人力资源双语ch04 job analysis

JobAnalysisChapter4PrenticeHall,©2003Whenyoufinishstudyingthischapter,

youshouldbeableto:Discussthenatureofjobanalysis,includingwhatitisandhowit’sused.Useatleastthreemethodsofcollectingjobanalysisinformation,includinginterviews,questionnaires,andobservation.Writejobdescriptions,includingsummariesandjobfunctions,usingtheInternetandtraditionalmethods.WritejobspecificationsusingtheInternetaswellasyourjudgment.Thejobanalysisina“jobless”worldPrenticeHall,©20031natureofjobanalysisJobanalysis工作分析ProcedurethroughwhichyoudeterminethedutiesofjobsandthecharacteristicsofthepeoplewhoshouldbehiredforthemIt’sbasisforotherHRMpractices.Usedtodeveloptwodocuments:Jobdescription（工作描述、工作职责）Alistofajob’sduties,responsibilities,reportingrelationships,workingconditions,andsupervisoryresponsibilities—oneproductofajobanalysis.Jobspecification（工作规范、任职资格）Alistofajob’s“humanrequirements,”thatis,therequisiteeducation,skills,personality,andsoon—anotherproductofajobanalysis.PrenticeHall,©2003AnExampleofJobAnalysis:salesassistantJobdescription1.Responsibleforproductquotation,developmentofsalescontract,deliveryofgoods,noticeofpaymentforgoods;2.Provideinformationofnewcustomersforsalesperson;3.Collectthelistofcustomersvisitedbysalespersons,andsummarytheinformationofcustomersvisited;4.Dealwiththeconsultancyandcomplaintsfromcustomers;5.Assistthesalesmanagersindealingwiththedailyworks.6.Workinthecitiesofprovinces.PrenticeHall,©2003AnExampleofJobAnalysis:salesassistantJobspecification1.Abovethejuniorcollegelevel;2.Strongsenseofworkingresponsibility;3.Excellenceincommunicationandflexibility;4.thoroughnessandsureness;5.Proficiencyinofficesoftware;PrenticeHall,©2003theusesofJobAnalysisinformationJobanalysisplaysacentralroleinHRmanagement.HRplanningRecruitmentandSelectionJobevaluationandCompensationPerformanceAppraisalTraininganddevelopmentPrenticeHall,©2003TheinformationproducedinjobanalysisWorkactivitiesHumanbehaviorMachines,tools,equipment,andworkaidsPerformancestandardsJobcontextHumanrequirementsPrenticeHall,©2003UsesofJobAnalysisInformationFigure4–1

PrenticeHall,©20032MethodsofCollectingJobAnalysisInformationInterviewsQuestionnairesObservationParticipantDiary/LogsPrenticeHall,©2003InterviewsMostwidelyusedmethodThreetypeInformationsourceAllowtheworkertoreportactivitiesandbehavior.AdvantagesQuick,directwaytofindoverlookedinformation.Disadvantagesdistortedinformation

Whatisthejobbeingperformed?Whatexactlydoyoudo?Whatareyourmajorduties?PrenticeHall,©2003InterviewGuidelinesThejobanalystandsupervisorshouldworktogethertoidentifytheworkerswhoknowthejobbest.Quicklyestablishrapportwiththeinterviewee.Followastructuredguideorchecklist,onethatlistsopen-endedquestionsandprovidesspaceforanswers.Asktheworkertolisthisorherdutiesinorderofimportanceandfrequencyofoccurrence.Aftercompletingtheinterview,reviewandverifythedata.PrenticeHall,©2003Questionnaires

InformationsourceHaveemployeesfilloutquestionnairestodescribetheirjob-relateddutiesandresponsibilities.QuestionnaireformatsAtypicaljobanalysisquestionnairewouldhaveamixofopen-endedandstructuredquestionsAdvantagesQuickandefficientwaytogatherinformationfromlargenumbersofemployeesDisadvantagesExpensiveandtimeconsumedinpreparingandtestingthequestionnairePrenticeHall,©2003Observation

UsefulwhenjobsconsistmainlyofobservablephysicalactivityInformationsourceObservingandnotingthephysicalactivitiesofemployeesastheygoabouttheirjobs.AdvantagesProvidefirst-handinformationReducedistortionofinformationDisadvantagesTimeconsumingDifficultincapturingentirejobcycleOflittleuseifjobinvolvesahighlevelofmentalactivity.PrenticeHall,©2003ParticipantDiary/LogsInformationsourceWorkerskeepachronologicaldiary/logofwhattheydoandthetimespentineachactivity.AdvantagesProducesamorecompletepictureofthejobEmployeeparticipationDisadvantagesDistortionofinformationDependsuponemployeestoaccuratelyrecalltheiractivitiesPrenticeHall,©20033WritingJobDescriptionsJobdescription工作描述，工作说明书Awrittenstatementofwhattheworkeractuallydoes,howheorshedoesit,andwhatthejob’sworkingconditionsare.PrenticeHall,©2003SectionsofatypicalJobDescriptionsJobIdentification（工作标识）

