How to do job survey analysis

Position analysis methods and steps:

Position analysis methods

1. Observation method

The observation method means that the position analysts pass A method of observing the normal working status of employees, obtaining work information, and obtaining position analysis results by comparing, analyzing, and summarizing the information. The observation method is suitable for manual workers and clerical workers, such as porters, operators, secretarial and other positions.

Because the work cycles and work emergencies of different observation objects are all different. Therefore, the observation method can be divided into direct observation method, stage observation method and work performance method.

1. Direct observation method

Position analysts directly observe the entire process of employees' work. Direct observation is appropriate for positions with short duty cycles. For example, a cleaning staff basically works on a one-day basis, and job analysts can follow the cleaning staff throughout the day for direct work observation.

2. Staged Observation Method

Some employees' work has a long period of time. In order to completely observe all the employees' work, the observation must be carried out in stages. For example, an administrative clerk needs to prepare a corporate summary and commendation meeting at the end of each year. The position analyst must then review the position at the end of the year. Sometimes the job analysis work cannot be delayed for a long time because the inter-stage span is too long. At this time, it is more appropriate to use the "job performance method".

3. The work performance method

is more suitable for jobs with long work cycles and many unexpected incidents. For example, in security work, in addition to normal work procedures, there are also many emergencies that need to be handled, such as interrogating suspicious persons, etc. Position analysts can ask security personnel to perform the interrogation process to observe the work.

When using the observation method, job analysts should prepare observation forms in advance for recording at any time. Companies with good conditions can use cameras and other equipment to record employees' work content for analysis. In addition, it should be noted that some observed work behaviors should be representative and try not to attract the attention of the person being observed, let alone interfere with the work of the person being observed.

2. Questionnaire Survey Method

Position analysts must first develop a set of practical and content-rich questionnaires, which are then filled in by employees. The questionnaire method is suitable for intellectual workers, management workers or employees with great job uncertainties, such as software designers, administrative managers, etc. The questionnaire method is more convenient for statistics and analysis than the observation method. It should be noted that the design of the questionnaire is directly related to the success or failure of the questionnaire survey, so the questionnaire must be designed to be complete, scientific, and reasonable.

Foreign organizational behavior experts and human resource management experts have developed a variety of scientific and very large questionnaire survey methods. Among the more famous ones are:

1. Position Analysis Questionnaire PAQ

The Position Analysis Questionnaire is a quantitative job description method developed by McCormick and others, a researcher at Purdue University in the United States. Although it is formatted, it can be used to analyze many different types of positions. PQA has 194 questions, which are divided into six parts: data input, mental process, work output, interpersonal relationships, work scope, and other work characteristics.

2. Threshold trait analysis method TTA

Lopez et al. designed the "Threshold Trait Analysis" TTA questionnaire in 1981. The trait-oriented research perspective attempts to identify those personality characteristics that predict individual performance at work. The basis of the TTA method is: if an individual with a certain personality trait performs better than someone who does not have that special trait, and the difference in traits can be reflected through standardized psychological tests, then the trait can be determined to be suitable for completing the job. One of the required individual traits.

3. Occupational Analysis Questionnaire OAQ

The American Control Data Management Consulting Company designed the Occupational Analysis Questionnaire in 1985 to quantitatively describe positions. The QAQ is a multiple-choice questionnaire that includes tasks, responsibilities, knowledge, skills, abilities and other personality characteristics of various occupations.

For example, in OAQ, software positions are divided into 19 responsibilities, 310 tasks and 105 personality characteristics.

However, it is difficult for our enterprise SMEs to use these research results to conduct intervolume surveys. We can make our own job analysis questionnaire based on the actual situation of the company, which may be more effective

3. Interview method

Also known as the interview method, it uses job analysts to communicate with Face-to-face interviews with employees to collect job information. Before the interview, the job analyst should prepare an outline of interview questions, which can generally be carried out according to the predetermined plan during the interview. The interview method has high requirements on the language expression ability and logical thinking ability of job analysts. Position analysts must be able to control the conversation, not only to prevent the conversation from going off topic, but also to enable the conversation partner to talk without caring. Job analysts should record interviews promptly and accurately, and avoid causing the interviewees to take the records into consideration. The interview method is suitable for people in intellectual positions, such as developers, designers, senior managers, etc.

McCormick proposed some standards for the interview method in 1979, which are:

1. The questions asked must be related to the purpose of the job analysis;

2. Position analysts should express themselves clearly and accurately;

3. The questions asked must be clear and specific, not too implicit;

4. The questions asked and the content of the conversation cannot exceed the knowledge and information range of the person being spoken to;

5. The questions raised and the content of the conversation must not cause dissatisfaction with the person being interviewed, or involve the privacy of the person being interviewed.

