Job analysis mainly includes two aspects: first, job description job description is to determine the specific characteristics of the position. Including the following aspects: 1, the name of the work. 2. Work activities and procedures. 3. Working conditions and physical environment. 4. Social environment. 5. Professional conditions. Second, job requirements Job requirements explain the psychological and physiological requirements such as knowledge, skills, abilities, interests, physical and behavioral characteristics that people engaged in a certain job must have. The purpose is to determine important individual characteristics as the basis for personnel selection, appointment and deployment. The main contents of job requirements include: requirements for work procedures and techniques, work skills, independent judgment and thinking ability, memory, attention, perception ability, alertness, operational ability (speed, accuracy and coordination), work attitude and various special abilities. Job requirements also include education, work experience, life experience and health status.
What are the contents of post investigation?
There are seven main items in the survey:
1. Who can hold this position (qualification, body, age, gender, etc. ).
2. The nature, type and quantity of the position.
3. The purpose, treatment, material and spiritual remuneration of this position.
4, work technical procedures and tools, etc.
5. Work area, location, scope and environment.
6, working hours, work stability (length of time), etc.
7. The affiliation of this position in the organization and the positions and responsibilities of cooperation.
What does job analysis include?
Job analysis refers to a series of job information collection, analysis and synthesis processes that systematically and comprehensively confirm the whole job in order to provide various job-related information for management activities. Job analysis is the basis of human resource management, and its analysis quality has a decisive influence on other human resource management modules. The position of job analysis in human resource management is shown in the following figure:
Through the analysis of job input, job conversion process, job output, job-related characteristics, job resources and working environment background, the result of job analysis-job specification (also called job description) is formed.
Job description includes job identification information, job summary, job responsibilities and responsibilities, and job qualification standard information, which provides convenience for the use of other human resource management functions.
[Edit] Content of job analysis
The content of job analysis includes three parts: the analysis of job content and job requirements; Post, department and organizational structure analysis; Analyze the employees of the work subject.
Job content analysis refers to the analysis of the whole process and important auxiliary processes of product (or service) realization, including the analysis of work steps, workflow, work rules, work environment, work equipment, auxiliary means and other related contents;
Due to the complexity, diversity and division of labor, posts, departments and organizational structures are inevitable. Different industries and businesses affect the setting of posts, departments and organizational structures. The analysis of post, department and organizational structure includes the analysis of post name, post content, department name, department function, workload and their relationship.
The analysis of employees by working subjects includes the analysis of employees' age, gender, hobbies, experience, knowledge and skills, which is helpful to grasp and understand employees' knowledge structure, hobbies and career orientation. On this basis, enterprises can arrange employees to the most suitable jobs according to their characteristics, so as to achieve the goal of giving full play to their talents.
[Edit] Job Analysis Method
The methods of job analysis mainly include job analysis questionnaire (PAQ), job element method (JEM), manager job description questionnaire (MPDQ), key trait analysis system (TTAS), functional job analysis system (FJA), task list analysis system (TIA) and critical event method (CIM), as shown in the following figure:
[Edit] Reasons for Job Analysis
In the process of human resources development and management, job analysis is of great significance:
1, job analysis is the basis of scientific personnel management.
2, job analysis is the need to improve the real social productivity.
3. Job analysis is the objective need of enterprise modernization management.
4. Job analysis helps to realize quantitative management.
5. Job analysis contributes to the scientific, standardized and standardized job evaluation, personnel evaluation and personnel management, manpower planning and career development.
6. For labor and personnel management researchers, job analysis is also essential.
[Editor] The role of job analysis
1, job analysis provides a basis for human resource development and management activities.
1) Job analysis provides necessary information for human resource planning;
2) Job analysis provides clear standards for personnel recruitment;
3) Job analysis provides a clear basis for personnel training and development;
4) Job analysis contributes to scientific performance management;
5) Job analysis lays the foundation for formulating a fair and reasonable salary policy;
2. Job analysis is the basis of realizing organizational functions.
1) Through job analysis, it helps employees to reflect on and examine their work content and behavior, thus helping employees to consciously and actively find problems in their work and successfully realize the contribution of their posts to the organization;
2) In the process of job analysis, the human resource manager can fully understand all the important business links and business processes of the organization, which will help to truly raise the human resource management function to a strategic position;
3) With the help of job analysis, the top management of the organization can fully understand what people in each position are doing at present, and can find the phenomenon of overlapping responsibilities and vacancy of responsibilities between positions, so as to improve the synergy of the organization by adjusting positions in time.
3. The role of job analysis in performance appraisal [1]
This function is mainly embodied in two aspects: first, the necessary items of job description include "key performance indicators of post", which means ... >; & gt
What does job analysis mainly include?
