远卓-人力资源模版库-Job Analysis and Competency Modeling010

6-3
Introduction
Organizations must have a systematic way to determine which employees are expected to perform a particular function or task that must be accomplished
McGraw-Hill/Irwin
© 2004 The McGraw-Hill Companies, Inc. All rights reserved.
6-4
Studying and understanding jobs through the process known as job analysis is a vital part of any HRM program.
6-1
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© 2004 The McGraw-Hill Companies, Inc. All rights reserved.
chapter
6-2
6
Job Analysis and Competency Modeling
McGraw-Hill/Irwin
© 2004 The McGraw-Hill Companies, Inc. All rights reserved.
Job description – The principal product of a job analysis
Represents a written summary of the job as an identifiable organizational unit
McGraw-Hill/Irwin
2. Which tasks are grouped together and considered a job?
3. How can a job be designed or structured so that the employee’s performance can be enhanced?
© 2004 The McGraw-Hill Companies, Inc. All rights reserved.
6-9
The Vocabulary of Job Analysis (3 of 3)
Position – Consists of the responsibilities and duties performed by an individual
The cornerstone of the organization is the set of jobs performed by its employees
The jobs provide the mechanism for coordinating and linking the various activities of the organization that are necessary for success
5. What kind of person (i.e., traits and experience) is best suited for the job?
6. How can the information acquired by a job analysis be used in the development of HRM programs?
© 2004 The McGraw-Hill Companies, Inc. All rights reserved.
6-8
The Vocabulary of Job Analysis (2 of 3)
Job specification – A written explanation of the knowledge, skills, abilities, traits, and other characteristics (KSAOs) necessary for effective performance on a given job
Tasks – Coordinated and aggregated series of work elements used to produce an output
e.g., a unit of production or service to a client
McGraw-Hill/Irwin
McGraw-Hill/Irwin
© 2004 The McGraw-Hill Companies, Inc. All rights reserved.
Job analysis provides answers to the 6-5 following questions: (1 of 2)
1. How much time is taken to complete important tasks?
McGraw-Hill/Irwin
© 2004 The McGraw-Hill Companies, Inc. All rights reserved.
6-7
The Vocabulary of Job Analysis (1 of 3)
Job analysis – A purposeful, systematic process for collecting information on the important work-related aspects of a job
McGraw-Biblioteka ill/Irwin© 2004 The McGraw-Hill Companies, Inc. All rights reserved.
Job analysis provides answers to the 6-6 following questions: (2 of 2)
4. What kinds of behaviors are needed to perform the job?