4. Other methods

1. Participation method

Also known as position practice method. As the name suggests, position analysts directly participate in the work of employees, play their job roles, and understand the job information. The participation method is suitable for positions that are not very professional. Compared with the observation method and questionnaire method, the participation method can obtain more accurate information. It should be noted that job analysts need to truly participate in the work and experience the work, rather than just imitating some work behaviors.

2. Typical event method

If there are too many employees or the job content is too complex, you should select representative employees and typical times for observation to improve the efficiency of job analysis.

3. The work diary method

is a job analysis method conducted by the employees themselves. Detailed work log sheets should be designed by job analysts in advance so that employees can fill in job content in a timely manner as required to collect work information. It should be noted that the work log should be filled in at any time, for example, in a 10-minute or 15-minute cycle, and should not be filled in all at once before leaving get off work. This is to ensure the authenticity and validity of the filled-in content. Perhaps the biggest problem with the work diary method is the authenticity of the work diary content.

4. Material analysis method

If the position analyst has a large amount of position analysis data at hand, for example, similar companies have already conducted corresponding position analysis, this method is more suitable. This approach is most suitable for newly established businesses.

5. Expert discussion method

The expert discussion method refers to a method that invites some experts or experienced employees in related fields to discuss and conduct job analysis. This method is suitable for companies that are developing rapidly or where job responsibilities have not yet been finalized. Since the company does not have ready-made observation samples, it can only rely on the experience of experts to plan the job status it hopes to see in the future.

The above job analysis methods can be used alone or in combination. Since each method has its own advantages and disadvantages, each enterprise should make a choice based on the specific circumstances of the enterprise. The ultimate goal is the same: to get as detailed and true job information as possible.

Conventional steps for job analysis

For a stable company, the most commonly used job analysis methods are questionnaires and interviews. Below we will combine these two methods to explain in detail the steps for job analysis.

Generally speaking, job analysis can be divided into five stages: planning stage, design stage, information collection stage, information analysis stage and results expression stage.

Planning Phase

The planning phase is the first stage of job analysis. In the planning stage, the purpose and significance, methods and steps of position analysis should be clarified; the method of position analysis should be determined; the scope of position analysis should be limited, and representative positions should be selected as samples; the steps of position analysis should be clarified, and detailed position analysis should be formulated. Analyze the implementation schedule; prepare a "position analysis plan" and conduct publicity on position analysis with relevant personnel. After the job plan is approved, a job analysis team can be formed to enter the design stage of job analysis.

Position analysis plan

In order to improve the effectiveness and reliability of the company's human resources management work, in order to effectively implement the company's recruitment plan in the next quarter, and in order to successfully complete this year's salary policy , adjustment of incentive policies and training policies to adapt human resource management positions to the development trend of the enterprise.

Design stage

In the design stage, specific job analysis and implementation content should be specifically designed. .

1. Questionnaire survey method

The design stage of the questionnaire survey method requires the preparation of a relatively detailed "position analysis questionnaire". The "Job Analysis Questionnaire" can more comprehensively reflect the job content, job responsibilities, job qualifications, etc. of the position.

2. Interview method

The design of the interview method requires the formation of an effective and complete "interview outline". The content of the interview outline is basically the same as the content of the "position analysis questionnaire". The following lists some key questions during job analysis interviews, which job analysts can use selectively according to specific circumstances:

1 What is your name, position title, and position number?

2 Which department do you work in? Who is your department manager? Who is your direct superior?

3 What are your main positions? You can give some examples.

4 Please tell us about your work yesterday in as much detail as possible.

5 What matters do you have decision-making authority over? Which matters do you not have decision-making authority over?

6 Please tell me who you need to come into contact with at work?

7 What equipment and tools do you need to carry out your position? Which of them are commonly used? Which ones are only used occasionally? Are you satisfied with the current equipment status?

8 What is your role in personnel approval authority and What are the responsibilities regarding financial approval authority? Some examples can be given.

9 What kind of education level do you need to do this job well? What knowledge is required? What kind of psychological quality is required?

10 If you are a new employee with a college degree, How long do you think the training will take before you can officially take up the job?

11. What do you think of the current working environment? Does it need a better environment? What aspects do you hope to improve?

< p> 12 How valuable and significant do you think this work is?

13 How do you think the work can be completed better?

14 What else do you want to add?< /p>

15 Are you sure that the content of your answers is true?

Information collection stage

1. Questionnaire survey method steps

1. Obtain the consent of the direct superior of the sample employee in advance and try to obtain the support of the direct superior;

2. Provide a quiet place and ample time for the sample employee;

3 Explain the significance of job analysis to the sample employees and explain the precautions for filling in the questionnaire;

4 Encourage the sample employees to fill in the questionnaire truly and objectively, and do not make any mistakes in the form. Any content filled in will cause concerns;

5. The position analysts will answer the questions raised by the sample employees when filling out the questionnaire at any time;

6. After the sample employees have completed filling in the questionnaire, the position analysts should carefully carry out the Check to see if there are any omissions or incorrect fillings;

7 If there are any questions about filling in the questionnaire, the position analyst should immediately ask the sample employee questions;

8 The questionnaire must be filled in accurately Once everything is correct, complete the information collection post and thank the sample employee.

