[英文版]人力资源管理概论-Job-Analysis(ppt-38页).ppt

来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.42The Nature of Job AnalysisJob analysis The procedure for determining the duties and skill requirements of a job and the kind of person who should be hired for it.Job description A list of a jobs duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilitiesone product of a job analysis.Job specifications A list of a jobs “human requirements,” that is, the requisite education, skills, personality, and so onanother product of a job analysis.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.43Types of Information CollectedWork activitiesHuman behaviorsMachines, tools, equipment, and work aidsPerformance standardsJob contextHuman requirements来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.44Uses of Job Analysis InformationRecruitment and SelectionCompensationPerformance AppraisalTrainingDiscovering Unassigned DutiesEEO Compliance来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.45Uses of Job Analysis InformationFigure 41 来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.46Steps in Job AnalysisStep 1:Decide how youll use theinformation.Step 2:Review relevant backgroundinformation.Step 3:Select representative positions.Step 4:Actually analyze the job.Step 5:Verify the job analysis information.Step 6:Develop a job description and jobspecification.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.47Charting the OrganizationOrganization chart A chart that shows the organizationwide distribution of work, with titles of each position and interconnecting lines that show who reports to and communicates to whom.Process chart A work flow chart that shows the flow of inputs to and outputs from a particular job.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.48Process Chart for Analyzing a Jobs WorkflowFigure 42 来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.49Methods of Collecting Job Analysis Information: The Interview Information sources Individual employees Groups of employees Supervisors with knowledge of the job Advantages Quick, direct way to find overlooked information. Disadvantages Distorted information Interview formats Structured (Checklist) Unstructured来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.410Interview Guidelines The job analyst and supervisor should work together to identify the workers who know the job best. Quickly establish rapport with the interviewee. Follow a structured guide or checklist, one that lists open-ended questions and provides space for answers. Ask the worker to list his or her duties in order of importance and frequency of occurrence. After completing the interview, review and verify the data.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.411Methods of Collecting Job Analysis Information: Questionnaires Information source Have employees fill out questionnaires to describe their job-related duties and responsibilities. Questionnaire formats Structured checklists Opened-ended questions Advantages Quick and efficient way to gather information from large numbers of employees Disadvantages Expense and time consumed in preparing and testing the questionnaire来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.412Methods of Collecting Job Analysis Information: Observation Information source Observing and noting the physical activities of employees as they go about their jobs. Advantages Provides first-hand information Reduces distortion of information Disadvantages Time consuming Difficulty in capturing entire job cycle Of little use if job involves a high level of mental activity.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.413Methods of Collecting Job Analysis Information: Participant Diary/Logs Information source Workers keep a chronological 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 Distortion of information Depends upon employees to accurately recall their activities来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.414Quantitative Job Analysis TechniquesThe position analysis questionnaire (PAQ) A questionnaire used to collect quantifiable data concerning the duties and responsibilities of various jobs.The Department of Labor (DOL) procedure A standardized method by which different jobs can be quantitatively rated, classified, and compared.Functional job analysis Takes into account the extent to which instructions, reasoning, judgment, and mathematical and verbal ability are necessary for performing job tasks. 来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.415Sample Report Based on Department of Labor Job Analysis TechniqueFigure 46来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.416Writing Job DescriptionsA job description A written statement of what the worker actually does, how he or she does it, and what the jobs working conditions are.Sections of a typical job description Job identification Job summary Responsibilities and duties Authority of incumbent Standards of performance Working conditions Job specifications来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.417Sample Job Description, Pearson EducationFigure 47a Source: Courtesy of HR Department, Pearson Education.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.418Sample Job Description, Pearson EducationFigure 47b Source: Courtesy of HR Department, Pearson Education.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.419“Marketing Manager” Description from Standard Occupational ClassificationFigure 48 20. 11-2021 Marketing ManagersAbstract: 11-2021 Marketing Managers. Determine the demand for products and services offered by a firm and Its competitors and identify potential customers. Develop pricing strategies with the goal of maximizing the firms profits or share of the market while ensuring the firms customers are satisfied.Source: www.bis.gov, accessed November 13, 2003.