(1) Narrow sense: It is an activity carried out to achieve a certain purpose within a period of time, that is, a task; (2) Broad sense: closely connected with the organization, that is, the sum of all roles of an individual in the organization

: The systematic process of collecting job information related to a specific job

The result of job analysis is generally job description, which is the direct result of job analysis. It is expressed in the form of: job description (or job description), qualification description (job specification)

1. Work element: It is the smallest unit of activity in the work that cannot be further broken down.

2. Work task: consists of one or more work elements

3. Job responsibilities: composed of various related tasks, one or more tasks

4. Position: Position is a collection of tasks and responsibilities. It is the basic unit that organically combines people and things. The number of positions is also called establishment.

5. Job title: a group of positions with similar or identical responsibilities. Job title is a collection of similar positions. It is a general term for positions.

6. Authority: Certain powers conferred by the position according to law

7. Grade: also called job type, a collection of all positions with similar work nature

Job title analysis job content analysis Work environment analysis Working conditions analysis work process analysis

In short: all functions of modern human resource management and development, including human resource acquisition, integration, retention and motivation, control and adjustment, Functions such as training and development are based on and predicated on job analysis.

① Determine the purpose; ② Determine the scope of the position; ③ Cooperation from direct managers; ④ Obtain support from senior managers.

① Communicate with the job holders of the positions involved in the job analysis; ② Develop an investigation and analysis work plan; ③Investigating and analyzing information data - the core step in the entire job analysis

① Goals and focus; ② Implement publicity and training; ③Establish a project team and orderly organizational control; ④Select a method of collecting information.

Form information analysis report and prepare work instructions

Final review and adjustment

(1) "Hawthorne Effect" (2) Principles: ①Concealment principle ②Detailed principle ③Trust principle ④Communication principle ⑤Stability principle ⑥Representative principle

Advantages and Disadvantages of Observation

1. Interview method: Also known as the face-to-face method, it is mainly a method in which job analysis experts communicate face-to-face with the employees of the analyzed job about the job to obtain relevant information. 2. Interview content [short answer questions]: work objectives, work content, nature and scope of work, responsibilities, and qualifications

3. Advantages and Disadvantages of Interview Method

1. Classification: ① Position Orientation Questionnaire; ② Personnel Orientation Questionnaire

2. Advantages and disadvantages of questionnaire method

1. FJA for short, is based on the functions and responsibilities that employees need to perform as the core, and lists the categories of work information that need to be collected and analyzed to conduct job analysis. 2. The basis of this method is DPT theory: • D – Information about “data” • P - “people” information • T – Information about “things”

3. Contents of functional job analysis

: A method that requires employees engaged in work to keep a work diary or log every day to provide information and basis for job analysis.

Advantages of the work diary method: The information is highly reliable and suitable for determining information about work responsibilities, work content, work relationships, labor intensity, etc.; recording it day by day or after work activities can avoid omissions; it requires less cost; The most detailed information can be collected Disadvantages of the work diary method: it focuses attention on the activity process rather than the results; the workload of organizing information is large and the summary work is cumbersome; the filler may miss some content due to carelessness, thus affecting the analysis results; filling in the log will cause Affect normal work, If it is filled in by a third party, the human investment will be huge and it is not suitable for handling a large amount of business; there will be errors, and necessary inspections of the record analysis results will be required.

The work participation method is only suitable for relatively simple job analysis

① Job identification, ② Work overview, ③ Work contacts, ④ Job responsibilities and tasks ⑤Work authority, ⑥Performance standards, ⑦Working conditions and physical environment, ⑧Work specifications

1) Not for the right person, but for the right position 2) Don’t treat the person but the matter 3) Focus on the present rather than the future 4) Inappropriate treatment of responsibilities

Clear, specific, concise and standardized

(1) Job content (2) Job responsibilities (3) Working relationship (4) Work results (5) Feedback on work results (6) Reaction of the incumbent