Hellenism, Roman Citizenship and the Jewish Role in Apostle Pauls Background Free Essay Example, 5250 words

Tarsus was an important port about 10.2 miles up the river Cyndus from the southern coast of what is modern-day Turkey and it had a long and illustrious history, even before the time of Paul. Alexander the Great (d. 323 B. C.) had taken it over during one of his expansionist campaigns and it was granted the privileged status of a city-state in the Greek empire in 170 B. The city may well have enjoyed its connections with the Greek centres of learning and power, but it is important to remember that even in this early period the Greek domains were extremely varied in their history and worldviews. Walbank3 argues that the Hellenistic influence in the period of Alexander the Great spread very fast into Asia Minor but in some places, it had much more of an effect on the local cultures and practices than in others. There was no such thing as a heterogeneous Greek culture, and as the empire began to contract under pressure from pagan tribes and the advance of the up and coming Roman Empire , there was in many places a great deal of disappointment and disillusionment in the old Greek ways. We will write a custom essay sample on Hellenism, Roman Citizenship and the Jewish Role in Apostle Paul's Background or any topic specifically for you Only $17.96 $11.86/page 291); mention of a prophet from Crete who insulted his own people in Titus 12 is a third classical reference, traced back to the poet Epimenides (6th century BC). Further evidence for this line of reasoning has been found in the style of writing that Paul uses, particularly in his sermons and letters. Drane detects a Stoic style of writing and some similarities in Paul s theology and Stoic philosophy. The Stoic branch of Greek philosophy was quite fatalistic.

Security Safety And Health Care Essay - 1173 Words

Introduction and Background This records examines driving IT security systems in healthcare organzations, IT security hazard evaluation and comparing IT security controls in healthcare segment. Notwithstanding over, the report additionally addresses physical and human related controls which are straightforwardly connected with IT security related controls and late advancements in that. Leadership involved with i.t security management/ credentials/ training IT Security Strategies in Health Care In this day and age of essential electronic data and vindictive dangers, healthcare associations are finding that a responsive, base up, technology-driven way to deal with deciding security and protection prerequisites is not satisfactory to ensure the association and its patients. To evade breaks of touchy data and different sorts of security occurrences, healthcare associations must take a proactive, preventive approach with thoughtfulness regarding future security and protection needs. To apply the constrained assets accessible in a way that amplifies the decrease of business hazard, healthcare associations ought to utilize a top-down approach in light of hazard evaluation, and ought to moderate hazard through a mix of authoritative, physical, and specialized security controls. Building your association s security and protection capacities is an incremental, iterative, and progressing process. Subsequently, building up a suitable IT security system is a vital piece of socialShow M oreRelatedP4 - health, safety and security within a health and social care sector1408 Words   |  6 Pagesdealing with two particular incidents or emergencies in a health and social care setting. Fire, When you are working within a health and social care setting the most important thing is to evacuate the people that is in your care out of the building first. When you are working in an organisation you should always familiarise yourself with where the fire exits, fire alarms and fire extinguishers are located. If you are working within a care setting with elderly residents and there is a fire itRead MoreDiscuss Health, Safety or Security Concerns Arising from a Specific Incident or Emergency in a Health or Social Care Setting.605 Words   |  3 PagesUnit  3:  Health,  Safety  and  Security  in  Health  and  Social  Care M3:  Discuss  health,  safety  or  security  concerns  arising  from  a  specific  incident  or  emergency  in  a health  or  social  care  setting. In   a   health   and   social   care   setting   such   as   a  hospital  there  are  many  incidents  and  emergencies  that can   occur,   as   I   have   already   discussed   in   my   P4.   