What does job analysis include?

What are the contents of job analysis?

Job analysis mainly includes two aspects: first, job description job description is to determine the specific characteristics of the position. Including the following aspects: 1, the name of the work. 2. Work activities and procedures. 3. Working conditions and physical environment. 4. Social environment. 5. Professional conditions. Second, job requirements Job requirements explain the psychological and physiological requirements such as knowledge, skills, abilities, interests, physical and behavioral characteristics that people engaged in a certain job must have. The purpose is to determine important individual characteristics as the basis for personnel selection, appointment and deployment. The main contents of job requirements include: requirements for work procedures and techniques, work skills, independent judgment and thinking ability, memory, attention, perception ability, alertness, operational ability (speed, accuracy and coordination), work attitude and various special abilities. Job requirements also include education, work experience, life experience and health status.

What is job analysis and what does it contain?

Job analysis refers to a series of work information collection, analysis and synthesis processes that systematically and comprehensively confirm the whole work, thus providing various work-related information for management activities. Job analysis is the basis of human resource management, and its analysis quality has a decisive influence on other human resource management modules. The position of job analysis in human resource management, through the analysis of job input, job conversion process, job output, job-related characteristics, job resources, working environment background, etc., forms the result of job analysis-job description (also called job description). Job description includes job identification information, job summary, job responsibilities and responsibilities, and job qualification standard information, which provides convenience for the use of other human resource management functions. The content of job analysis includes three parts: the analysis of job content and job requirements; Post, department and organizational structure analysis; Analyze the employees of the work subject. Job content analysis refers to the analysis of the whole process and important auxiliary processes of product (or service) realization, including the analysis of work steps, workflow, work rules, work environment, work equipment, auxiliary means and other related contents; Due to the complexity, diversity and division of labor, posts, departments and organizational structures are inevitable. Different industries and businesses affect the setting of posts, departments and organizational structures. The analysis of post, department and organizational structure includes the analysis of post name, post content, department name, department function, workload and their relationship. The analysis of employees by working subjects includes the analysis of employees' age, gender, hobbies, experience, knowledge and skills, which is helpful to grasp and understand employees' knowledge structure, hobbies and career orientation. On this basis, enterprises can arrange employees to the most suitable jobs according to their characteristics, so as to achieve the goal of giving full play to their talents.

What is a job analysis score of 5?

Task analysis and specific plan.

What are the aspects of occupation?

Job analysis refers to a series of job information collection, analysis and synthesis processes that systematically and comprehensively confirm the whole job in order to provide various job-related information for management activities. Job analysis is the basis of human resource management, and its analysis quality has a decisive influence on other human resource management modules. The position of job analysis in human resource management is shown in the following figure: Through the analysis of job input, job conversion process, job output, job-related characteristics, job resources and working environment background, the result of job analysis-job description (also called job description) is formed. Job description includes job identification information, job summary, job responsibilities and responsibilities, and job qualification standard information, which provides convenience for the use of other human resource management functions. [Editor] The content of job analysis includes three parts: the analysis of job content and job requirements; Post, department and organizational structure analysis; Analyze the employees of the work subject. Job content analysis refers to the analysis of the whole process and important auxiliary processes of product (or service) realization, including the analysis of work steps, workflow, work rules, work environment, work equipment, auxiliary means and other related contents; Due to the complexity, diversity and division of labor, posts, departments and organizational structures are inevitable. Different industries and businesses affect the setting of posts, departments and organizational structures. The analysis of post, department and organizational structure includes the analysis of post name, post content, department name, department function, workload and their relationship. The analysis of employees by working subjects includes the analysis of employees' age, gender, hobbies, experience, knowledge and skills, which is helpful to grasp and understand employees' knowledge structure, hobbies and career orientation. On this basis, enterprises can arrange employees to the most suitable jobs according to their characteristics, so as to achieve the goal of giving full play to their talents. [Editor] Methods of job analysis The main methods of job analysis are job analysis questionnaire (PAQ), job element method (JEM), manager job description questionnaire (MPDQ), key trait analysis system (TTAS), functional job analysis system (FJA), task list analysis system (TIA) and critical event method (CIM), as shown in the following figure: [Editor] The reason of job analysis lies in manpower. 2, job analysis is the need to improve the real social productivity. 3. Job analysis is the objective need of enterprise modernization management. 4. Job analysis helps to realize quantitative management. 5. Job analysis contributes to the scientific, standardized and standardized job evaluation, personnel evaluation and personnel management, manpower planning and career development. 6. For labor and personnel management researchers, job analysis is also essential. [Edit] The role of position analysis 1 Job analysis provides basis for human resource development and management activities 1) Job analysis provides necessary information for human resource planning; 2) Job analysis provides clear standards for personnel recruitment; 3) Job analysis provides a clear basis for personnel training and development; 4) Job analysis contributes to scientific performance management; 5) Job analysis lays the foundation for formulating a fair and reasonable salary policy; 2. Job analysis is the basis of realizing organizational functions. 1) Through job analysis, help employees to reflect and review their work contents and behaviors, thus helping employees to consciously and actively find problems in their work and successfully realize the contribution of their posts to the organization; 2) In the process of job analysis, the human resource manager can fully understand all the important business links and business processes of the organization, which will help to truly raise the human resource management function to a strategic position; 3) With the help of job analysis, the top management of the organization can fully understand what people in each position are doing at present, and can find the phenomenon of overlapping responsibilities and vacancy of responsibilities between positions, so as to improve the synergy of the organization by adjusting positions in time. 3. The role of job analysis in performance appraisal [1] This role is mainly reflected in two aspects: First, there are "key jobs" in the required items of job description. ......

