Bus361 Would job analysis be a good tool to use or rely on for determining performance dimensions, why or why not?

1)Would job analysis be a good tool to use or rely on for determining performance dimensions, why or why not?
2)Would a job repository like Canada’s National Occupation Classification or the US O*Net be useful for constructing defining job performance?
3)Which “stand-alone” job performance dimensions would you assess and why? Which seem relevant? What’s a limitation of only focusing on task performance in this case?
4)Would it be useful to use an industry or job-specific model from other organizations?
5)For this job, would you use objective or subjective measures of performance? Why or why not? How would you try to measure the dimensions identified in question3?

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