One   emergency   I   have   chosen   to   discuss   in further   detail  is  in  the  case  of  a  Ã¢â‚¬Ëœfire’,  and  the  health,  safety  and  security  concerns  that  could  arise  inRead MoreDiscuss Health, Safety or Security Concerns Arising from a Specific Incident or Emergency in a Health and Social Care Setting.1262 Words   |  6 PagesM3: discuss health, safety or security concerns arising from a specific incident or emergency in a health and social care setting. In this report I am going to discuss health, safety and security concerns that may arise when dealing with abuse and intruders in entry and foundation at Haringey sixth form centre. Incidents of suspected or actual Abuse The main concern that may arise when dealing with abuse is communication. This becomes a major concern as if a student’s has a hearing or speechRead MoreOutline How Legislation, Policies and Procedures Relating to Health, Safety and Security Influence Health and Social Care Settings.2263 Words   |  10 Pages3 Purple Group Legislation, Policies and Procedures for Health, Safety and Security. P2 – In this essay I am going to outline how legislation, policies and procedures relating to health, safety and security influence health and social care settings. M1 – I am also going to describe how health and safety legislation, policies and procedures promote the safety of individuals in a health or social care setting. Health and Safety Legislation Legislation is a law or act which has been enactedRead MoreEssay on Health and Social Care960 Words   |  4 PagesUnderstand how health and safety legislation is implemented in the health and social care workplace 1.1 Review systems, policies and procedures for communicating information on health and social care workplace in accordance with legislative requirements. 1.2 Assess the responsibilities in a specific health and social care work place for the management of health and safety in relation to organizational structure. 1.3 Analyse health and safety priorities appropriate for a specific health and socialRead MoreDIACAP : Analysis And Outline Of The Dod Information Systems1102 Words   |  5 Pageswhile lastly being decommissioned. DIACAP has been observed to offer visibility and management for the safe running of the DoD information systems. In many cases, DIACAP considers business or mission need, the safety of individually obvious facts, protection of the data being processed and safety of the surrounding of the systems facts. Various artifacts constitute the DIACAP package. Accordingly, the System Identification Profile (SIP) comprises the set of facts collected during registration of theRead Moreï » ¿CASE STUDY 1 for LO1 Essay1018 Words   |  5 Pagescorporate and clinical guidance, it set about taking a whole systems approach to managing corporate risk, giving one of its director’s responsibility for the leadership of health and safety for the first time. Health and safety was also made a key item on the board agenda. This has resulted in a much better integrated health and safety management system that increases the opportunity to identify and manage all corporate risks, and a much more open culture, improving reporting and monitoring. The boardRead Morehealth and safety in the health and social care workplace1112 Words   |  5 Pages 1. How Health and Safety legislation is implemented in the workplace ( Learning Outcome 1) 2. The ways in which health and safety requirements impact on customers and the work of practitioners, staff, visitors and clients in the health and social care workplace (Learning Outcome 2) 3. The monitoring and review of health and safety policies in the health and social care workplace (Learning Outcome 3) Read MoreWorkplace Violence and Hospital Safety1468 Words   |  6 PagesHospital Safety Workplace violence is a serious issue in all workplace settings in the United States, health care included. It is unfortunate that places that offer services to help better people’s health and lives are also places that experience terrifying life-threatening situations, but this is sadly the case. Between the years of 2000 and 2011, there were 154 documented, hospital-related shooting events in 148 hospitals across the nation that affected 253 victims (Kelen, Catlett, Kubut, HsiehRead Morect 301 understand health and safety in social care1729 Words   |  7 PagesCT 301 1.1 List legislation relating to general health and safety in a sociel care setting. Health and Safety at Work etc Act 1974 (also referred to as HSWA, the HSW Act, the 1974 Act or HASAWA) is the primary piece of legislation covering occupational health and safety in Great Britain. The Health and Safety Executive, with local authorities (and other enforcing authorities) is responsible for enforcing the Act and a number of other Acts and Statutory Instruments relevant to the working environment

Reporting System in Australia-Free-Samples-Myassignmenthelp.com

