工作分析(英文PPT 57页).ppt
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1、PowerPoint Presentation by Charlie CookThe Nature of Job AnalysisJob AnalysisThe process of gathering,analyzing,and structuring information about the content,context,and the human requirements of jobs.The systematic process of determining the skills,duties,and knowledge required for performing jobs
2、in an organization.The process of gathering,analyzing,and structuring information about a jobs components,characteristics,and job requirements.Producing the job description(task,duties,and responsibilities)and job specification(KSAOs)Important Job Analysis TermsTask:a distinct,identifiable work acti
3、vity composed of motions Duty:a larger work segment composed of several tasks that are performed by an individual.Responsibility:an obligation to perform certain tasks and duties.Position:set of tasks and duties performed by single individual vThe different duties and responsibilities performed by o
4、nly one employeeJob:group of positions that are identical with respect to their major significant tasks and sufficiently alike to be covered by single analysis vA group of related activities and dutiesJob Family:A group of individual jobs with similar characteristicsOccupation:general class of jobs
5、Career:sequence of jobs held by individual throughout lifetime Other Important Job Analysis TermsJob Description:vWritten narrative describing activities performed on a job;includes info about equipment used and working conditions.vStatement of the tasks,duties,and responsibilities(TDRs)of a job to
6、be performedJob Specification:vIdentifies major job responsibilities;outlines specific ksa,and other physical and personal characteristics necessary to perform a job.vStatement of the needed knowledge,skills,abilities,and other characterisitcs(KSAOs)of the person who is to perform the jobvSince Grig
7、gs v Duke Power and the Civil Rights Act of 1991,job specifications used in selection must relate specifically to the duties of the job.Job AnalysisWhich jobs to include?Those critical to the success of an organizationJobs that are difficult to learn and performLegal considerations may help(evidence
8、 of adverse impact)New JobsJobs affected by new technology,expanded jobs,or altogether new jobs Entry level jobsWho is involved in JASources of information used in JAJob RequirementsJob RequirementsRelationship of Job Requirementsto Other HRM FunctionsRecruitmentRecruitmentSelectionSelectionPerforma
9、nce Performance AppraisalAppraisalTraining and Training and DevelopmentDevelopmentCompensation Compensation ManagementManagementDetermine recruitment qualificationsDetermine recruitment qualificationsProvide job duties and job Provide job duties and job specifications for selection processspecificat
10、ions for selection processProvide performance criteria for Provide performance criteria for evaluating employeesevaluating employeesDetermine training needs and develop Determine training needs and develop instructional programsinstructional programsProvide basis for determining Provide basis for de
11、termining employees rate of payemployees rate of payPresentation Slide 31Job Analysis in PerspectiveFigure 3.1The Process of Job AnalysisDetermining Job Requirements What employee doesWhat employee does Why employee does itWhy employee does it How employee does itHow employee does it Determining job
12、 requirementsDetermining job requirements Summary statement of the jobSummary statement of the job List of essential functions of the List of essential functions of the jobjob Employee orientationEmployee orientation Employee instructionEmployee instruction Disciplinary actionDisciplinary action Per
13、sonal qualifications required Personal qualifications required in terms of skills,education and in terms of skills,education and experienceexperience RecruitmentRecruitment SelectionSelection DevelopmentDevelopmentNature of:Job AnalysisJob AnalysisJob DescriptionJob DescriptionJob SpecificationJob S
14、pecificationBasis for:Presentation Slide 32Job Analysis and Essential Job FunctionsEssential FunctionsStatements in the job description of job duties and responsibilities that are critical for success on the job.vThe purpose of essential functions is to match and accommodate human capabilities to jo
15、b requirements.A job function is essential if:The position exists to perform the function.A limited number of employees are available to perform the function.The function is specialized,requiring needed expertise or abilities to complete the job.Performing Job Analysis1.Select jobs to study2.Determi
16、ne information to collect:Tasks,responsibilities,skill requirements3.Identify sources of data:Employees,supervisors/managers4.Methods of data collection:Interviews,questionnaires,observation,diaries and records5.Evaluate and verify data collection:Other employees,supervisors/managers6.Write job anal
17、ysis reportPresentation Slide 33Gathering Job InformationInterviewsQuestionnairesObservationDiariesControlling the Accuracy of Job InformationFactors influencing the accuracy of job informationSelf-reporting exaggerations and omissions by employees and managersCollecting information from a represent
18、ative sample of employeesCapturing all important job informationvLength of job cycle exceeding observation periodvLack of access to job site for personal observationvLack of familiarity with the tasks,duties,and responsibilities of a jobvOngoing changes in the jobJob Analysis MethodsTask Analysis In
19、ventoryRespondents are given a list of tasks and asked to rate them(judge them on a particular dimension,e.g.,frequency of use)Usually completed by incumbents but supervisors and observers may also complete themFocuses on what gets donesimple tasks statementsRatings(usually 5 or 7 pt scale)identify
20、the degree to which the task is perceived to possess a rated characteristic1.Frequency of task performance2.Task importance3.Whether task can be learned on the job relatively quicklyAdvantages:efficient means for collecting data from large number of incumbents in a variety of areas,allows for quanti
21、fying JA data Disadvantages:time-consuming and expensive Job Analysis MethodsPosition Analysis Questionnaire(PAQ) Complex,standardized,structured itemsRepresent general work behaviors,work conditions,or job characteristics27 job dimensions,187 elements with 6 divisionsv 195 items including general q
22、uestionsUsed to predict aptitude requirements for job,assess compensation rates,and classify jobsAdvantages:standardized way to collect quantitative job data across wide spectrum of jobs;thus comparison across jobs can be made,provides reliable and valid job dataDisadvantages:requires reading level
23、of college graduate,scores general work behaviors not specific tasks of the job;it would not provide the specific details necessary to write a job description,so other methods would also need to be employed A Sample Page from the PAQFigure 3.3Source:Position Analysis Questionnaire,copyright 1969,198
24、9 by Purdue Research Foundation,West Lafayette,Ind.47907.Reprinted with permission.Job Analysis and the U.S.Department of LaborFunctional Job Analysis(FJA)Quantitative approach to job analysis that utilizes a compiled inventory of the various functions or work activities that can make up any job.Ass
25、umes that each job involves three broad worker functions:(1)data,(2)people,and(3)things.Assess what worker does and how a task is performedFive parts:Goals of the organization,What workers do to achieve goals,Level and orientation of what workers do,Performance standards,and Training contentAdvantag
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