人力核心原则与实践方法.pdfVIP

Afterstudyingthischapter,

youshouldbeableto:

1.Discussthenatureofjobanalysis,includingwhatitis

andhowit’sused.

2.Useatleastthreemethodsofcollectingjobanalysis

information,includinginterviews,questionnaires,and

observation.

3.Writejobdescriptions,includingsummariesandjob

functions,usingtheInternetandtraditionalmethods.

4.WritejobspecificationsusingtheInternetaswellas

yourjudgment.

5.Exinjobanalysisina“jobs”world,including

whatitmeansandhowit’sdoneinpractice.

©2005PrenticeHallInc.s.4–2

TheNatureofJobAnalysis

➢Jobanalysis

–Theprocedurefordeterminingthedutiesandskill

requirementsofajobandthekindofwho

shouldbehiredforit.

➢Jobdescription

–Alistofajob’sduties,responsibilities,reporting

relationships,workingconditions,andsupervisory

responsibilities—oneproductofajobanalysis.

➢Jobspecifications

–Alistofajob’s“humanrequirements,”thatis,the

requisiteeducation,skills,ality,andsoon—

anotherproductofajobanalysis.

©2005PrenticeHallInc.s.4–3

TypesofInformationCollected

➢Workactivities

➢Humanbehaviors

➢Machines,tools,equipment,andworkaids

➢Performancestandards

➢Jobcontext

➢Humanrequirements

©2005PrenticeHallInc.s.4–4

UsesofJobAnalysisInformation

➢RecruitmentandSelection

➢Compensation

➢PerformanceAppraisal

➢Training

➢DiscoveringUnassignedDuties

➢EEOCompliance

©2005PrenticeHallInc.s.4–5

UsesofJobAnalysisInformation