Question: Explain the Differential Reporting System in Australia and Critically evaluate the impacts of the Reduced Disclosure Requirements on the two Fundamental qualitative Answer: Introduction: In accounting standard of Australia a form of differential reporting has been included since the year 1990. The theory of reporting firms forms the centre of the differential reporting regime (Aasb.gov.au 2017). Differential reporting has been in Australia based on the concept of reporting unit. Presently this is about to transform after the drive by the Australian Accounting Standards Board to substitute the concept of Reporting Entity with the help of model that is more regulatory of the approach. The Australian accounting standard board has determined that an amended financial reporting regime with all the monetary financial which is equipped and lodged with ASIC under the Corporations Act 2001 will be considered as the general purpose financial reports based on the availability of access by the public register users. It is noteworthy to denote that the board has identified the differential reporting framework which is present preceding the AASB 1053 (Khokan, Rahman and Taher 2014). This comprises of the costs involved in the preparation of general purpose monetary statement for a number of firms were superior to benefits for the users of persons monetary report due to the structure that have led to the requirement for general purpose financial statements which were highly troublesome for several entities. As evident the users were not satisfied for other companies because the framework was being implemented in a manner that some firms were continuously reported as the non-reporting entities and preparing only definite purpose monetary statement (Tsalavoutas and Dionysiou 2014). For that reason, the board has determined in amending the differential reporting structure that was suitable for the board to also take into the considerations for revision. This is because the board consider the needs for general purpose monetary statement that vary from the Australia Accounting Standard. Discussion: The AASB in recent times issued two principles which will include the disclosure requirement for specific organizations preparing the general purpose monetary statements (B Glaum et al. 2013). The general objective is to shift all the companies in the direction of preparation of general purpose monetary reports with the objective of increasing the consistency and transparency at the same time by preserving the significance of these statements by eliminating the needless disclosures. Organizations capabilities derive the benefit of lowered disclosure needs that depends on the tier belonging inside the standards. As per AASB 1057 Application of Australian Accounting Standards recognizes the implementation of standard to companies and monetary statements. According to the AASB 1053 Application of Tiers of Australian Accounting Standards it lays down the differential reporting framework comprising of the two tiers of reporting obligations for preparing the general purpose financial statement (Beerbaum and Piechocki 2016). The requirements of Tier 1 integrate International Financial Reporting Standards that comprises of the interpretations that is issued by the IASB with the incorporation of subsection on the implementation of the each standard in the Australian environment. The entities that are publicly responsible for the profit, private sector are under obligation to take up the Tier 1 needs and hence they are under obligations to meet the terms of the IFRS. In addition to this other for-profit private companies meeting the terms of Tier 1 needs will at the same time obey with the IFRS. Some of the organizations agreeing with the Tier 1 requirements will concurrently act in accordance with the IFRS. Tier 2 on the hand, consists of the identification and measurement requirements of the Tier 1 however considerably concentrated disclosure requirements in respect of Tier 1. The AAS also comprises of the requirements which is exact for the Australian Entities. These requirements might be located in the AAS that integrates the not-for-profit or public sectors along with the disclosures that addresses the domestic regulatory or other issues (Chaudhry et al. 2015). Such kinds of requirements do not prohibit the publicly accountable profit making entities from complying with the IFRS. The AASB has reassessed their standards by specifying relevant information to be incorporated in the monetary reports of the organizations that are entitled to make use of the concentrated disclosure regime. The proposal that is stated in the Exposure Draft 277 of Reduced Disclosure Requirements for Tier 2 Entities proposes to deal with the concerns regarding the extent and significance of the reports that is generated under the present RDR. According to Flower (2016), AASB is keenly conscious of the requirement to eliminate the unnecessary or overly detailed disclosure and to enhance the disclosure requirements. These proposals helps in creating a balanced approached amid the preparer effort and the user requirement. In practice there are some of the companies that have the option of adopting