人力资源管理外文参考文献中英文对照 第3页
2.2Use Of Job Analysis Information
As summarized in Figure 3-1,job analysis information is the basis for several interrelated HR management activities, as follow.Recruitment and selection for example, job analysis provides information about what the job entail and what human characteristics are required to carry out these activities. This description and job specification information is then used to decide what sort of people to recruit and hire.Compensation job analysis information is also essential for estimating the value of and appropriate compensation for each job. This is because compensation (such as salary and bonus) usually depends on such things as the job’s required skill and education level, safety hazards, and degree of responsibility-all factor that are assessed though job analysis. Job analysis provides the information for determining the relative worth of each job so that each job can be accurately classified. Performance appraisal a performance appraisal compares each employee’s actual performance with his or her performance standard. It is often through job analysis that experts determine the standards to be achieved and the specific activities to be performed. Training job analysis information in also used for designing training and development programs because the analysis and resulting job description show the skills-and therefore the training-that are required. Ensure complete assignment of duties Job analysis can also help discover unassigned duties. For example, in analyzing the job of your company’s production manager, you may find she reports herself as being responsible foe two dozen or so duties including planning weekly production schedules and purchasing raw materials. Missing, however, is any reference to managing raw material or finished goods inventories. On further investigation you find that none of the other manufacturing people is responsible for inventory management either. Your job analysis (based not just on what employees report an their duties, but on what you know these duties should be) has identified a duty to be assigned. Missing duties like this are often uncovered through job analysis. Job analysis thus plays a role in remedying the sort of problems that would arise if, for example, no one were assigned to manage inventories.And you can see, job analysis plays a central role in HR management. This fact is acknowledged by the U.S federal agencies uniform guidelines on employee selection, which stipulate that job analysis is a crucial step in validating all major personnel activities. Employers must be able to show that their screening tools and appraisals are actually related to performance on the job in question. Doing this, of course, requires knowing what the job entails-which in turn requires a competent job analysis.
2.3Step In Job Analysis
There are six steps in doing a job analysis, as follows.
Step 1,Identify the use to which the information will be put, since this will determine the data you collect and how you collect then. Some data collection techniques-like interviewing the employee and asking what the job entails-good for writing job descriptions and selecting employees for the job. Other job analysis techniques (like the position analysis questionnaire described later) do not provide qualitative information for job descriptions. Instead, they provide numerical ratings 原文请找腾讯752018766辣-文^论-文.网
http://www.751com.cn background information such as organization charts, process charts, and job description. Organization charts show the organization wide division of work; how the job in question relates to other jobs; and where the job fits in the overall organization. The chart should identify the title of each position and, by means of its interconnecting lines, who reports to whom and with whom the job incumbent is expected to communicate.A process chart provides a more detailed picture of the workflow than is obtainable form the organization chart alone. In its simplest form, a pr, ocess chart (like the one in figure 3-2) shows the flow of inputs to and outputs from the job being analyzed, (in figure 3-2 the inventory control clerk is expected to receive inventory from suppliers; take requests for inventory from the two plant managers; provide requested inventory to these managers; and give information to these managers on the status of in-stock inventories.) finally, the existing job description, if there is one, usually provides a starting point for building the revised job description.
Step 3,Select representative positions to be analyzed. This is done when many similar jobs are to be analyzed, and it is too time consuming, for instance, to analyze the jobs of all assembly workers. 上一页 [1] [2] [3]
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