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.420The Job DescriptionJob identification Job title: name of job FLSA status section: Exempt or nonexempt Preparation date: when the description was written Prepared by: who wrote the descriptionJob summary Describes the general nature of the job Lists the major functions or activities来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.421The Job Description (contd)Relationships (chain of command) Reports to: employees immediate supervisor Supervises: employees that the job incumbent directly supervises Works with: others with whom the job holder will be expected to work and come into contact with internally. Outside the company: others with whom the job holder is expected to work and come into contact with externally.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.422The Job Description (contd)Responsibilities and duties A listing of the jobs major responsibilities and duties (essential functions) Defines limits of jobholders decision-making authority, direct supervision, and budgetary limitations.Standard Occupational Classification Classifies all workers into one of 23 major groups of jobs which are subdivided into 96 minor groups of jobs and detailed occupations.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.423The Job Description (contd)Standards of performance and working conditions Lists the standards the employee is expected to achieve under each of the job descriptions main duties and responsibilities.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.424Writing Job SpecificationsSpecifications for trained personnel Focus on traits like length of previous service, quality of relevant training, and previous job performance.Specifications for untrained personnel Focus on physical traits, personality, interests, or sensory skills that imply some potential for performing or for being trained to do the job.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.425Writing Job Specifications (contd)Specifications Based on Judgment Self-created judgments (common sense) List of competencies in Web-based job descriptions (e.g., ) O*NET online Standard Occupational ClassificationSpecifications Based on Statistical Analysis Attempts to determine statistically the relationship between a predictor or human trait and an indicator or criterion of job effectiveness.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.426Writing Job Specifications (contd)Steps in the Statistical Approach Analyze the job and decide how to measure job performance. Select personal traits that you believe should predict successful performance. Test candidates for these traits. Measure the candidates subsequent job performance. Statistically analyze the relationship between the human trait and job performance.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.427Writing Job Descriptions Step 1.Decide on a Plan Step 2.Develop an Organization Chart Step 3.Use a Job Analysis/Description Questionnaire Step 4.Obtain Lists of Job Duties from O*NET Step 5.Compile the Jobs Human Requirementsfrom O*NET Step 6.Complete Your Job Description来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.428Job Analysis in a “Jobless” WorldJob Generally defined as “a set of closely related activities carried out for pay.”来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.429From Specialized to Enlarged JobsJob enlargement Assigning workers additional same level activities, thus increasing the number of activities they perform.Job enrichment Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.430From Specialized to Enlarged Jobs (contd)Job rotation Moving a trainee from department to department to broaden his or her experience and identify strong and weak points to prepare the person for an enhanced role with the company Systematically moving workers from one job to another to enhance work team performance.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.431Why Managers Are Dejobbing Their Companies Dejobbing Broadening the responsibilities of the companys jobs Encouraging employee initiative. Internal factors leading to dejobbing Flatter organizations Work teams External factors leading to dejobbing. Rapid product and technological change Global competition Deregulation, Political instability, Demographic changes Rise of a service economy.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.432Competency-Based Job AnalysisCompetencies Demonstrable characteristics of a person that enable performance of a job.Competency-based job analysis Describing a job in terms of the measurable, observable, behavioral competencies (knowledge, skills, and/or behaviors) an employee must exhibit to do a job well.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.433The Skills Matrix for One Job at BPFigure 412 Note: The light blue boxes indicate the minimum level of skill required for the job.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.434Why Use Competency Analysis?To support HPWS Traditional job descriptions (with their lists of specific duties) may actually backfire if a high-performance work system is the goal.Maintain a strategic focus Describing the job in terms of the skills, knowledge, and competencies the worker needs is more strategic.Measuring performance Measurable skills, knowledge, and competencies are the heart of any companys performance management process.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.435Background Data for ExamplesFigure 410 Example of Job Title: Customer Service ClerkExample of Job Summary: Answers inquiries and gives directions to customers, authorizes cashing of customers checks, records and returns lost charge cards, sorts and reviews new credit applications, works at customer service desk in department store.Example of One Job Duty: Authorizes cashing of checks: authorizes cashing of personal or payroll checks (up to a specified amount) by customers desiring to make payment by check. Requests identificationsuch as drivers licensefrom customers and examines check to verify date, amount, signature, and endorsement. Initials check and sends customer to cashier.来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.436来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.437来自来自中国最大的资料库下载中国最大的资料库下载 2005 Prentice Hall Inc. All rights reserved.438结束结束