How important is enterprise job analysis?

In the changing market environment, it is of great significance to effectively predict and plan human resources for the survival and development of enterprises. A core link of human resource planning is to analyze the necessity of existing post setting. Job analysis can produce basic job information such as job description and job description, which provides a basis for human resource prediction and planning. Zhuo Pulit said that with the basic information about the current situation of employees in these enterprises, human resources planning can be targeted and personnel planning can be done well.

(2) Personnel recruitment and appointment

A series of human resources documents (such as job descriptions) produced by job analysis have made detailed provisions on the task, nature, characteristics and the ability and quality requirements of the incumbent of each position, so there is a clear basis and standard for the employment and appointment of employees.

(3) Performance appraisal

Performance appraisal takes personnel as the object, and judges whether they are competent through the assessment of their work performance, and takes this as the basis for rewards and punishments, salary, training, appointment and dismissal. Job analysis centers on posts, analyzes and evaluates the functions and requirements of each post, and defines the responsibilities, authorities and necessary qualifications of each post. From the perspective of working procedure, job analysis is the premise of performance appraisal, which provides a basic basis for determining the items, contents and index system of performance appraisal.

(4) Salary design

When designing salary, salary is usually closely related to the complexity of the job, the difficulty of the job itself, the size of the responsibility and the qualifications of the post. In order to study the level of salary paid to post holders, it is necessary to have a clear understanding of the work of each post and evaluate the value of each post, so as to optimize the salary structure within the enterprise and improve the internal fairness of salary.

Job analysis and job analysis results (job description) provide these information, so job analysis is the premise of job evaluation.

(5) Training and development of human resources

Job analysis can provide information about the ability and quality needed to do a good job, thus providing a basis for analyzing the training needs of incumbents. Job analysis is conducive to improving the efficiency and effectiveness of the whole human resource training and development activities. The result of job analysis is the objective basis of job training, which requires the skills and qualifications of employees.

(6) Staffing and career planning

Job analysis can provide the premise and foundation for staffing, improve the effectiveness of job matching, and put the most suitable person in the most suitable position, thus improving the efficiency and long-term competitiveness of the whole enterprise. Job analysis can clarify the internal differences and logical relations in job content and qualification requirements of related posts, which is the premise of employee career path planning and can improve the success rate of employee career development.