人力资源管理 HRM chapter4 Job Analysis.ppt

Job Analysis After studying this chapter, you should be able to: Discuss the nature of job analysis, including what it is and how it’s used. Use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Write job descriptions, including summaries and job functions, using the Internet and traditional methods. Write job specifications using the Internet as well as your judgment. Explain job analysis in a “jobless” world, including what it means and how it’s done in practice. Job Analysis Part 1: The Nature of 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 Work activities Cleaning Selling Teaching Painting How, why and when the activities are performed Human behaviors Sensing Communicating Deciding Writing Job demands Lifting Walking Machines, Tools, Equipment, Work Aids Tools used Materials processed Knowledge Services Performance Standards Quantity level for job duty Quality level for job duty Job Context Working conditions Schedule Organizational context Social context Human Requirements Job-related knowledge and skills Education Training Work experience Personal attributes Aptitudes Physical characteristics Personality Interests Uses of Job Analysis Information ----the basis for several HRM activities Recruitment and Selection Compensation Performance Appraisal Training Discovering Unassigned Duti