Job description 1. What is a job description? Second, the purpose of writing job description Third, the position of job description in enterprise management and human resource management Fourth, the division of responsibilities for writing job description Who is responsible for writing job description and who is responsible for completing and updating job description What is the role of human resources department? Steps to be taken in writing a job description V. Summary of the job description The nature and scope of the overall job objective report and contact relationship, the main job responsibilities, the organization chart and confirmation of the job description, the establishment of the job evaluation Committee, the job evaluation method of the job evaluation Committee, and the wage level-oriented method of the labor market. The non-quantitative job content evaluation method and the job analysis method of each employee are the cornerstones to realize the overall business strategy and objectives of the enterprise, and job analysis is to analyze the content of each job, the required responsibilities, the requirements for education and experience, qualifications and technology, and the consideration of working environment conditions. Therefore, people in the industry call it the source and foundation of macro and micro management of enterprises, especially human resource management. Purpose of job analysis 2, support of senior management 3, cooperation and participation of various functional departments 4, careful planning of overall job analysis project 1, job elements 2, job 3, job responsibilities 4, job 5, job 6, job 7, job category and grade 8, occupation 1, job level 2, matters needing attention in job level design questionnaire b, job analysis interview
What are the aspects of occupation?
Job analysis refers to a series of job information collection, analysis and synthesis processes that systematically and comprehensively confirm the whole job in order to provide various job-related information for management activities. Job analysis is the basis of human resource management, and its analysis quality has a decisive influence on other human resource management modules. The position of job analysis in human resource management is shown in the following figure: Through the analysis of job input, job conversion process, job output, job-related characteristics, job resources and working environment background, the result of job analysis-job description (also called job description) is formed. Job description includes job identification information, job summary, job responsibilities and responsibilities, and job qualification standard information, which provides convenience for the use of other human resource management functions. [Editor] The content of job analysis includes three parts: the analysis of job content and job requirements; Post, department and organizational structure analysis; Analyze the employees of the work subject. Job content analysis refers to the analysis of the whole process and important auxiliary processes of product (or service) realization, including the analysis of work steps, workflow, work rules, work environment, work equipment, auxiliary means and other related contents; Due to the complexity, diversity and division of labor, posts, departments and organizational structures are inevitable. Different industries and businesses affect the setting of posts, departments and organizational structures. The analysis of post, department and organizational structure includes the analysis of post name, post content, department name, department function, workload and their relationship. The analysis of employees by working subjects includes the analysis of employees' age, gender, hobbies, experience, knowledge and skills, which is helpful to grasp and understand employees' knowledge structure, hobbies and career orientation. On this basis, enterprises can arrange employees to the most suitable jobs according to their characteristics, so as to achieve the goal of giving full play to their talents. [Editor] Methods of job analysis The main methods of job analysis are job analysis questionnaire (PAQ), job element method (JEM), manager job description questionnaire (MPDQ), key trait analysis system (TTAS), functional job analysis system (FJA), task list analysis system (TIA) and critical event method (CIM), as shown in the following figure: [Editor] The reason of job analysis lies in manpower. 2, job analysis is the need to improve the real social productivity. 3. Job analysis is the objective need of enterprise modernization management. 4. Job analysis helps to realize quantitative management. 5. Job analysis contributes to the scientific, standardized and standardized job evaluation, personnel evaluation and personnel management, manpower planning and career development. 6. For labor and personnel management researchers, job analysis is also essential. [Edit] The role of position analysis 1 Job analysis provides basis for human resource development and management activities 1) Job analysis provides necessary information for human resource planning; 2) Job analysis provides clear standards for personnel recruitment; 3) Job analysis provides a clear basis for personnel training and development; 4) Job analysis contributes to scientific performance management; 5) Job analysis lays the foundation for formulating a fair and reasonable salary policy; 2. Job analysis is the basis of realizing organizational functions. 1) Through job analysis, help employees to reflect and review their work contents and behaviors, thus helping employees to consciously and actively find problems in their work and successfully realize the contribution of their posts to the organization; 2) In the process of job analysis, the human resource manager can fully understand all the important business links and business processes of the organization, which will help to truly raise the human resource management function to a strategic position; 3) With the help of job analysis, the top management of the organization can fully understand what people in each position are doing at present, and can find the phenomenon of overlapping responsibilities and vacancy of responsibilities between positions, so as to improve the synergy of the organization by adjusting positions in time. 3. The role of job analysis in performance appraisal [1] This role is mainly reflected in two aspects: First, there are "job key industries" in the required items of job descriptions. & gt
What does the job description include?
