[英文版]人力资源管理概论-Job Analysis(ppt 38页).ppt

Job Analysis The Nature of Job Analysis Job analysis The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it. Job description A list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis. Job specifications A list of a job’s “human requirements,” that is, the requisite education, skills, personality, and so on—another product of a job analysis. Types of Information Collected Work activities Human behaviors Machines, tools, equipment, and work aids Performance standards Job context Human requirements Uses of Job Analysis Information Recruitment and Selection Compensation Performance Appraisal Training Discovering Unassigned Duties EEO Compliance Uses of Job Analysis Information Steps in Job Analysis Step 1: Decide how you’ll use the information. Step 2: Review relevant background information. Step 3: Select representative positions. Step 4: Actually analyze the job. Step 5: Verify the job analysis information. Step 6: Develop a job description and job specification. Charting the Organization Organization chart A chart that shows the organizationwide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates to whom. Process chart A work flow chart that shows the flow of inputs to and outputs from a particular job. Process Chart for Analyzing a Job’s Workflow Methods of Collecting Job Analysis Information: The Interview Information sources Individual employees Groups of employees Supervisors with knowledge of the job Advantages Quick, direct way to find overlooked information. Disadvantages Distorted information Interview formats Structured (Checklist) Unstructured Interview Guidelines The job analyst and supervisor should work together to identify the workers who know the job best. Quickly establish rapport with the interviewee. Follow a structured g