the RDR instead of using the special purpose reports (Tsalavoutas and Dionysiou 2014). With large number of growing concern from the supervisors, shareholders and the broader community regarding the anticipation that these tenders will help in encouraging more companies to undertake the GPFR by using the reduced disclosure requirements regime. Particularly, the AASB is proposing to lower the reduce disclosure requirements that is required around the financial instruments and interest in other companies depending upon the feedback from the elements where these disclosure requirements were too detailed and contained little interest to the reports of the users (Macve 2015). It is noteworthy to denote that all the preparers of the GPFR can make the selection of adopting the Reduced Disclosure requirements under the second tier provided that they are not publicly responsible and are not required by the relevant regulator to be under the Tier 1 (Beerbaum and Piechocki 2016). It should be borne in mind that the Government and universities cannot make application for the Reduced Disclosure Requirements. The Australian Accounting Standard Board has made its intention of removing the reporting entity theory that would eliminate the capability of the organization in preparing the special purpose financial reports. Nevertheless, the AASB has undertaken the decision that the primary step of implementing the RDR the reporting unit impression can be continuously used. This will be reconsidered once more by the AASB in upcoming course. The special purpose financial reports will not able to take the advantage of Reduced Disclosure Requirements relief for accounting standards to which they comply (Glaum et al. 2013). This represents that some of the disclosure requirements are not any more required in the RDR of GPFR that would yet be required in the special purpose financial reports. Directors and the committee members can make the choice of moving from the special purpose financial reports to the Reduced Disclosure Requirements GPFR from the early implementation of AASB 1053 and AASB 2010-2. Given that an organization makes the decision of early adoption, the notes to the monetary reports should comprise of an open statement of conformity within the AAS reduced disclosure requirements (Macve 2015). The organization needs to be industrious in assuring that all the Required Disclosure Requirements are met. Considerations should be made to the disclosure requirements that might not be required. Conclusion: On arriving at the conclusion it is noteworthy to denote that the directors and members of Committee have the accountability of making sure that their monetary reporting is in compliance with the requirements of the users. Such kinds of changes provide the chance to take into the considerations the information requirements of the users along with the level of compliance with the AAS. The changes also state an opportunity to educating the board in regard to the fiscal reporting obligations. Perhaps several entities will consider the changes as the opportunity of moving from special purpose financial reporting to general purpose financial reporting Reference List: Guthrie, J. and Pang, T.T., 2013. Disclosure of Goodwill Impairment under AASB 136 from 20052010.Australian Accounting Review,23(3), pp.216-231. Kabir, H., Rahman, A.R. and Su, L., 2017. The Association between Goodwill Impairment Loss and Goodwill Impairment Test-Related Disclosures in Australia. Aasb.gov.au. (2017).Australian Accounting Standards Board (AASB) - Home. [online] Available at: https://www.aasb.gov.au [Accessed 31 Aug. 2017]. Khokan Bepari, M., F. Rahman, S. and Taher Mollik, A., 2014. Firms' compliance with the disclosure requirements of IFRS for goodwill impairment testing: Effect of the global financial crisis and other firm characteristics.Journal of Accounting Organizational Change,10(1), pp.116-149. Tsalavoutas, I. and Dionysiou, D., 2014. Value relevance of IFRS mandatory disclosure requirements.Journal of Applied Accounting Research,15(1), pp.22-42. Glaum, M., Schmidt, P., Street, D.L. and Vogel, S., 2013. Compliance with IFRS 3-and IAS 36-required disclosures across 17 European countries: company-and country-level determinants.Accounting and business research,43(3), pp.163-204. Beerbaum, D. and Piechocki, M., 2016. IFRS 9 and IFRS 7 Disclosure RequirementsAn Analysis of the IASB Taxonomy. Chaudhry, A., Coetsee, D., Bakker, E., Varughese, S., McIlwaine, S., Fuller, C., Rands, E., de Vos, N., Longmore, S. and Balasubramanian, T.V., 2015. Presentation of Financial Statements.2015 Interpretation and Application of International Financial Reporting Standards, pp.39-57. Flower, J., 2016.European financial reporting: adapting to a changing world. Springer. Macve, R., 2015.A Conceptual Framework for Financial Accounting and Reporting: Vision, Tool, Or Threat?. Routledge.

