In what way do you evaluate the accuracy of a programmer's writing?

Job analysis refers to a series of job information collection, analysis and synthesis processes that systematically and comprehensively confirm the whole job in order to provide various job-related information for management activities. Job analysis is the basis of human resource management, and its analysis quality has a decisive influence on other human resource management modules. The position of job analysis in human resource management is shown in the following figure:

Through the analysis of job input, job conversion process, job output, job-related characteristics, job resources and working environment background, the result of job analysis-job specification (also called job description) is formed.

Job description includes job identification information, job summary, job responsibilities and responsibilities, and job qualification standard information, which provides convenience for the use of other human resource management functions.

[Edit] Content of job analysis

The content of job analysis includes three parts: the analysis of job content and job requirements; Post, department and organizational structure analysis; Analyze the employees of the work subject.

Job content analysis refers to the analysis of the whole process and important auxiliary processes of product (or service) realization, including the analysis of work steps, workflow, work rules, work environment, work equipment, auxiliary means and other related contents;

Due to the complexity, diversity and division of labor, posts, departments and organizational structures are inevitable. Different industries and businesses affect the setting of posts, departments and organizational structures. The analysis of post, department and organizational structure includes the analysis of post name, post content, department name, department function, workload and their relationship.

The analysis of employees by working subjects includes the analysis of employees' age, gender, hobbies, experience, knowledge and skills, which is helpful to grasp and understand employees' knowledge structure, hobbies and career orientation. On this basis, enterprises can arrange employees to the most suitable jobs according to their characteristics, so as to achieve the goal of giving full play to their talents.

[Edit] Job Analysis Method

The methods of job analysis mainly include job analysis questionnaire (PAQ), job element method (JEM), manager job description questionnaire (MPDQ), key trait analysis system (TTAS), functional job analysis system (FJA), task list analysis system (TIA) and critical event method (CIM), as shown in the following figure:

[Edit] Reasons for Job Analysis

In the process of human resources development and management, job analysis is of great significance:

1, job analysis is the basis of scientific personnel management.

2, job analysis is the need to improve the real social productivity.

3. Job analysis is the objective need of enterprise modernization management.

4. Job analysis helps to realize quantitative management.

5. Job analysis contributes to the scientific, standardized and standardized job evaluation, personnel evaluation and personnel management, manpower planning and career development.

6. For labor and personnel management researchers, job analysis is also essential.

[Editor] The role of job analysis

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

1) Job analysis provides necessary information for human resource planning;

2) Job analysis provides clear standards for personnel recruitment;

3) Job analysis provides a clear basis for personnel training and development;

4) Job analysis contributes to scientific performance management;

5) Job analysis lays the foundation for formulating a fair and reasonable salary policy;

2. Job analysis is the basis of realizing organizational functions.

1) Through job analysis, it helps employees to reflect on and examine their work content and behavior, thus helping employees to consciously and actively find problems in their work and successfully realize the contribution of their posts to the organization;

2) In the process of job analysis, the human resource manager can fully understand all the important business links and business processes of the organization, which will help to truly raise the human resource management function to a strategic position;

3) With the help of job analysis, the top management of the organization can fully understand what people in each position are doing at present, and can find the phenomenon of overlapping responsibilities and vacancy of responsibilities between positions, so as to improve the synergy of the organization by adjusting positions in time.

3. The role of job analysis in performance appraisal [1]

This function is mainly reflected in two aspects: first, there are "post key performance indicators" in the required items of the job description, which indicate the angle and direction of the employees in this position, while the starting point of the performance appraisal scheme is the selection of departments and post assessment indicators, and generalized post analysis can even provide key performance indicators for departments; Second, if the job description contains the item "communication relationship", it can clearly indicate the relationship between the subject of performance appraisal and the appraisal level, because the communication relationship clearly defines the relationship between reporting, guidance and supervision.

4. The role of job analysis in personnel recruitment and employment [1]

Another essential content of job description is job qualification, which is not only an important reference element for job evaluation, but also the basis for designing recruitment requirements when job personnel are vacant. Generally, there are requirements such as education, work experience, professional and technical level, ability direction and personality characteristics in job advertisements. These contents can be found in the qualification items in the job description.

5. The role of job analysis in employee training and career design [1]

An important feature of enterprise employee training is strong pertinence. One of the important bases of this positioning is the contents stipulated in the job description, especially the requirements of job responsibilities, assessment indicators and ability requirements. In the training of new employees, the job description of new employees can even become one of their compulsory teaching materials. In addition, when designing employees' career, job analysis can also provide career development paths and specific requirements.