2. Steps of the interview method

1. Obtain the consent of the sample employee’s direct superior in advance and try to obtain the support of the direct superior;

2. Conduct the interview in an undisturbed environment;

3 Explain the significance of job analysis to sample employees and introduce the general content of the interview;

4 In order to eliminate the nervousness of sample employees, job analysts can start with a relaxed topic;

5. Encourage sample employees to answer questions truthfully and objectively, without taking into account the content of the interview;

6. The position analysts will ask questions from shallow to deep in the order of the interview outline;

7 Create a relaxed atmosphere so that the sample employees can speak freely;

8 Pay attention to the content of the interview to prevent the sample employees from going off topic;

9 Without affecting the conversation of the sample employees, Next, record the conversation;

10 At the end of the interview, the sample employee should be allowed to review and approve the conversation record;

11 After the interview record is confirmed to be correct, complete the information collection position and report to the sample Staff thanks.

After the information collection is completed, a research report must be formed:

What work does a department and you personally do?

1. Specific development

2. Review other developers' development documents

3. Arrange research and field work

4. Convene a department meeting

5. Organize technical discussions and learning

6. Apply to the Administration Department for office supplies of the department

7. System maintenance

8. Organize and tidy up the department office environment

9. Improve departmental discipline

10. Leave approval

11. Equipment application pre-approval

12. Communicate with department personnel

Current development process of the second department

1. Received information requesting research from: Deputy General Manager, Marketing Department

2. Preparing a research plan includes determining the time, location, and outline of the survey; the marketing department will contact you for the first survey

3. Implement research

4. Compile research reports

5. The user's signature must be obtained when issuing requirement specifications

6. Issue an outline design document and detailed design document

If you win the bid:

7. Modify the outline design document and detailed design document

8. The technical documents generated by coding include: development reports, change reports, development summaries, etc.

9. The technical documents generated by testing and debugging include: test reports, software problem reports, etc.

10. Prepare acceptance report, instruction manual, and maintenance manual

11. Organization and acceptance of small projects: organized by the Development Department; large projects: jointly organized by the Development Department and Marketing Department

12. Delivery documents; project summary

13. Software maintenance is carried out by relevant developers

The three most difficult problems to solve in the work

1. Document management. Incomplete documentation will cause considerable obstacles to future development

2. Temporary tasks assigned by superior leaders

3. Unnecessary maintenance, a waste of time

4. Leadership beyond authority

The four most common tasks where responsibilities are unclear

1. Disc management

2. Internet

3. Application and exchange of small equipment

4. Slide production for other departments

Five suggestions

1. It is recommended that the development department keep the CD

2. Training is only carried out when a large number of new employees arrive at the same time, and individual new employees who join the company are trained through specific tasks

3. It is recommended to establish a detailed assessment method for technical personnel, and link the assessment workload and work difficulty with salary

4. It is recommended that the X X X X Management

Information analysis stage

The information analysis stage is a process of statistics, analysis, research and classification of information collected by various information collection methods. In the information analysis stage, it is best to refer to the company's previous job analysis data and related job analysis data from other companies in the same industry and with the same position, in order to improve the reliability of the information analysis.

During the information analysis process, you can also ask lower-level managers to provide help to ensure that there are no doubts.

In the information analysis stage, the following aspects need to be analyzed:

Basic information such as position name, position number, department, position level, etc.;

Job Activities and work procedures, such as work summary, work scope, scope of responsibilities, work equipment and tools, work processes, interpersonal interactions, management status, etc.;

Working environment such as workplace, hazards in the working environment, occupational diseases, Working hours, comfort level of the working environment, etc.;

Qualifications such as age requirements, academic requirements, work experience requirements, personality requirements, etc.; basic qualities such as academic requirements, areas of expertise, job experience, and training and education received. , special talents, etc.;

Physiological qualities such as physical requirements, health status, sensitivity of sensory organs, etc.; comprehensive qualities such as language expression ability, cooperation ability, enterprising spirit, professional ethics, interpersonal skills, teamwork, etc. Cooperation ability, personality, temperament, interests, etc.

Results expression stage

The main task of the results expression stage is to write job descriptions and job qualifications. The specific positions are as follows:

1. Job analysts prepare a first draft of job descriptions and job qualifications;

2. Discuss job descriptions and job qualifications with sample employees, sample employee superiors, business management consultants, etc. Specific content of job qualification requirements;

3 Confirm the trial draft;

4 After being used correctly during the trial period, it will be confirmed as an official document.