JobAnalysisAPreludetoRecruitmentandPlacementAfterStudyingThisChapter,

YouShouldBeAbleTo:Discussthenatureofjobanalysis,includingwhatitisandhowit’susedUseatleastthreemethodsofcollectingjobanalysisinformationWritejobdescriptionsincludingsummariesandjobfunctionsusingtheInternetandtraditionalmethodsWritejobspecifications

usingtheInternetaswellasyourjudgment.Part1:TheNatureofJobAnalysisJobanalysisdefinedUsesofjobanalysisinformationStepsinjobanalysisJobAnalysis–Whatisit

Theprocedurefordeterminingthedutiesandskillrequirementsofajobandthekindofpersonwhoshouldbehiredforit.WhatInformationdoICollect?Workactivities，完成每項(xiàng)活動(dòng)的方法，原因和時(shí)間。Humanbehaviors:感知、溝通、決策M(jìn)achines,tools,equipmentandworkaidsPerformancestandardsJobcontext(工作環(huán)境）：物理環(huán)境、社會(huì)環(huán)境Humanrequirements（對(duì)人的要求）與工作有關(guān)的知識(shí)和技能，個(gè)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(chǎng)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(jì)調(diào)查問(wèn)卷，Visit:/data/G012.htmObservationTakecompletenotesObservationmaybecombinedwithinterviewingTalkwiththepersonbeingobserved–explainwhatishappeningandwhyAskquestionsDiariesandLogs現(xiàn)場(chǎng)工作日志法Time-consumingSelf-reportingRememberingwhatwasdoneearlierCanusedictatingmachines指示器andpagers尋呼機(jī)QuantitativeJobAnalysisTechniques三種常見(jiàn)方法：PositionAnalysisQuestionnaire職位分析問(wèn)卷法()TheU.S.DepartmentofLaborapproach美國(guó)勞工部職位分析法Functionaljobanalysis功能職位分析法PositionAnalysisQuestionnaire（以量化等級(jí)確定每個(gè)職位的薪資等級(jí))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(jī)器Relationshipswithotherpersons,andJobcontext(thephysicalandsocialcontextsofwork).Visit:

/data/G012.htm,and/

SamplePositionAnalysisQuestionnaireFigure3-4TheU.S.DepartmentofLaborapproach美國(guó)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(jìn)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(jī)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(shuō)明書(shū)JobIdentification工作識(shí)別JobSummary職位概述RelationshipsResponsibilitiesandDuties職責(zé)與任務(wù)StandardsofPerformance績(jī)效標(biāo)準(zhǔn)WorkingConditionsandPhysicalEnvironmentJobIdentificationTitle職位名稱Date編寫日期Approvals批準(zhǔn)人Supervisor’stitle上級(jí)職務(wù)Salary薪酬Gradelevel等級(jí)（一級(jí)程序員）JobSummaryGeneralnature總體性質(zhì)Majorfunctionsoractivities主要功能和活動(dòng)Includesgeneralstatements一般概述RelationshipsStatementforHumanResourceDirectorWorkswithalldepartmentmanagersandexecutivemanagementWorkswithemploymentagencies,recruiters,union,stateandfederalagencies,ResponsibilitiesandDutiesExamplesEstablishesmarketinggoalstoensureshareofmarketMaintainingbalancedandcontrolledinventoriesPurchasingauthorityDiscipline對(duì)本部門人員進(jìn)行紀(jì)律懲戒InterviewingandhiringStandardsofPerformance-ExampleDuty:MeetingDailyProductionSchedule完成每日工作計(jì)劃Workgroupproducesnofewerthan426unitsperworkingdayNextworkstation工序

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

Checkthiswebsiteforsamplejobdescriptions.

Whatdoyoulikeaboutthem?What,ifanything,ismissing?