What does job analysis mainly include?

Job description 1. What is a job description? Second, the purpose of writing job description Third, the position of job description in enterprise management and human resource management Fourth, the division of responsibilities for writing job description Who is responsible for writing job description and who is responsible for completing and updating job description What is the role of human resources department? Steps to be taken in writing a job description V. Summary of the job description The nature and scope of the overall job objective report and contact relationship, the main job responsibilities, the organization chart and confirmation of the job description, the establishment of the job evaluation Committee, the job evaluation method of the job evaluation Committee, and the wage level-oriented method of the labor market. The non-quantitative job content evaluation method and the job analysis method of each employee are the cornerstones to realize the overall business strategy and objectives of the enterprise, and job analysis is to analyze the content of each job, the required responsibilities, the requirements for education and experience, qualifications and technology, and the consideration of working environment conditions. Therefore, people in the industry call it the source and foundation of macro and micro management of enterprises, especially human resource management. Purpose of job analysis 2, support of senior management 3, cooperation and participation of various functional departments 4, careful planning of overall job analysis project 1, job elements 2, job 3, job responsibilities 4, job 5, job 6, job 7, job category and grade 8, occupation 1, job level 2, matters needing attention in job level design questionnaire b, job analysis interview

What are the main contents of enterprise work analysis?

Reprinted for you as follows:

The content of enterprise performance analysis

Making a correct strategy requires a comprehensive analysis of the business performance of the enterprise, a clear understanding of the development status of the enterprise and a comprehensive analysis. The performance analysis of an enterprise is often carried out from eight aspects of its production and operation. This comprehensive analysis method was adopted by the American General Electric Company.

profitability

Profitability is the profitability of an enterprise, and the profitability analysis of an enterprise should analyze the profitability of various departments within the enterprise. Therefore, there should be both vertical and horizontal comparison of profitability, both ratio comparison and net profit comparison.

market position

This is to analyze the positioning of enterprises in which part of the market, in which product, in which service and in which values. Small enterprises should pay attention to their own market share, otherwise it will be difficult for marginal enterprises to continue to exist when the economic situation is slightly unfavorable. Large enterprises should not make their market share exceed the maximum limit. This is because: the dominant position of the market will make enterprises have no sense of urgency, and there will be great innovation resistance within enterprises, and buyers will not be at the mercy of monopoly suppliers; It will also slow down the development of our company, weaken the development momentum, limit the use of products and open up new markets because of the lack of a competitor who can compete with us.

efficiency

Productivity is the ratio of input to output. Output includes the quantity of products or services, sales, corporate profits, etc. Input is the input of three basic resources: human resources, material resources and capital resources. The net output value reflects the value created by the enterprise, so the net output value rate of the three resources can be regarded as the overall productivity of the enterprise. There are many factors that affect the productivity of enterprises, such as the application of knowledge, the use of time, the combination of products, the combination of procedures, the organizational structure, the balance of various activities of enterprises and other external factors.

Product leadership

Product leadership does not mean the existing market position of products, but whether the company has the ability to create and adopt the latest scientific and technological knowledge in the fields of technology, manufacturing and marketing, so as to develop new products and improve the quality of existing products.

The development of human ability

There must be suitable talents at all levels of the company. People's ability development should be planned. When making the planned indicators, whether we can find suitable talents when necessary, we should compile a talent reserve table and list the proportion of people who have the ability to improve.

