工作分析(英文PPT57

➢ The systematic process of determining the skills, duties, and knowledge required for performing jobs in an organization.
➢ The process of gathering, analyzing, and structuring information about a job’s components, characteristics, and job requirements.
performed by an individual. ➢ Responsibility: an obligation to perform certain tasks and duties. ➢ Position: set of tasks and duties performed by single individual
impact) ➢ New Jobs ➢ Jobs affected by new technology, expanded jobs, or
altogether new jobs ➢ Entry level jobs
• Who is involved in JA • Sources of information used in JA
Presentation Slide 3–2 10
Job Analysis and Essential Job Functions
• Essential Functions
➢ Statements in the job description of job duties and responsibilities that are critical for success on the job.
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Other Important Job Analysis Terms
➢ Job Description:
❖ Written narrative describing activities performed on a job; includes info about equipment used and working conditions.
PowerPoint Presentation by Charlie Cook
The Nature of Job Analysis
• Job Analysis
➢ The process of gathering, analyzing, and structuring information about the content, context, and the human requirements of jobs.
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Controlling the Accuracy of Job Information
• Factors influencing the accuracy of job information
• Determining job requirements
Job Description
• Summary statement of the job • List of essential functions of the
job
• Employee orientation • Employee instruction • Disciplinary action
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Job Analysis in Perspective
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Байду номын сангаас
The Process of Job Analysis
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Performing Job Analysis
1. Select jobs to study
2. Determine information to collect: Tasks, responsibilities, skill requirements
3. Identify sources of data: Employees, supervisors/managers
6. Write job analysis report
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Presentation Slide 3–3 12
Gathering Job Information
• Interviews • Questionnaires • Observation • Diaries
Selection
Performance Appraisal
Provide job duties and job specifications for selection process
Provide performance criteria for evaluating employees
Training and Development
Job Specification
• Personal qualifications required in terms of skills, education and experience
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• Recruitment • Selection • Development
➢ Producing the job description (task, duties, and responsibilities) and job specification (KSAOs)
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Figure 3.1
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Determining Job Requirements
Nature of:
Job Analysis
Basis for:
• What employee does • Why employee does it • How employee does it
❖ The different duties and responsibilities performed by only one employee
➢ Job: group of positions that are identical with respect to their major significant tasks and sufficiently alike to be covered by single analysis
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Job Analysis
• Which jobs to include?
➢ Those critical to the success of an organization ➢ Jobs that are difficult to learn and perform ➢ Legal considerations may help (evidence of adverse
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Important Job Analysis Terms
➢ Task:a distinct, identifiable work activity composed of motions ➢ Duty: a larger work segment composed of several tasks that are
❖ Statement of the needed knowledge, skills, abilities, and other characterisitcs (KSAOs) of the person who is to perform the job
❖ Since Griggs v Duke Power and the Civil Rights Act of 1991, job specifications used in selection must relate specifically to the duties of the job.
4. Methods of data collection: Interviews, questionnaires, observation, diaries and records
5. Evaluate and verify data collection: Other employees, supervisors/managers
Determine training needs and develop instructional programs
Compensation Management
Provide basis for determining employee’s rate of pay
Presentation Slide 3–1
perform the function. ➢ The function is specialized, requiring needed
expertise or abilities to complete the job.
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❖ The purpose of essential functions is to match and accommodate human capabilities to job requirements.
• A job function is essential if:
➢ The position exists to perform the function. ➢ A limited number of employees are available to
❖ A group of related activities and duties
➢ Job Family: A group of individual jobs with similar characteristics ➢ Occupation: general class of jobs ➢ Career: sequence of jobs held by individual throughout lifetime
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Relationship of Job Requirements
Job Requirements
to Other HRM Functions
Recruitment
Determine recruitment qualifications
❖ Statement of the tasks, duties, and responsibilities (TDRs) of a job to be performed
➢ Job Specification:
❖ Identifies major job responsibilities; outlines specific ksa, and other physical and personal characteristics necessary to perform a job.