工作分析（英文PPT57页）

PowerPointPresentationbyCharlieCookCopyright©2004South-Western.Allrightsreserved.Copyright©2004South-Western.Allrightsreserved.3–3TheNatureofJobAnalysis•JobAnalysisTheprocessofgathering,analyzing,andstructuringinformationaboutthecontent,context,andthehumanrequirementsofjobs.Thesystematicprocessofdeterminingtheskills,duties,andknowledgerequiredforperformingjobsinanorganization.Theprocessofgathering,analyzing,andstructuringinformationaboutajob’scomponents,characteristics,andjobrequirements.Producingthejobdescription(task,duties,andresponsibilities)andjobspecification(KSAOs)Copyright©2004South-Western.Allrightsreserved.3–4ImportantJobAnalysisTermsTask:adistinct,identifiableworkactivitycomposedofmotionsDuty:alargerworksegmentcomposedofseveraltasksthatareperformedbyanindividual.Responsibility:anobligationtoperformcertaintasksandduties.Position:setoftasksanddutiesperformedbysingleindividualThedifferentdutiesandresponsibilitiesperformedbyonlyoneemployeeJob:groupofpositionsthatareidenticalwithrespecttotheirmajorsignificanttasksandsufficientlyaliketobecoveredbysingleanalysisAgroupofrelatedactivitiesanddutiesJobFamily:AgroupofindividualjobswithsimilarcharacteristicsOccupation:generalclassofjobsCareer:sequenceofjobsheldbyindividualthroughoutlifetimeCopyright©2004South-Western.Allrightsreserved.3–5OtherImportantJobAnalysisTermsJobDescription:Writtennarrativedescribingactivitiesperformedonajob;includesinfoaboutequipmentusedandworkingconditions.Statementofthetasks,duties,andresponsibilities(TDRs)ofajobtobeperformedJobSpecification:Identifiesmajorjobresponsibilities;outlinesspecificksa,andotherphysicalandpersonalcharacteristicsnecessarytoperformajob.Statementoftheneededknowledge,skills,abilities,andothercharacterisitcs(KSAOs)ofthepersonwhoistoperformthejobSinceGriggsvDukePowerandtheCivilRightsActof1991,jobspecificationsusedinselectionmustrelatespecificallytothedutiesofthejob.Copyright©2004South-Western.Allrightsreserved.3–6JobAnalysis•Whichjobstoinclude?ThosecriticaltothesuccessofanorganizationJobsthataredifficulttolearnandperformLegalconsiderationsmayhelp(evidenceofadverseimpact)NewJobsJobsaffectedbynewtechnology,expandedjobs,oraltogethernewjobsEntryleveljobs•WhoisinvolvedinJA•SourcesofinformationusedinJACopyright©2004South-Western.Allrightsreserved.3–7JobRequirementsRelationshipofJobRequirementstoOtherHRMFunctionsRecruitmentSelectionPerformanceAppraisalTrainingandDevelopmentCompensationManagementDeterminerecruitmentqualificationsProvidejobdutiesandjobspecificationsforselectionprocessProvideperformancecriteriaforevaluatingemployeesDeterminetrainingneedsanddevelopinstructionalprogramsProvidebasisfordeterminingemployee’srateofpayPresentationSlide3–1Copyright©2004South-Western.Allrightsreserved.3–8JobAnalysisinPerspectiveCopyright©2004South-Western.Allrightsreserved.3–9Figure3.1TheProcessofJobAnalysisCopyright©2004South-Western.Allrightsreserved.3–10DeterminingJobRequirements•Whatemployeedoes•Whyemployeedoesit•Howemployeedoesit•Determiningjobrequirements•Summarystatementofthejob•Listofessentialfunctionsofthejob•Employeeorientation•Employeeinstruction•Disciplinaryaction•Personalqualificationsrequiredintermsofskills,educationandexperience•Recruitment•Selection•DevelopmentNatureof:JobAnalysisJobDescriptionJobSpecificationBasisfor:PresentationSlide3–2Copyright©2004South-Western.Allrightsreserved.3–11JobAnalysisandEssentialJobFunctions•EssentialFunctionsStatementsinthejobdescriptionofjobdutiesandresponsibilitiesthatarecriticalforsuccessonthejob.Thepurposeofessentialfunctionsistomatchandaccommodatehumancapabilitiestojobrequirements.•Ajobfunctionisessentialif:Thepositionexiststoperformthefunction.Alimitednumberofemployeesareavailabletoperformthefunction.Thefunctionisspecialized,requiringneededexpertiseorabilitiestocompletethejob.Copyright©2004South-Western.Allrightsreserved.3–12PerformingJobAnalysis1.Selectjobstostudy2.Determineinformationtocollect:Tasks,responsibilities,skillrequirements3.Identifysourcesofdata:Employees,supervisors/managers4.Methodsofdatacollection:Interviews,questionnaires,observation,diariesandrecords5.Evaluateandverifydatacollection:Otheremployees,supervisors/managers6.WritejobanalysisreportPresentationSlide3–3Copyright©2004South-Western.Allrightsreserved.3–13GatheringJobInformation•Interviews•Questionnaires•Observation•DiariesCopyright©2004South-Western.Allrightsreserved.3–14ControllingtheAccuracyofJobInformation•FactorsinfluencingtheaccuracyofjobinformationSelf-reportingexaggerationsandomissionsbyemployeesandmanagersCollectinginformationfromarepresentativesampleofemployeesCapturingallimportantjobinformationLengthofjobcycleexceedingobservationperiodLackofaccesstojobsiteforpersonalobservationLackoffamiliaritywiththetasks,duties,andresponsibilitiesofajobOngoingchangesinthejobCopyright©2004South-Western.Allrightsreserved.3–15JobAnalysisMethods•TaskAnalysisInventoryRespondentsaregivenalistoftasksandaskedtoratethem(judgethemonaparticulardimension,e.g.,frequencyofuse)Usually