Jobs

If a company is asking you for a Social Security Number prior to hire (which is the key to this question), it needs to be on a form where you are actually granting permission for that employer to run a background check in the first place. If they are just simply asking for a Social Security number without you granting some type of permission for a check, the employer does not realize the liability involved with collecting such information on all of their applicants. It is not unlawful for an employer to collect SSN on the application, but this is usually accompanied by the collection of your date of birth as well, since both will be needed to verify that you are who you say you are when a background check is run.

The Department of Labor has a guideline that basically states that the employer truly should only collect information on the application that is directly related to your ability to perform the requirements for the position. If the SSN and Date of Birth are on the application itself, then this is strongly discouraged by the Department of Labor. The form where Social Security and Date of Birth are collected should always be on a separate document granting the permission as described above and should be kept in a secure place by the employer (to avoid the liability of losing this information into the hands of others). If an employer is asking for this information and you do not have an offer on the table or you are not a finalist in the interview process, avoid it altogether. There are many scam artists out there today that use this common hiring process to trick applicants into providing this information on the application itself, but again most employers do not do this because of the liability involved in having personal information for candidates they end up never hiring. The other challenge is that if hiring managers see the application and this information is a part of the application, then this is giving your personal information in an accessible way to people in the organization that should not have access or be able to see this information to begin with. So before providing this type of information, think about these main questions:

• Is this information being asked on the main application, or a separate form?
• Am I the final applicant or do I have an offer on the table that warrants the need for this information for the company to run a check?
• Have I even been interviewed yet by the organization, since a check is typically not needed until my qualifications for the role have been verified first?
• Does the form I am filling out actually have wording that describes the fact that I, as the applicant, am granting permission for a check to be run?

Department of Labor guidelines are found here for reference: http://www.dol.gov

In conclusion, keep in mind that employers are obligated to verify that you are who you say you are, and depending on the role, may require that you have a clean record, so ultimately if this information is requested, it is a good sign that the employer is very interested in you as a potential hire, so it makes sense to provide this information to finalize the process and get yourself a job!

JOB ANALYSIS :

Job analysis is the fundamental process that forms the basis of all human resource activities. In its simplest terms, job analysis is a systematic process for gathering, documenting and analyzing data about the work required for a job. The data collected in a job analysis, and reflected through a job description, includes a description of the context and principal duties of the job, and information about the skills, responsibilities, mental models and techniques for job analysis. These include the Position Analysis, Questionnaires, which focuses on generalized human behavior and interviews, task inventories, fundamental job analysis and the job element method.

The United States Govt's Union Guidelines on Employees Selection Procedure (1978) and the American Psychological Association's principles for the validation and use of personnel selection procedure stipulates that job analysis is essential to valediction of any and all major human resource activities.

A job analysis provides an objective picture of the job, not the person performing the job, and as such, provides fundamental information to support all subsequent and related HR activities, such as recruitment, training, development, performance management and succession planning.

Uses of Job Analysis:

Job analysis is the procedure for identifying those duties or behaviors that define a job. Aside from verifying the fairness of selection procedures, job analysis is the foundation of virtually every other area of industrial psychology, including performance appraisal training and human factors. Additionally, job analysis is the basis of job evaluation, the procedure for setting salary scales.

Fig-I suggests some of the many uses of job analysis.(page-8)

Information about jobs can be collected in a number of ways. McCormick (1976) list the following as potential sources : observation, individual interview, group interview, technical conference, questionnaire, diary, critical incidents, equipment design information, recording of job activities, or employee records. Possible agents to do the collecting are professional job analysis, supervisors, job incumbents, or even a camera in the work place.

In spite of both its importance and availability of data, however, the area of job analysis has not been studied in details. One reason for the lack of research is the nature of the data : Although qualitative information about jobs, collected through observations, is plentiful, translating this data into a quantitative form amenable to statistical analysis is often difficult.

Figure-I (Page-8)

Human Resource Management Cycle : Application of Job Analysis Data

Over time different approaches to dealing with data of job description have been developed. Some method designed to study jobs include :

1. Functional Job Analysis: The rationale behind the Functional Job Analysis(FJA) is that jobs must be defined in terms of interaction between the task, the individual responsible for accomplishing the task and the environment in which the task is to be performed. FJA was developed by Sidney A Fine during the 1950s as a part of Functional Occupational Classification Project that resulted in the third edition of the Dictionary of Occupational Titles.
2. Critical Incident Technique : In contrast to FJA where the experts make judgment about the contents of the job, the critical incidents technique (CIT) utilizes the actual episodes of on the job behavior. This job analysis method grew out of experiences of selecting candidates for flight school during World War II. Standards of acceptance or rejection were lax, and vague reasons such as "lack of inherent flying ability" were used for disqualifying individuals who might have been good crew members.
3. Job Element Method: this method of job analysis was developed by Ernest Primoff at the federal Office of Personnel Management and uses as its focus the elements that a worker uses in performing a specific job. Job elements include Knowledge, Skills and Abilities (KSAs) as well as willingness, interest, and personal characteristics
4. Position Analysis Questionnaire :The Position Analysis Questionnaire (PAQ) was developed by MacCormic and associates (1972) on the assumption that there is an underlying taxonomy to all jobs. That is in contrast to all other methods, the PAQ approach focuses on broad categories common to all jobs rather than on individual elements of specific jobs.

There are two basics ways in which work is organised. The first is related to the flow of authority and is known as organization structure or merely organization. The second relates to flow of work itself from one operation to another and is known as procedure. Synonyms are method, system, and work flow. Alert managers usually recognize the behavioral aspects of organization structure or "flow of authority" because of the superior-subordinate relationship which it establishes, but more often than not they ignore or overlook the behavioral aspects of work flow. The reason that work flow and the layout over which it flows are engineering factors, are to be distinguished from human factors. In the usual case however, work flow has many behavioral aspects because it involves people interaction as they perform their work.

One management's most fundamental idea is systems and method improvement, by which it seeks to make optimum use of division of labour, and specialization and to achieve order and balance in the performance of work. However, as indicated in the quotation introducing this chapter, workers do not lie to be "engineered" in methods improvement. They perceive that improvement is measure in technical terms and that the human dissatisfaction caused by the "improvement" are generally overlooked. The goal of methods improvement is greater productivity, but sometimes it brings human compilations which reduce effectiveness and offset the technical advantages gained.

This part discusses different aspects of work methods. Emphasis is upon the flow of work among people, rather than the personal work methods of an isolated individual. Subjects discussed are flow of work and different work system.

A job that requires a college degree is often aimed at people with some college course work that has earned them a certificate or degree. This requirement would be fulfilled by someone having a Bachelor's degree (or beyond).

A requirement of a graduate degree imposes the applicant(s) to have a Master's degree (or beyond).

______________________

Some jobs that require advanced degrees are doctor, psychologist, college professor, engineer, and pharmaci

All of this does not help you any bit i dont understand why they put this up

To teach within the public school system in the United States at the pre-K through high school levels, you must have a minimum of a bachelor's degree in a teacher education program from a regionally accredited college or university and state teacher certification. This would take approximately four years to complete as a full-time student, provided you take the program as prescribed by the college or university. Individuals who already have at least a bachelor's degree but not in an education program, can obtain certification to teach specific courses through the Alternative Route Program within the state they wish to teach.

For the source and more detailed information concerning your request, click on the related links section (U.S. Department of Labor) indicated directly below this answer section.