What is the practical application of job analysis results?

1. Through job analysis, managers can make clear the previous and future workload, so as to make clear the number of human resources requirements and the positions to be filled, and provide a basis for human resources planning;

2. The information about which positions are vacant, who needs to be recruited and how many people to be recruited depends on the process and results of job analysis, that is, the requirements in the job description;

3. How to make effective and legal tests and interviews so as to select the most suitable person from a large number of candidates. The qualifications obtained through job analysis, that is, the knowledge, ability and experience that a qualified person should possess, can be used as the standard for developers to choose methods;

4. How can employees' job performance be assessed only according to the standards of job content? Through job analysis, we can get the expected standards of employees' performance in various jobs, so that the established assessment standards can be called scientific and legal;

Through job analysis, we can acquire the knowledge and skills needed for each position. If the job holder's ability differs greatly from the job requirements, it will not bring high performance. These people need training to improve their skills.

6. According to the job analysis, we can get the differences of information such as the complexity of work tasks, the size of responsibilities, and the qualifications of the personnel required for the post, so as to make a scientific job evaluation, so as to clarify the relative value of each post to the organization and lay the foundation for the formulation of post compensation;

7. The job description clarifies the relationship among superior posts, subordinate posts and posts at the same level in specific jobs, clarifies the path of promotion and development and the corresponding qualification requirements for employees, which effectively promotes the incentive effect of career development on employees;

8. Through job analysis, we can also find some factors (technical or managerial) that hinder the further improvement of work efficiency, and redesign the work through the organization to enrich the work content and improve employee satisfaction;

9, sometimes, through careful job analysis can also get information about the number of employees and work quota, provide the basis for the organization to create jobs and personnel;

10. Some special working environments obtained through job analysis, such as high temperature and high noise, can provide basis and support for organizations to provide employee allowances or labor safety protection measures for specific posts.

Extended data

The method of job analysis

1, interview method

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

It is a traditional job analysis method, which means that job analysts go directly to the job site to observe the work activities of specific objects (one or more incumbents), collect and record information about job content, the relationship between jobs, the relationship between people and jobs, the working environment and conditions, and then record it in the form of words or icons, and then analyze and summarize it.

4, the 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. Task questionnaire method

Task questionnaire method is a method to analyze the work-related data and information obtained by issuing task questionnaires. Task questionnaire is a kind of questionnaire used to collect work information or professional information. Each inspection item or evaluation item is listed in the questionnaire to form a list of tasks or work activities, including the tasks to be completed, the difficulty of judgment, the study time, and the relationship with the overall performance.

7, the key 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.). ).

It takes a lot of time to collect, summarize and classify shortcomings. In addition, by definition, cases describe particularly effective or ineffective behaviors, so it is difficult to form the concept of general work behavior. This may leave out some unimportant work behaviors, and it is difficult to fully grasp them.

8. Working practice methods

Work practice method is a method that analysts personally engage in the work to be analyzed and analyze according to the first-hand information they have. The advantage of this method is that the information obtained is true and targeted, which is more suitable for the work that can be mastered in a short time.

Advantages: Compared with interviews and written surveys, more real and reliable data can be obtained; Can accurately understand the actual tasks and physical, environmental and social requirements of the work, and is suitable for the work that can be mastered in a short time.

Disadvantages of work practice method: due to the limitation of work analyst's knowledge and skills, the application scope of work practice method is very narrow; It is not suitable for dangerous work with high technical difficulty, working frequency and working quality under the condition of modern large-scale production.

Baidu Encyclopedia-Job Analysis