人力资源管理之工作分析(中英版)

10
Questionnaires
Advantages Quick and efficient way to gather information about a large number jobs Inexpensive Disadvantages Bias and self-inflated responses are possible Expense and time consumed in preparing and testing the questionnaire are large.
J-P Fit
P55-57
12
Ⅳ The Job Analysis Process
1. Planning the Job Analysis 2. Preparing the Job Analysis 3. Conducting the job analysis 4. Developing job descriptions and specifications 5. Maintaining and updating job descriptions and specifications
2
How to conduct job analysis?
When conducting a job analysis, the organization must determine: The type of information to be collected Job content, Job context, and Human requirements How it will be collected Observation, interview, questionnaire How it will be recorded or documented Job description &Job specification
16
3. Conduct the job analysis Gather job analysis information Review and compile(汇编) the information 4. Prepare job descriptions and specifications Draft job descriptions and specifications Review drafts with managers and employees Finalize job descriptions and specifications 5. Maintain and update job descriptions and specifications update job descriptions and specifications as organization changes Periodically(定时) review all jobs
Disadvantages
Requires more for the performer Distorted information Time consuming, especially in group interviews
9
4. Questionnaires
Information source Have employees or/and supervisors fill out questionnaires to describe the job-related duties and responsibilities. Questionnaire formats Structured checklists：close-ended questions Task inventory Ability inventory
7
2. Employee Diary/Log Information source Workers keep a diary/ log of what they do and the time spent in each activity. Advantages Produces a more complete picture of the job Employee participation Disadvantages Be burdensome(麻烦的，负担沉重的) for employees Depends on employees to accurately recall their activities
15
(5) Explain the purpose and process to managers and employees What should be explained? The purpose and significance of the job analysis The steps involved The time scheduled How managers and employees will participate Who is doing the analysis Whom to contact as questions arformation source Observing and noting certain actions sampled from a typical workday, but not the entire work cycle. Advantages Timesaving Disadvantages Important information will be lost if the jobs are not routine(常规的) and repetitive.
8
3. Interview (P50)
Collecting job information by a structured conversation Advantages
Can be used to collect all types of job information A direct way to find overlooked information. The best way to collect information of some difficult-todefine jobs
17
3
Ⅱ Job Analysis Methods
Observation Job Analysis Methods Employee Log
Interview
Questionnaires
4
1. Observation (P51) Information source Observing and noting the tasks and duties when the employees are performing their jobs.
5
Advantages Provides first-hand information & reduces distortion(失真) of information Be useful for repetitive jobs and in conjunction with other methods Be most useful when jobs are complex and difficult to accurately describe Disadvantages Time consuming Difficulty in capturing the entire job cycle(周期) Of little use if job involves a high level of mental activity.
11
Ⅲ Products of Job Analysis
Job Analysis
Job Description (工作描述) indicates the tasks, duties, and responsibilities of a job.
Job Specification (工作规范) describes KSAs an individual needs to perform a job satisfactorily.
Chapter 3
Introduction
Job Analysis
Job analysis methods The results of job analysis Job analysis process
Ⅰ Introduction
1. Definition of job analysis
Job analysis is a systematic way to gather and analyze information about the content and human requirements of jobs, and the context in which jobs are performed. 工作分析就是系统地收集和分析有关工作的内 容、人员要求以及工作环境的信息的方法。
13
1. Planning the Job Analysis (1) identify the objectives of the job analysis. updating job descriptions. revising the compensation programs in the organization. redesign the jobs in a department change the structure in parts of the organization to align it better with business strategies. (2) obtain top management support. Support from the highest levels of management helps when managerial and employee anxieties and resistance arise.