Job description is a summary of what the enterprise expects employees to do, what employees should do, how to do it, and under what circumstances to perform their duties. It is best to formulate the job description according to the specific situation of the company, and pay attention to the conciseness of the text when compiling it, and fill it in easy-to-understand words; The more specific the content, the better, avoiding formalization and literariness. In addition, in practical work, with the continuous expansion of the company's scale, after the job description is formulated, it needs to be revised and supplemented to some extent in order to keep up with the actual development of the company.
The job description should include the following main contents: 1. Basic job information: including job name, job number, reporting relationship, direct supervisor, subordinate department, salary grade, salary standard, number of people under its jurisdiction, job nature, job location, job analysis date, job analyst, etc. 2. Job analysis date: The purpose is to avoid using expired job descriptions. 3. Overview of post work: briefly explain the content of post work, itemize the content of post work activities, as well as the percentage of time occupied by each activity and the authority of the activity content; The basis of implementation, etc. 4. Job responsibilities: including direct responsibility and leadership responsibility, the job responsibilities of the incumbent should be listed item by item. 5. Post qualification: that is, the basic qualifications necessary for the job, mainly including academic qualifications, personality characteristics, physical requirements and other requirements. Job description refers to a written record of the nature, tasks, responsibilities, environment, handling methods and qualification requirements of post staff. It is a file of various survey data based on post analysis and the result of post work analysis. In addition, it should be noted that the content of the job description can be adjusted according to the objective of job analysis, and the content can be complex or simple. The external form of job description is to prepare a written material according to a job, which can be displayed in tables or described in words. The purpose of compiling job descriptions is to provide original data and scientific basis for modern enterprise governance such as recruitment, job assignment, signing labor contracts and vocational guidance. Job descriptions are generally filed and managed by the Human Resources Department. Later, the preparation of job descriptions was not a once-and-for-all job. In practice, when positions are often added or cancelled in an enterprise's organizational system, it is more common that a certain job responsibility and content of the position change, and even every change of position information should be recorded in time and quickly reflected in the adjustment of job description. When the job description needs to be adjusted, the person in charge of the department where the post belongs generally applies to the Human Resources Department, fills in the standard job description modification form, and the Human Resources Department collects information to modify the job description accordingly.
What are the main contents of enterprise work analysis?
Reprinted for you as follows:
The content of enterprise performance analysis
Making a correct strategy requires a comprehensive analysis of the business performance of the enterprise, a clear understanding of the development status of the enterprise and a comprehensive analysis. The performance analysis of an enterprise is often carried out from eight aspects of its production and operation. This comprehensive analysis method was adopted by the American General Electric Company.
profitability
Profitability is the profitability of an enterprise, and the profitability analysis of an enterprise should analyze the profitability of various departments within the enterprise. Therefore, there should be both vertical and horizontal comparison of profitability, both ratio comparison and net profit comparison.
market position
This is to analyze the positioning of enterprises in which part of the market, in which product, in which service and in which values. Small enterprises should pay attention to their own market share, otherwise it will be difficult for marginal enterprises to continue to exist when the economic situation is slightly unfavorable. Large enterprises should not make their market share exceed the maximum limit. This is because: the dominant position of the market will make enterprises have no sense of urgency, and there will be great innovation resistance within enterprises, and buyers will not be at the mercy of monopoly suppliers; It will also slow down the development of our company, weaken the development momentum, limit the use of products and open up new markets because of the lack of a competitor who can compete with us.
efficiency
Productivity is the ratio of input to output. Output includes the quantity of products or services, sales, corporate profits, etc. Input is the input of three basic resources: human resources, material resources and capital resources. The net output value reflects the value created by the enterprise, so the net output value rate of the three resources can be regarded as the overall productivity of the enterprise. There are many factors that affect the productivity of enterprises, such as the application of knowledge, the use of time, the combination of products, the combination of procedures, the organizational structure, the balance of various activities of enterprises and other external factors.
Product leadership
Product leadership does not mean the existing market position of products, but whether the company has the ability to create and adopt the latest scientific and technological knowledge in the fields of technology, manufacturing and marketing, so as to develop new products and improve the quality of existing products.
The development of human ability
There must be suitable talents at all levels of the company. People's ability development should be planned. When making the planned indicators, whether we can find suitable talents when necessary, we should compile a talent reserve table and list the proportion of people who have the ability to improve.
Employee attitude
The company should regard it as the most basic project in all fields, because the attitude of employees can reflect whether the supervisor is responsible for the satisfaction of employees' basic desires and goals. The methods to measure employees' attitude include: employee turnover rate, absenteeism rate, lateness rate, safety record and the number of suggestions for improving work. Managers should talk to employees directly and ask questions to understand their attitudes.
social responsibility
It goes without saying that enterprises should be responsible to society. To test corporate social responsibility, we can examine the following contents: for example, the evaluation of employees' work and family security, wages, working environment and living standards; Evaluation and investigation of production and sales partners; Measure salary level, job application rate, number of applications and donations to charities where the factory is located.
