岗位分析和人力资源计划（英文版）.ppt

Chapter 2 Job Analysis and Human Resource Planning Some terms in this chapter Job Analysis 工作分析 Job Design 工作设计 Job description 工作描述 Job specification 工作说明书 supervisor 主管 Jobholder 工作人员 Dimension 维度 伍德公司.ppt Job Analysis and Job Design Job analysis Job analysis is the process of determining pertinent information relating to the nature of a specific job. It is a determination of the tasks which comprise the job and of the skills, knowledge, abilities, and responsibilities required of the holder for successful job performance. Products of Job analysis Job description Focuses on describing the job as it is currently being performed It explains, in written form, what the job is called, what is to be done, where it is to be done, and how it is to be done Job specification Focuses on characteristics needed to perform the job It described the competency, educational, and experience qualifications the incumbent must possess to perform the job. Sample Job Description and Specifications Job Analysis: A Basic HRM Tool Job analysis methods Conducting Job Analysis The people who participate in job analysis should include, at a minimum: The employee The employee’s immediate supervisor Potential problems with job analysis Top management support is missing Only a single means and source are used for gathering data The supervisor and the jobholder do not participate in the design of job analysis procedure Employees are not allowed sufficient time to complete the analysis Activities may be distorted There is a failure to critique the job Job design It is the process of structuring work and designating the specific work activities of an individual or group of individuals to achieve certain organizational objectives. Designing a job involves making decisions as to who, what, where, when ,why and how(5W1H) the job will be performed. The process can generally be divided into three phases The specification of individual tasks The specification of the method of performing ea