Effective use of Job Analysis in Enterprise †MyAssignmenthelp.com

Question: Discuss about the Effective use of Job Analysis. Answer: Background This briefing paper mainly provides an overview of the effective use of job analysis in any business enterprise (Schmidt Hunter, 2014). Various factors are noted in the regular practice of job analysis that deals with employee satisfaction as well as motivation. One of the major issues that are faced by business organization is managing their human power that results in poor performance. The present research is conducted to provide details of effective use of job analysis in given business enterprise (Vansteenkiste, Deschacht Sels, 2015). Job Analysis is one of the most crucial sectors of human resource management that is the place of all HR behavior in an organization for smooth functioning of business enterprise. The Job Analysis mainly focuses upon work related information for the job. With increased competition and technological advancement, it is noted that jobs are volatile by nature and team-based at the same time. It is important for the business enterprise to understand th e job that is determined by their employees and through understanding and providing employees with the relevant tools in the most appropriate way (Weigl et al., 2014). Job analysis is one of the method that gathers and examines facts about the content as well as person necessities of jobs and background to which jobs are performed. In addition, job analysis is used for determining placement of jobs. Furthermore, job analysis is a logical study of jobs for determining what behavior and tasks are present in relative importance in comparing with other jobs (Van Yperen, Wrtler De Jonge, 2016). Analysis: Significant aspects of current topic or issue on Job Analysis The rationale of current briefing paper is to highlight the problem that arises from Job Analysis and then recommending an effective use of job analysis at workplace (Vansteenkiste, Deschacht Sels, 2015). Problem with job analysis Lack of management support-One of the issues with Job Analysis is lack of support from management. The issue takes place when job forecaster does not get appropriate support from the administration (Van Yperen, Wrtler De Jonge, 2016). It is important for the top management to speak with middle level administrator and human resources for enhancing the production output of the process. If there is improper communication within the human resources, they can take it in a wrong sense as well as start looking for any other selection criteria. Without proper support from management, the employees may feel left out or develop a notion in their mind that the company may fire them so the people in management are ignoring the employees (Suthar, Chakravarthi Pradhan, 2014). It is recommended to the top level management that they should converse the right significance to their management. Lack of cooperation from human resources- One of the issue with Job Analysis is lack of cooperation from human resources. It is nearly unfeasible to collect genuine, reliable and precise job data without support from the management. If the management does not cooperate, it is sheer waste of time, human effort and money for conducting job analysis procedure. The management should take the workers in self-assurance and communicate with them for solving all types of problems (Van Yperen, Wrtler De Jonge, 2016). Failure to recognize the importance of job analysis- One of the problems with Job Analysis is inability to identify the need of job analysis (Suthar, Chakravarthi Pradhan, 2014). If the objectives and need of job analysis procedure are not correctly recognized, then the whole exercise of examination is to carry out the research in proper way. It is significant for the manager to choose in advance why the procedure is being carried out and what the objectives with the available recorded data are (Suthar, Chakravarthi Pradhan, 2014). Biasness of Job Analyst- One of the problems with Job Analysis is biasness of job analyst (Vansteenkiste, Deschacht Sels, 2015). A balanced and impartial approach becomes inevitability when carrying out the procedure of job examination. In order to get access to real and authentic data, the job forecaster needs to act neutral in their approach. It is recommended to hire a professional job analyst who remains unbiased in their job activities. Using single data source- One of the problems with Job Analysis is using single data source (Spell, Eby Vandenberg, 2014). A job market analyst needs to believe more than one sources of data or collecting true facts. It is important to consider the fact that collecting data from a single foundation of data may lead to incorrectness as well as defeats the overall reason of behavior the job analysis procedure (Van Yperen, Wrtler De Jonge, 2016).. Actions taken to address the issue Job Analysis takes into account collection as well as recording of job related data like knowledge and skills that is needed for performing a job, duties and responsibilities (Morgeson et al., 2016). The major function of job analysis is to find any relevant information that correctly fits between the job and worker for assessing the performance of a worker for determining the worth of specific task and analyzing guidance and growth need of employees for delivering particular job (Vansteenkiste, Deschacht Sels, 2015). For instance, for analyzing job of an managerial sales director, it is required to first decide the worth of the job and then examine whether