Prepare a research proposal for a research project in the area of Dissertation

Prepare a seek proposal for a research project in the playing field of management (including accounting, finance and management scien - Dissertation ExampleJob Descriptions are lists of the general tasks, or functions, and responsibilities of a position. Job synopsis is necessary for all the functions of Human Resources and better fulfilance in these areas lead to organisational Development, so we can say that Job psychoanalysis directly, indirectly or eventually leads to shapingal Development. Organization Development (OD) is defined as the process of improving organization. The process is carefully planned and implemented to get ahead the organization, its employees and its stakeholders. The current study is at approach. This study is conducted to show the significance of Job psychoanalysis for organization development. The causality behind choosing this topic is that I have interest in this topic. This was the most significant criteria for me. Doing the thesis demand a lot of time and the quality of life will be enhanced if these hours are apply pleasingly. Moreover, the quality of research, writing, and arguments will be much better if I feel genuine passion for my work. This research would be beneficial both for University (name your college/university) and Nestle as it would improve the relations. These professional relationships can help Nestle to hire best talent from (name of your college/university) as their talented human resources. LITERATURE REVIEW Job Analysis is the systematic process of determining the skills, duties and knowledge required for performing the reflects in an organization (Mondey & Noe, 2006). Traditionally it is an requirement and pervasive human resource technique and the starting point for other human resource activities. In todays rapidly changing work environment, organizations extensively rely on Job Analysis practices in order to enhance Organizational Development. New jobs are creation created and old jobs ar e being redesigned and eliminated. Organizations that want to develop tailor jobs according to changing needs and thus Job Analysis is reviewed. In 1991, Ronald, Lawrence, & Goldberg discussed Job Analysis as the systematic procedure of collecting and analyzing information about jobs. Job Analysis consists of two elements a Job Description and Job Specification. A Job Description is a written description of the activities that have to be performed. Generally, a Job Description also contains information about tools and equipment utilize in the job and about the working conditions. So job descriptions specify the job content and the job context. The Job Specification indicates which specific skills, competences, knowledge, capabilities and other physical and personal attributes peerless must have to perform the job successfully. An acronym that is used to describe which types of attributes are referred to in job analysis is KSAO Knowledge, Skills, Abilities and Others characteristi cs (Ronald, Lawrence, & Goldberg, 1991). Job Analysis has been one of the most useful tools for gathering information and developing content valid and legally defensible alternative procedures for a wide variety of jobs (Harvey, 1991). When job analysis is used for building the human potential and it is examine and reviewed according to the changing requirements of the organization it finally leads to organizational development. DeSimone & Werner (2006) defines organizational