilities and specific duties that constitute a given job or position.” Discuss the
major criteria for a well-made job description that link the underlined factors. 20
2017: Job-psychographic method. 10
2018: “Demand forecasting of human resource is the process of estimating the future
quantity and quality of people required.” In the light of this statement, evaluate various
techniques specially applicable to the service industry.