the person is able to bring what is predictable from the sales manager (Cheramie et al., 2014). It is also important to know whether the candidate is perfect for the job or not. The job analysis process is lengthy that involves compilation of other significant details and information like compensation grade, job location, reporting structure, job duties, department or division, communication and physical skills, routine task as well as aptitude to adjust in a given surroundings and management skills (Schmidt Hunter, 2014). Job analysis plays significant role at the time of recruitment and selection, deciding for the compensation and benefits packages, designing of job, evaluation of job as well as examine instruction and expansion needs for assessing the value of a job that will lead to personnel and organizational productivity (Edien, 2015). Recruitment and Selection- One of the purposes of Job Analysis is Recruitment and Selection (Sanchez Levine, 2012). This means that job analysis help in evaluating what kind of individual is needed for performing a specific job. Recruitment and selection process points out the aspects that is essential in a candidate to be eligible for a job such as educational qualifications, technical skills, physical skills, personal skills. The major purpose of recruitment is to locate the right person for right job (Vansteenkiste, Deschacht Sels, 2015). Performance Analysis- One of the purposes of Job Analysis is Performance Analysis (Saif et al., 2013). This means that job analysis is performed for checking whether the goals and objectives of a specific job are met or not. By conducting performance analysis, it is easy to decide over the performance standards as well as evaluation criteria and output of an individual. Therefore, the overall performance of employees is measured based on their performance in a particular work (Sanchez Levine, 2012). Training and Development- One of the purposes of job analysis is training and development (Vansteenkiste, Deschacht Sels, 2015). Here, job analysis can be evaluated for assessing the training and expansion needs of human resources. Furthermore, the disparity between the predictable as well as definite output explains the level of training that need to be given to employees. Therefore, training and development sessions help in deciding the content of the training, tools and equipments that need to be used for conducting training and other technique of teaching activities (Saif et al., 2013). Compensation Management- One of the principles of job analysis is compensation management (Nikolaou, 2014). In addition, job analysis plays a significant role while deciding the pay correspondence as well as extra perks, incentives and reimbursement of human resources. Furthermore, the pay packages depend mainly on the position, responsibilities, job title and duties concerned in a job. Therefore, the job analysis procedure guides the human resource manager when they know the worth of employees for specific job opening (Van Yperen, Wrtler De Jonge, 2016). Job scheming and Redesigning- One of the reason of job analysis is job designing and redesigning (Van Yperen, Wrtler De Jonge, 2016). In addition, the main reason of job examination is to rationalize the human efforts as well as getting the best possible output. The job analysis help in designing, enriching as well as redesigning and cutting back extra responsibilities in a specific job. Therefore, the job analysis is performed for enhancing the employee satisfaction at the time of increasing the human output (Ali-Hassan, Nevo Wade, 2015). Job analysis deals with development of positions where the business needs to fill up attributes for completing the mission statement (Suthar, Chakravarthi Pradhan, 2014). Job analysis is one of the critical components of strategic solution that explain how human resources will be used within the business and the purpose can be broken into diverse roles. The first role of Job Analysis is to develop the success factors of personnel of business. There are various companies that have diverse meaning of achievement (Morgeson et al., 2016). Job analysis is one of the processes that obtain facts about jobs by influential on what are the duties, activities and tasks. It is the responsibility of the HR managers to use data for developing job descriptions and job specifications based on recruitment, employee performance appraisal as well as training and career expansion. The main principle of job analysis is to recover in the presentation of an organization as well as productivity at the same time (Van Yperen, Wrtler De Jonge, 2016). There are several problem that is associated to job analysis where human resource manager need to decide upon how to decide the need of new human resources in an association, where to place human resources in order to exploit their proficiency and aptitude, how to eliminate unneeded jobs, how to set sensible presentation dimension principles as well as how to recognize the jobs and arrange a plan to fill it as well (Bardach Patashnik, 2015). The above listed problems can be effectively managed with the help of job analysis. T is the responsibility of the managers to deal with such types of challenges in daily operations of the company where they need to accomplish successfully and professionally in relation to selection, resource recruitment, satisfaction and adding extra responsibilities and duties (Van Yperen, Wrtler De Jonge, 2016). An effective as well as right process need to be used at the time of