JobSummary

（工作概要）Relationships

（工作关系）ResponsibilitiesandDuties

（工作职责）Authority（工作权限）StandardsofPerformance

（绩效标准）WorkingConditionsandPhysicalEnvironment

（工作环境）Jobspecifications任职资格PrenticeHall,©2003TheJobDescriptionJobidentificationJobtitle:nameofjobFLSAstatussection:Exemptornonexempt

（FairLaborstandardsAct美国公平劳动标准法案）Preparationdate:whenthedescriptionwaswrittenPreparedby:whowrotethedescriptionJobsummaryDescribesthegeneralnatureofthejobListsthemajorfunctionsoractivitiesPrenticeHall,©2003TheJobDescriptionRelationships(chainofcommand)Reportsto:employee’simmediatesupervisorSupervises:employeesthatthejobincumbentdirectlysupervisesWorkswith:otherswithwhomthejobholderwillbeexpectedtoworkandcomeintocontactwithinternally.Outsidethecompany:otherswithwhomthejobholderisexpectedtoworkandcomeintocontactwithexternally.PrenticeHall,©2003TheJobDescriptionResponsibilitiesanddutiesAdetailedlistofthejob’sresponsibilitiesandduties(heartofthejobdescription)Definelimitsofjobholder’sdecision-makingauthority,directsupervision,andbudgetarylimitations.ResorttotheDepartmentofLabor’sdictionaryofoccupationaltitles（美国劳工部职位名称词典）StandardsofperformanceandworkingconditionsPrenticeHall,©2003DepartmentofLabor’sDictionaryofOccupationalTitles353.367-018GUIDE,PLANT(anyindustry)alternatetitles:planttourguide

Escortsgroupofpeoplethroughindustrialestablishment,anddescribesfeaturesofinterest:Leadswayalongspecifiedrouteandexplainsvariousprocessesandoperationofmachines.Answersquestionsandsuppliesinformationonworkofdepartmentordepartmentsvisited.

GOE:09.01.02STRENGTH:LGED:R3M2L3SVP:3DLU:77

PrenticeHall,©2003TheJobDescriptionStandardsofperformanceandworkingconditionsListsthestandardstheemployeeisexpectedtoachieveundereachofthejobdescription’smaindutiesandresponsibilities.Listtheworkingconditionsinvolvedonthejob,thatmightincludethingslikenoiselevel,hazardousconditions,orheat.PrenticeHall,©20034WritingJobSpecificationsIdentifythosepersonaltraits—orhumanrequirements—thatpredictwhichcandidatewoulddowellonthejobandwhichwouldnot.TheJobspecificationshowswhatkindofpersontorecruitandforwhatqualitiesthatpersonshouldbetested.Maybeaseparatesectionofjobdescriptionoraseparatedocument.PrenticeHall,©2003WritingJobSpecificationsSpecificationsfortrainedpersonnelFocusontraitslikelengthofpreviousservice,qualityofrelevanttraining,andpreviousjobperformance.SpecificationsforuntrainedpersonnelFocusonphysicaltraits,personality,interests,orsensoryskillsthatimplysomepotentialforperformingorforbeingtrainedtodothejob.SpecificationbasedonjudgmentSpecificationbasedonstatisticalanalysisPrenticeHall,©2003Usetheinternet/PrenticeHall,©2003PrenticeHall,©20035JobAnalysisina“Jobless”WorldJob职位Generallydefinedas“asetofcloselyrelatedactivitiescarriedoutforpay.”PrenticeHall,©2003FromSpecializedtoEnlargedJobsJobenlargement职位扩大化Assigningworkersadditionalsamelevelactivities,thusincreasingthenumberofactivitiestheyperform.Jobenrichment职位丰富化Redesigningjobsinawaythatincreasestheopportunitiesfortheworkertoexperiencefeelingsofresponsibility,achievement,growth,andrecognition.Jobrotation职位轮换Systematicallymovingworkersfromonejobtoanother.PrenticeHall,©2003JackworksataHiltonhotel.Someweeksheworksincateringbuthealsoworksinhousekeepi