What is Job Analysis and what does it entail?

Job analysis refers to a series of work information collection, analysis and synthesis processes that systematically and comprehensively identify the work as a whole in order to provide various job-related information for management activities. Job analysis is the foundation of human resource management, and the quality of its analysis has a significant impact 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, related characteristics of work, work resources, work environment background, etc., forms the result of job analysis - job specification (also known as job specification.

Job specifications include job identification information, job summary, and job responsibilities.

and responsibilities, as well as qualifications.

to facilitate the use of other human resources management functions. The content of job analysis consists of three parts: analysis of job content and job requirements; to the position, department and organizational structure.

analysis; Analysis of the employees of the work entity. The analysis of work content refers to the analysis of the whole process of product (or service) realization and important auxiliary processes, including work steps and workflows.

Analysis of work rules, working environment, work equipment, auxiliary means and other related content; Due to the complexity, diversity and division of labor make the position, department and organizational structure inevitable, different industries and different businesses affect the setting of positions, departments and organizational structure, the analysis of the position, department and organizational structure includes the analysis of the job name, job content, department name, department function, workload and interrelationship; The analysis of the main employee includes the analysis of the employee's age, gender, hobbies, experience, knowledge and skills, etc., which is helpful to grasp and understand the knowledge structure, interests and career tendencies of the employee. On this basis, the enterprise can arrange the most suitable job for the employee according to his characteristics, so as to achieve the purpose of making the best use of his talents.

The specifics of the job analysis are as follows:

1. Job title.

It refers to the job title or job code specified by the organization for engaging in certain work activities, so as to identify, register, classify various jobs and determine various working relationships inside and outside the organization.

2. Work activities and working procedures.

This includes the tasks to be done, the responsibilities of the work, the raw materials and machinery and equipment used, the work processes, the formal working relationship with other people, the acceptance of supervision, and the nature and content of the supervision.

3. Working conditions and physical environment.

This includes temperature, light, humidity, noise, safety conditions, location, indoor or outdoor location, and more.

4.Social environment.

This includes the number of people in the work group, the amount and degree of interpersonal interaction required to complete the work, the relationships between departments, cultural facilities inside and outside the workplace, social customs, etc.

5. Conditions of employment.

This includes the number of hours worked, the salary structure, the method of paying wages, the benefits package, the official position of the job in the organization, the opportunities for promotion, the seasonality of the work, the opportunities for further education, and so on.

6. General requirements. It mainly includes age, gender, education, work experience, etc.

7. Physiological requirements. These include health status, strength and physical strength, flexibility in movement, sensitivity of sensory organs, and more.

8. Psychological requirements. It mainly includes observation ability, concentration ability, memory ability, comprehension ability, learning ability, problem-solving ability, creativity, mathematical calculation ability, language expression ability, decision-making ability, special ability, personality, temperament, hobbies, attitude, dedication, cooperation, leadership ability, etc.

Analysis is a scientific and systematic approach to determining a job.

The work items that should be included and the knowledge, skills and abilities necessary to do the work. The results include statements of work and work specifications. (1) Job analysis provides the basis for organizational design and structure; (2) Job analysis is the basis for formulating human resource plans; (3) job analysis to achieve fairness and impartiality in job evaluation and compensation; (4) Job analysis gives the recruitment activity a clear purpose; (5) Job analysis makes personnel change more efficient; (6) job analysis to give training and development a reasonable direction; (7) Job analysis provides an objective standard for performance parity; (8) Job analysis provides direction for career planning.

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Job analysis has the following meanings and functions:

Job analysis is a basic work of human resource management, which occupies a very important position in the entire human resource management system and plays a very important role. Job analysis provides a basis for other human resources management activities.

1) Job analysis provides the necessary information for human resource planning.

2) Job analysis provides clear criteria for personnel recruitment.

3) Job analysis provides a clear basis for the training and development of personnel.

4) Job analysis lays the foundation for the development of a fair and reasonable compensation policy.

5) Job analysis also provides help for scientific performance management.

The general job analysis includes the following items:1 Job title2Number of jobs, i.e. the number of jobs performing the same job3 Work department, i.e., the department to which the job belongs4Job tasks, i.e., the tasks that staff members need to perform to achieve the purpose of their work 5 Job duties, i.e. the responsibilities of the staff members, including the level of supervision and supervision 6 Knowledge to be possessed, i.e. knowledge to be possessed to complete the work tasks7 Skills to be possessed, i.e., when performing the work tasks, Skills and methods that must be used 8 Experience, that is, the employee's work experience in the position 9 Education and training, that is, the education level and training received by the staff 10 The machine used touches the Qingchun equipment, that is, the machine, equipment, equipment, etc. used or handled in the work 11 The relationship with other work, that is, the relationship between the job and other work in the enterprise 12 Physical fitness requirements, that is, the requirements for the physical condition of the staff, including vision, hearing, jumping, climbing, lifting, thrust, etc. 13 The working environment, mainly refers to the interior, outdoor, temperature, humidity, noise, brightness and work hazards, etc.14 Characteristics of workers, that is, the main abilities to perform work, including the strength and dexterity of the limbs, sensory recognition ability, memory, calculation and expression ability, etc. 15 Working hours, i.e. poor hours, number of days worked, and number of shifts 2 2 Describe the design form of the questionnaire and its main advantages and disadvantages.

A: There are generally 3 types of questionnaire design: open-ended, closed-ended, and hybrid.

Either way, it should be designed from the perspective of job analysis. An open-ended questionnaire is a questionnaire that only asks questions and does not give alternative answers, and needs to be filled out by the respondent according to his or her own judgment. In the open-ended questionnaire, the incumbent is free to ask the questions.

A closed-ended questionnaire is a questionnaire method that gives various alternative answers to questions and asks the respondent to choose according to the actual situation. The incumbent is asked to choose the most appropriate answer from the list of answers. A blended questionnaire is a combination of open-ended and closed-ended questionnaires.

Advantages of closed-ended questionnaires: standardized answers, convenient for statistical and comparative analysis; It is convenient for the incumbent to ask more accurate questions and improve the rate of questionnaires; It is convenient for data processing by modern means such as computers. The disadvantages are:

The alternative answers are not comprehensive enough; The respondents were unable to articulate their views based on the actual situation, etc. Advantages of open-ended questionnaires: it can get some new information to give people the opportunity to express their opinions, it is more suitable for those questions with diverse answers, and some difficult to simple comprehensive questions.

The disadvantages are: it may collect some worthless information; difficulty in comparing and statistically analysing the collected results; Respondents are required to have a high level of education. The blended questionnaire combines the advantages of open-ended questionnaires and closed-ended questionnaires, and is more widely used in practical work 3 3 The main factors that should be considered in the selection of job analysis methods are discussed.