人力資源管理英文PPT03

JobAnalysisAPreludetoRecruitmentandPlacementAfterStudyingThisChapter,

YouShouldBeAbleTo:Discussthenatureofjobanalysis,includingwhatitisandhowit’susedUseatleastthreemethodsofcollectingjobanalysisinformationWritejobdescriptionsincludingsummariesandjobfunctionsusingtheInternetandtraditionalmethodsWritejobspecifications

usingtheInternetaswellasyourjudgment.Part1:TheNatureofJobAnalysisJobanalysisdefinedUsesofjobanalysisinformationStepsinjobanalysisJobAnalysis–Whatisit

Theprocedurefordeterminingthedutiesandskillrequirementsofajobandthekindofpersonwhoshouldbehiredforit.WhatInformationdoICollect?Workactivities，完成每項活動的方法，原因和時間。Humanbehaviors:感知、溝通、決策Machines,tools,equipmentandworkaidsPerformancestandardsJobcontext(工作環(huán)境）：物理環(huán)境、社會環(huán)境Humanrequirements（對人的要求）與工作有關(guān)的知識和技能，個人品性等UsesofJobAnalysisInformationJobAnalysisRecruitingandSelectionDecisionsPerformanceAppraisalJobEvaluation—WageandSalaryDecisions(Compensation)TrainingRequirementsJobDescriptionandJobSpecificationFigure3-1StepsinJobAnalysisDecidehowtousetheinformation(jobdescription;jobspecification;training;appraisal)Reviewrelevantbackgroundinformation（organizationchart組織流程圖;processchart工作流程圖，jobdescription)SelectrepresentativepositionsConducttheanalysis(methods)VerifywiththeworkerandsupervisorDevelopajobdescriptionandjobspecificationEmployeesmaybeConcernedBecauseof–ResistancetochangePossiblechangestojobdutiesChangestopayLackoftrustofconsequencesPart2:MethodsofCollectingJobAnalysisInformationTheinterviewQuestionnaireObservationParticipantdiary/logs(現(xiàn)場工作日志法）QuantitativetechniquesWidelyUsed:TheInterviewIndividualinterviewswitheachemployeeGroupinterviewswithgroupsofemployeeswhohavethesamejobSupervisorinterviewswithoneormoresupervisorswhoknowthejob.SampleInterviewQuestionsWhatisthejobbeingperformed?Whatarethemajordutiesofyourposition?Whatexactlydoyoudo?Whatphysicallocationsdoyouworkin?Whataretheeducation,experience,skill,andcertificationandlicensingrequirements?Inwhatactivitiesdoyouparticipate?Whatarethejob’sresponsibilitiesandduties?SampleInterviewQuestions(continued)Whatarethebasicaccountabilitiesorperformancestandardsthattypifyyourwork?Whatareyourresponsibilities?Whataretheenvironmentalandworkingconditionsinvolved?Whatarethejob’sphysicaldemands?Theemotionalandmentaldemands?Whatarethehealthandsafetyconditions?Areyouexposedtoanyhazardsorunusualworkingconditions?HowtoConductaQuestionnaireSessionUseaspecificquestionnaireEstablishrapportFollowastructuredapproachListdutiesinorderofimportanceorfrequencyofoccurrenceReviewandverifythedata根據(jù)不同職位和調(diào)查的不同目的設(shè)計調(diào)查問卷，Visit:/data/G012.htmObservationTakecompletenotesObservationmaybecombinedwithinterviewingTalkwiththepersonbeingobserved–explainwhatishappeningandwhyAskquestionsDiariesandLogs現(xiàn)場工作日志法Time-consumingSelf-reportingRememberingwhatwasdoneearlierCanusedictatingmachines指示器andpagers尋呼機QuantitativeJobAnalysisTechniques三種常見方法：PositionAnalysisQuestionnaire職位分析問卷法()TheU.S.DepartmentofLaborapproach美國勞工部職位分析法Functionaljobanalysis功能職位分析法PositionAnalysisQuestionnaire（以量化等級確定每個職位的薪資等級)ThePositionAnalysisQuestionnaire(PAQ)isastructuredjobanalysisinstrumenttomeasurejobcharacteristicsandrelatethemtohumancharacteristics.Itconsistsof194jobelementsthatrepresentinacomprehensivemannerthedomainofhumanbehaviorinvolvedinworkactivities.Theitemsthatfallintofivecategories:Informationinput(whereandhowtheworkergetsinformation),信息處理Mentalprocesses(reasoningandotherprocessesthatworkersuse),智力加工、決策、溝通Workoutput(physicalactivitiesandtoolsusedonthejob),操作機器Relationshipswithotherpersons,andJobcontext(thephysicalandsocialcontextsofwork).Visit:

/data/G012.htm,and/

SamplePositionAnalysisQuestionnaireFigure3-4TheU.S.DepartmentofLaborapproach美國勞工部職位分析法DATAPEOPLETHINGS0Synthesizing0Mentoring0Settingup1Coordinating整理1Negotiating1Precisionworking精密加工2Analyzing2Instructing2Operating—controlling3Compiling匯編3Supervising3Driving—operatingBasic4Computing4Diverting取悅4Manipulating操作Activities5Copying5Persuading5Tending6Comparing6Speaking—signaling示意7Serving6Feeding進料、卸料接待員：567精神分析助理工：1757Handling裝卸8Takinginstructions—helping接受指令、協(xié)助Table3-1FunctionalJobAnalysis（工作績效標(biāo)準(zhǔn)和培訓(xùn)）

Sevenscalestodescribewhatworkersdoinjobs:

(1)Things(2)Data(3)People(4)WorkerInstructions需要指導(dǎo)的程度(5)Reasoning推理判斷(6)Math(7)Language“Todothistaskandmeetthesestandards,

whattrainingdoestheworkerrequire?”

Part3

WritingJobDescriptions

職位說明書JobIdentification工作識別JobSummary職位概述RelationshipsResponsibilitiesandDuties職責(zé)與任務(wù)StandardsofPerformance績效標(biāo)準(zhǔn)WorkingConditionsandPhysicalEnvironmentJobIdentificationTitle職位名稱Date編寫日期Approvals批準(zhǔn)人Supervisor’stitle上級職務(wù)Salary薪酬Gradelevel等級（一級程序員）JobSummaryGeneralnature總體性質(zhì)Majorfunctionsoractivities主要功能和活動Includesgeneralstatements一般概述RelationshipsStatementforHumanResourceDirectorWorkswithalldepartmentmanagersandexecutivemanagementWorkswithemploymentagencies,recruiters,union,stateandfederalagencies,ResponsibilitiesandDutiesExamplesEstablishesmarketinggoalstoensureshareofmarketMaintainingbalancedandcontrolledinventoriesPurchasingauthorityDiscipline對本部門人員進行紀(jì)律懲戒InterviewingandhiringStandardsofPerformance-ExampleDuty:MeetingDailyProductionSchedule完成每日工作計劃Workgroupproducesnofewerthan426unitsperworkingdayNextworkstation工序

rejectsnomorethananaverageof2%ofunitsWeeklyovertimedoesnotexceedanaverageof5%每周加班平均不超過5％JobDescriptions

Checkthiswebsiteforsamplejobdescriptions.

Whatdoyoulikeaboutthem?What,ifanything,ismissing?