The importance of job analysis and what does job analysis do?

1. Recruit employees for vacant positions.

When selecting or appointing employees, HR departments need guidance from job analysis to understand which positions require which knowledge or skills, and how to place the right talent in the right roles. In order to achieve the goal of recruiting suitable employees for vacant positions, the focus of job analysis is, on the one hand, the job responsibilities of the position.

On the other hand, there are requirements for the incumbent.

2. Determine performance appraisal.

Performance appraisal refers to the combination of the actual performance of employees with the expectations of the organization, and the instigation and formulation of performance appraisal standards. Furthermore, in order to achieve the performance appraisal goal, the criteria for the division of each work task are assigned. As the basis for the assessment and proofreading of employees.

3. Determine the salary system.

and structure Through job analysis, the focus of job analysis can be determined, that is, the key points of measurement; That is, the determination point corresponding to the compensation system. In practice, it is necessary to rely on the results of job analysis to illustrate the interrelationship between the conditions required for the job and the responsibilities and the work. In order to achieve the goal of determining the compensation system, the focus of job analysis should be on the quantitative evaluation of the position, and it is not enough to obtain descriptive information through interviews and other methods, but to use quantifiable methods to determine the relative value of each position.

4. Prepare for training and development.

The results of the job analysis are the required positions, responsibilities and qualifications listed in the job description, which have the same practical significance as the guidance training and development work. Effective training and development require detailed information about the work, such as the content of the training course, the time required for training, the selection of trainers, etc. In order to achieve the objectives of training and development, job analysis should focus on the requirements or content that each job task should meet.

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.

Role: 1. Establish selection criteria for recruitment and hiring. 2. Provide information for training development.

3. Provide relevant information on time and motion research. 4. Provide standards for job evaluation. 5. Provide performance appraisal standards.

6. Provide information on personnel promotion and mobility. 7. Provide information on occupational safety and health. 8. It is the basic condition for improving the human resources system of the organization.

Work itself is against human nature – no matter what kind of work, as long as labor and time are invested in exchange for material materials, this is the case.

Modern work is nothing more than a person finding a position in a large and developed social system, paying labor and time in exchange for material materials to meet his physical or mental needs.

Humans are self-regulating animals.

Some people will keep looking for a job they like, so that they can earn money and have fun at the same time.

Of course, some people will anesthetize themselves, even if they don't like their work, they have to tell themselves: "My job is meaningful and fulfilling".

Jobs that make you mentally happy generally do not pay well; If you work with a high salary, you are generally not too happy.

Happy and well-paid jobs are rare.

In addition to being used to fix the salary of a position, job analysis is also an effective management tool. It can not only be used as the basis for recruitment, selection, assignment and job training, but also improve employees' understanding and attitude towards their own work. In addition, job analysis can be used as a standard for evaluating employees' performance.

1. Job analysis provides a basis for human resource development and management activities.

1) Distraction provides the necessary information for human resource planning;

2) Job analysis provides clear criteria for the recruitment and hiring of personnel;

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

4) Job analysis provides help for scientific performance management;

5) Job analysis lays the foundation for the development of a fair and reasonable compensation policy; Burn dress.

2. Job analysis lays the foundation for the realization of organizational functions.

1) Through job analysis, it helps employees to reflect on and review their work content and work behavior, so as to help employees consciously and actively find problems in their work and successfully realize the contribution of their positions to the organization;

2) In the process of job analysis, human resource managers can fully understand the important business links and business processes of the organization, so as to help the human resource management function to truly rise to a strategic position;

3) With the help of job analysis, the overlapping responsibilities and vacancies between positions can be discovered, and the synergies of the organization can be improved through timely adjustment of positions.