Employee attitude

The company should regard it as the most basic project in all fields, because the attitude of employees can reflect whether the supervisor is responsible for the satisfaction of employees' basic desires and goals. The methods to measure employees' attitude include: employee turnover rate, absenteeism rate, lateness rate, safety record and the number of suggestions for improving work. Managers should talk to employees directly and ask questions to understand their attitudes.

social responsibility

It goes without saying that enterprises should be responsible to society. To test corporate social responsibility, we can examine the following contents: for example, the evaluation of employees' work and family security, wages, working environment and living standards; Evaluation and investigation of production and sales partners; Measure salary level, job application rate, number of applications and donations to charities where the factory is located.

Balance between short-term goals and long-term goals

Considering only short-term demand and ignoring long-term development, enterprises will soon be unable to continue to exist because of environmental changes. On the contrary, it is difficult to achieve long-term goals by focusing only on the long-term and ignoring the short-term. Therefore, the company should pay attention to the combination of short-term goals and enterprise growth and development to ensure the integration of long-term plans and short-term goals. Moreover, the company should examine whether the long-term plan and the short-term goal are specific, perfect and echo each other, and even calculate what kind of results it expects to achieve at what cost.

What are the main methods of job analysis?

1. The definition of a symposium: a well-trained host talks with a group of interviewees in an unorganized and natural way, and the host is responsible for organizing discussions, so as to have a deeper understanding of some related issues. Advantages: The researcher observed the situation at that time in the discussion. The whole process can be recorded and analyzed afterwards. The warm and pleasant environment allows participants to speak freely. The experienced host inspired the participants to explore the problem in depth. Disadvantages: Participants are not representative. It is easy to be influenced by others when speaking, and what you say does not necessarily represent each participant's own point of view. Applicability: collecting information about the nature and characteristics of things, there is not much demand for quantity. 2. Definition of second-hand data method: collecting relevant data by looking for articles or documents published by various media. Advantages: A wide range of data can be collected, and various types of data can be collected through various channels. Compared with other investigation methods, it saves trouble and effort. Disadvantages: It is difficult to examine the authenticity of data and the representativeness of survey samples. Application: the preliminary work of the project; Collect relevant industry policies of * * * *; Collect information from peers or related industries at fairs, fairs, exhibitions, order fairs or academic exchanges. 3. Definition of literature method: It is an indirect and non-invasive market research method to collect relevant market information by looking for literature. Advantages: wide application range and many kinds of existing documents. Save time and money. Disadvantages: You can only passively collect existing information, but you can't take the initiative to ask questions and solve problems encountered in market decision-making. Applicability: Collect statistical bulletins and statistical yearbooks regularly issued by the National Bureau of Statistics and local statistical departments at all levels; Collect regular or irregular information bulletins provided by various economic information departments, trade associations and societies; Collect domestic and foreign related newspapers, magazines, television and other mass media; Collect regular or irregular statistical announcements or exchange information provided by various international organizations and foreign chambers of commerce; Collect all kinds of marketing meetings at home and abroad, such as expositions, trade fairs, exhibitions and order fairs, as well as documents and materials distributed at professional and academic meetings; Collect internal information of industrial and commercial enterprises, such as sales records, purchase orders, various statistical statements and financial reports; Collect relevant market policies and regulations issued by * * * at all levels, as well as relevant economic cases of law enforcement departments; Collect academic papers and investigation reports published by research institutions and universities. 4. Definition of door-to-door visit: It means that the interviewer goes to the interviewee's home, directly contacts with the interviewee, asks questions one by one by means of structured questionnaire, and records the other's answers; Or give the questionnaire to the interviewee, explain the filling requirements, and wait until the other person fills it out before receiving the questionnaire. Advantages: direct contact with the interviewee can observe his (her) attitude to answering questions. Strict sampling method makes the sample more representative. A higher effective answer rate can be obtained. Answers that do not meet the requirements can be corrected during the interview. Interviewers can control questions that are skipped or open-ended. Disadvantages: it consumes a lot of manpower, time and expenses. The interviewer may have misunderstood. The requirements for the interviewer are higher. We should strictly manage the interviewers. Applicability: Time, funds and manpower are sufficient, and samples are needed to represent the whole to a greater extent. 5. Definition of interception: It refers to intercepting pedestrians in some fixed areas (such as commercial areas, shopping malls, streets, hospitals, parks, newsstands, etc.). ) Conduct a face-to-face interview. Advantages: The visit time of the whole project is short. The authenticity and quality of the questionnaire can be controlled during the interview. Sampling links and costs can be saved. Disadvantages: because in a fixed place, it is easy to lose the group that can't go to the place. Can't delay the interviewee for too long. Respondents may refuse to answer halfway. Applicability: The project time is short, and the age, gender, occupation and other characteristics of the respondents can be clarified. 6. Definition of telephone survey: refers to the method by which visitors ask questions and collect information from respondents by telephone. ......