analyzing a specific job. It helps in maintaining the right quality of employees, measuring the performance of realistic performance and assessing the training and development needs for increasing the level of productivity (Cheramie et al., 2014). Using Job Analysis can solve all the problems that are listed in the section above as job analysis help in establishing and documenting competencies that is essential for a job for recognizing the job-relatedness and given that a basis of permissible defensibility of an appraisal and assortment events (Edien, 2015). The action that should be taken by the management is determining the need of training for testing activities (Vansteenkiste, Deschacht Sels, 2015). Equipment should be utilized for carrying the teaching sessions and methods of training such as computer-based, small group as well as video presentation and classroom presentation. Job analysis can be used for presentation appraisal to recognize ways for developing objective as well as goals, evaluation criteria, presentation main beliefs as well as length of provisional periods. In addition, the job analysis can be used in collection events for recognizing ways for developing job duties that should be integrated in announcement of vacant positions; suitable salary level of the place for determining what income should be offered to an applicant (Haider et al, 2015). There are different that are used for understanding the jobs such as workflow analysis, re-engineering, job design, job analysis and job descriptions. Here, workflow examina tion means the study of way of work such as inputs, activities and outputs that moves through an association. In addition, Business procedure re-engineering is a procedure that measures ways for improving such behavior like product expansion, examination delivery and customer examination (Van Yperen, Wrtler De Jonge, 2016).. Job analysis can be used in reimbursement for determining skill levels, compensable job factors, work surroundings such as attention, physical efforts, hazards and responsibilities and required level of education (Kang Ritzhaupt, 2015). Cautionary notes The briefing paper had been written in a way by keeping in mind that the content should not hurt sentiments of any person and organization in a negative way. Entire briefing paper was written to understand the issue with job analysis and then suggesting effective use of job analysis. The content of the briefing paper contains information from reliable sources such as peer-reviewed journal articles, authentic websites and academic books for reference purpose. References Ali-Hassan, H., Nevo, D., Wade, M. (2015). Linking dimensions of social media use to job performance: The role of social capital.The Journal of Strategic Information Systems,24(2), 65-89. Bardach, E., Patashnik, E. M. (2015).A practical guide for policy analysis: The eightfold path to more effective problem solving. CQ press. Cheramie, R., Fuller, B., Simmering, M. J., Marler, L. E., Cox, S. S. (2014). Improving Career Development in Students by Developing Job Analysis Skills.Learning in Higher Education, 49. Edien, A. (2015). Effects of job analysis on personnel innovation, International Journal of Business and Management Invention, 4(10), 9-18. Haider, M., Aamir, A., Hamid, A. A., Hashim, M. (2015). A literature Analysis on the Importance of Non-Financial Rewards for Employees' Job Satisfaction.Abasyn Journal of Social Sciences,8(2), 341-354. Kang, Y., Ritzhaupt, A. D. (2015). A job announcement analysis of educational technology professional positions: Knowledge, skills, and abilities.Journal of Educational Technology Systems,43(3), 231-256. Morgeson, F. P., Spitzmuller, M., Garza, A. S., Campion, M. A. (2016). Pay attention! The liabilities of respondent experience and carelessness when making job analysis judgments.Journal of Management,42(7), 1904-1933. Nikolaou, I. (2014). Social networking web sites in job search and employee recruitment.International Journal of Selection and Assessment,22(2), 179-189. Saif, N., Khan, M., Rehman, K., Rehman, Z., Nawa, T., Naqeeb, M. (2013). Competency based job analysis. International Journal of Academic Research in Accounting, Finance and Management Sciences, 3(1), 105-111. Sanchez, J., Levine, E. (2012). The rise and fall of job analysis and the future of work analysis. Annual Review of Psychology, 63, 397-425. Schmidt, F. L., Hunter, J. E. (2014).Methods of meta-analysis: Correcting error and bias in research findings. Sage publications. Spell, H. B., Eby, L. T., Vandenberg, R. J. (2014). Developmental climate: A cross-level analysis of voluntary turnover and job performance.Journal of vocational behavior,84(3), 283-292. Suthar, B., Chakravarthi, T., Pradhan, S. (2014). Impacts of job analysis on organizational performance: An inquiry on Indian public sector enterprises. Procedia Economics and Finance, 11, 166-181. Van Yperen, N. W., Wrtler, B., De Jonge, K. M. (2016). Workers' intrinsic work motivation when job demands are high: The role of need for autonomy and perceived opportunity for blended working.Computers in Human Behavior,60, 179-184. Vansteenkiste, S., Deschacht, N., Sels, L. (2015). Why are unemployed aged fifty and over less likely to find a job? A decomposition analysis.Journal of Vocational Behavior,90, 55-65. Weigl, M., Mller, A., Hornung, S., Leidenberger, M., Heiden, B. (2014). Job resources and work engagement: The contributing role of selection, optimization, and compensation strategies at work.Journal for Labour Market Research,47(4), 299-312.