工作分析带来的价值（The value of job analysis）.doc

工作分析带来的价值（The value of job analysis） The Internet era, with universal sharing flat, network, organization structure flexibility, organizational information, enterprise knowledge staff proportion is more and more big, some people think that human resources management should be more fuzzy, flexible, team , and standardized and personalized no more important. From this point of view, the value of job analysis should be weakened and weakened as the basis and premise of the construction of modern human resource management system. I think this understanding is rather one-sided. Stylization and humanization The current management of human resources tend to focus on matters of recruitment, contract management, employee attendance, performance evaluation, salary system, transfer and training related to the companys internal staff, but ignore the ties with customers, pay no attention to customer needs and market changes. The human resource management of the desktop, is referred to as an internal management department to provide services and support to business department human resource department, and the management of the companys business is lack of in-depth understanding of the opportunity, the lack of the whole company to insight. Therefore, the management methods adopted can only be some remedial measures after the event, and the real human resources planning will become a kind of imagination and can not be effectively implemented. This lagging behind the practice of management model, but also doomed the human resources department can not become an enterprise axis Department, which inevitably become a can not be tied with the business sector, with equal status of the department. Only after the business demand, we can take some try to meet the business needs of the static action is a kind of passive response (reactive), it is lack of in-depth analysis of the real needs of the business department, to guide the practice. Chinese due to various types of new information shari