What are the contents of post investigation?

There are seven main items in the survey:

1. Who can hold this position (qualification, body, age, gender, etc. ).

2. The nature, type and quantity of the position.

3. The purpose, treatment, material and spiritual remuneration of this position.

4, work technical procedures and tools, etc.

5. Work area, location, scope and environment.

6, working hours, work stability (length of time), etc.

7. The affiliation of this position in the organization and the positions and responsibilities of cooperation.

What are the basic methods of job analysis? What are their advantages and disadvantages?

The method of job analysis

(A) interview methods

Interview, also known as interview, is the most widely used job analysis method. It means that job analysts ask job holders, supervisors, experts and so on face-to-face about a position or post. In general, when applying the interview method, you can use the standardized interview format to record it, so as to control the interview content and compare the answers of different employees in the same position.

(2) Questionnaire survey method

Questionnaire survey is the most commonly used method in job analysis. Specifically, the relevant personnel design a set of job analysis questionnaire in advance, and then the employees who work later fill in the questionnaire, or they can be filled in by job analysts. Finally, summarize and analyze the questionnaire, make detailed records, and write job descriptions accordingly.

(3) Observation method

Observation is a traditional method of job analysis, which means that a job analyst directly goes to the job site to observe the work activities of a specific object (one or more incumbents), collects and records information about the job content, the relationship between jobs, the relationship between people and jobs, the working environment and conditions, and then records it in the form of words or icons, and then analyzes and summarizes it.

(4) Work log method

Work log method, also known as work realism method, refers to a method that the incumbent records his work content and work process in detail in chronological order, and then summarizes and analyzes it to achieve the purpose of job analysis.

(5) Data analysis methods

In order to reduce the cost of job analysis, we should make full use of original materials, such as personnel documents such as responsibility system, so as to have a general understanding of the tasks, responsibilities, rights, workload and qualifications of each job and lay the foundation for further investigation and analysis.

(6) Ability requirement method

Refers to the ability to complete any work, which can be described by more basic ability.

(7) Critical Event Method

The critical event method requires the analysts, managers and employees in the post to record the "critical events" in the work process in detail, and to analyze and study the characteristics of the post after collecting a large amount of information (critical events are behavioral characteristics or events that make the work successful or unsuccessful, such as success or failure, profit or loss, high efficiency and low income, etc.). ).

What is the task content of job analysis?

Content of job analysis

Job analysis consists of two parts: job description and job description.

Task description

The job description specifies the material characteristics and environmental characteristics of the job, mainly including the following aspects:

1, position name. It refers to the position name or position code designated by the organization to engage in a certain work activity, which is used to identify, register and classify various jobs and determine various working relationships inside and outside the organization.

2. Work activities and procedures. Including the tasks to be completed, job responsibilities, raw materials and mechanical equipment used, workflow, formal working relationship with others, and the nature and content of supervision.

3. Working conditions and physical environment. Including temperature, light, humidity, noise, safety conditions, geographical location, indoor or outdoor, etc.

4. Social environment. Including the number of working groups, the number and degree of interpersonal communication needed to complete the work, the relationship between departments, cultural facilities inside and outside the workplace, social customs and so on.

5. Employment conditions. Including working hours, salary structure, payment method, welfare, official position in the organization, promotion opportunities, seasonality of work, opportunities for further study and so on.

Statement of work

Job description, also known as job requirements, requires the physical and psychological requirements that entry-level personnel engaged in a certain job must have. Mainly includes the following aspects:

1, general requirements. Mainly including age, gender, education, work experience and so on.

2. Physiological requirements. It mainly includes health status, strength and physical strength, flexibility of exercise, sensitivity of sensory organs and so on.

3. Psychological requirements. It mainly includes observation ability, concentration ability, memory ability, understanding ability, learning ability, problem-solving ability, creativity, mathematical calculation ability, language expression ability, decision-making ability, special ability, personality, temperament, hobbies, attitudes, professionalism, cooperation and leadership ability.