Balance between short-term goals and long-term goals
Considering only short-term demand and ignoring long-term development, enterprises will soon be unable to continue to exist because of environmental changes. On the contrary, it is difficult to achieve long-term goals by focusing only on the long-term and ignoring the short-term. Therefore, the company should pay attention to the combination of short-term goals and enterprise growth and development to ensure the integration of long-term plans and short-term goals. Moreover, the company should examine whether the long-term plan and the short-term goal are specific, perfect and echo each other, and even calculate what kind of results it expects to achieve at what cost.
What are the specific parts of job analysis in human resource management?
First, job analysis
Job analysis refers to a complete description or explanation of a job, so as to provide information about the job for human resource management activities, and to collect, analyze and comprehensively manage the job information. Job analysis mainly starts with the following eight elements, namely (7W 1H):
Who: who is engaged in this work, who is responsible, and the qualification requirements for personnel's academic qualifications, professional knowledge and skills, experience and professionalism.
What: Among the tasks to be completed by employees, which belong to the category of manual labor and which belong to the category of mental labor.
Who: for whom, that is, who the customer is. Customers here refer not only to external customers, but also to employees within the enterprise, including people directly related to their work: direct superiors, direct subordinates, colleagues and customers.
Why: Why? That is what this job means to the workers in this position.
When: When is the required task completed?
Location: workplace, environment, etc.
What qualifications: the qualifications that an employee should have for this job.
How: How to engage in this work, that is, working procedures, norms and rights needed to engage in this work.
Second, the post analysis method
There are many methods of job analysis. Here, we mainly introduce several commonly used job analysis methods.
1. Questionnaire survey
According to the purpose and content of job analysis, questionnaire survey method designs a set of job questionnaires in advance, which are filled in by the respondents, and then summarizes the questionnaires to find representative answers and form descriptive information about job analysis. The key of questionnaire survey is questionnaire design. There are two forms of questionnaire: open and closed. Openness: Respondents are free to answer questions. Closed: the investigator designed the answer options in advance, and the interviewee chose to confirm.
The specific implementation steps of the questionnaire survey method are:
(1) questionnaire design. When designing the questionnaire, we should do the following:
(1) Ask accurate questions;
② The questionnaire form should be concise;
(3) The language is easy to understand, and the problem cannot be obscure;
(4) there should be instructions in front of the questionnaire;
⑤ Put the questions that stimulate the respondents' interest in the front and arrange the questions reasonably.
(2) Questionnaire distribution. When the job analysis questionnaire is distributed, the supervisors at all levels of each department should first explain that there is a job.
Analysis purpose, job analysis questionnaire filling method, clearly inform that the activities will not affect the rights and interests of employees, and ensure that all supervisors understand.
How does the supervisor complete the job analysis questionnaire after coaching his subordinates?
(3) Fill in the description and explanation. Although there are detailed explanations and answers to questions before filling out the post-analysis questionnaire, it is still possible.
There are many problems, so during this period, we must pay attention to the reporting situation of each office and give assistance.
(4) Collecting and sorting out questionnaires. For the recycling questionnaire, first of all, you must check whether it is complete and carefully check whether it is unclear.
If there is any overlap or conflict, it will be discussed by post analysis and human resources supervisor to confirm the correctness of data collection.
If the applicant has been asked to convert the content into an IT/"target =" _ blank "class =" textkey "> computer file, the post analyst only needs to modify the original file without spending any more money.
It takes a lot of time to convert the contents of the questionnaire into IT/"target =" _ blank "class =" textkey "> computer documents. As long as the information is confirmed, the job description can be written.
2. Interview method
Interview method is that the interviewer communicates and discusses a certain position with the interviewee according to the interview outline drawn up in advance. Respondents include:
The incumbent of the position; The person in charge who is familiar with the work; Employees closely related to the position; Under the leadership of the incumbent
Genus. In order to ensure the interview effect, it is generally necessary to design an interview outline in advance and give it to the interviewer in advance. Interview methods are divided into individual interview and group interview.
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When conducting interviews, please pay attention to the following principles:
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What does job analysis include?
(1) self-analysis, including professional interest, professional ability, personal characteristics, professional values, etc.
(2) Occupational analysis, including family environment analysis, school environment analysis, social environment analysis, occupational environment analysis, etc.
(3) Career orientation can be determined by SWOT analysis.
(4) Plan implementation plan, including short-term goals, medium-term goals and long-term goals.
(5) Assessment and adjustment, that is, alternatives.