6. The role of job analysis in human resource planning [1]

The core work of human resource planning is the prediction of human demand and supply. When forecasting supply with skill list method, manager turnover chart, manpower succession plan and Markov matrix method, it is inseparable from clear job hierarchy relationship, promotion and job conversion relationship, which should be stipulated in the job description. In demand observation, it is necessary to predict not only the quantity of human resources, but also their quality requirements, so the qualification conditions in the specification become an important reference.

7. The role of post analysis in salary design and management [1]

Job evaluation is the basis of formulating reasonable salary standards. Correct job evaluation requires a deep understanding of the requirements of various positions, so as to rank the value of organizations. Job analysis can determine the value of each job relative to organizational goals by understanding the content of each job, the skills required for the job, academic background, the degree of danger of the job and other factors, and can also be used as the basis for determining reasonable salary. Position analysis provides relevant position information for salary management, determines salary difference through position difference, and links salary structure with work, thus making fair and reasonable salary policy.

8. Role of post analysis in organizational analysis [1]

Post analysis explains the characteristics and requirements of each post in detail, clarifies the relationship between power and responsibility of the work, and clarifies the internal relationship between working groups, thus laying the foundation for organizational structure design. Through post analysis, especially generalized job analysis, we can fully reveal the support and influence of organizational structure and hierarchical relationship on post work, and provide decision-making basis for the optimization and redesign of organizational structure. In addition, post analysis is closely related to labor quota and quota work. Quota refers to a management method to reasonably determine the structure, form, scale and number of personnel of an organization according to certain human resource management procedures and scientific and standardized methods. Staffing is a process of allocating suitable candidates for various positions of an organization on the basis of staffing and in strict accordance with the requirements of organizational staffing and positions. In modern enterprise management, only by constantly strengthening the staffing work can organizations simplify and unify, avoid the waste of human resources, and finally achieve the strategic objectives of the organization. If the staffing of the organization is not effective, it is likely to cause overstaffing, inefficiency and overstaffing.

9. The role of position analysis on line managers [1]

Job analysis is obviously very important for human resource managers, and it can't be ignored for line managers. First of all, it helps line managers to deepen their understanding of the workflow, find out the shortcomings in the work in time, and innovate the workflow in time, so as to improve the efficiency or effectiveness of the work. Secondly, job analysis can help line managers to have a deeper understanding of the skills they should have to complete a task at work, and help line managers really play their role in assisting human resources departments in recruiting personnel. Finally, the line manager is also responsible for evaluating the performance of each employee, giving timely feedback and urging them to improve their performance. Performance evaluation criteria and setting performance goals are inseparable from the task content required for each job, which is also closely related to job analysis.

[Edit] Principles of Job Analysis

1, systematic principle;

2. Dynamic principle;

3. The purpose principle;

4. The principle of economy;

5. Position principle;

6. Application principle.

[Edit] Implementation process of job analysis

1, planning and preparation stage

1) Determine the analysis purpose;

2) Make an analysis plan;

3) Set up an analysis team;

4) Select the analysis object.

2. Information collection stage

1) Collect background information

Organizational structure;

Occupational classification standard.

2) determine the type of information;

3) Select the acquisition mode;

4) communicate and collect objects.

3. Data analysis stage

1) Review work information;

2) Analyze work information.

4. Achievement completion stage

5. Application feedback stage

[Edit] Provide information for post analysis [2]

The quality of job analysis mainly depends on three aspects: first, the choice of job information providers; Second, choose appropriate analysis methods; The third is to design reasonable analysis steps. In the first point, the choice of job information providers, that is, job analysis subjects, determines the authenticity of the collected information, and human resource management professionals should put forward normative requirements for the information materials of each subject.

First, the information needed for job analysis

The type and scope of information needed for job analysis depends on the purpose of job analysis, the time limit and budget limit of job analysis. The consistency, accuracy and acceptability of data are the decisive factors in selecting data sources. Therefore, job experts, job executors and management supervisors are the main sources of information, while subordinates and other employees, customers and job analysts related to the work to be analyzed mainly supplement and screen job information. In addition, you can also refer to relevant job analysis materials and occupational classification dictionaries. The main types of job analysis information are shown in the following table [3]. Relevant information required for job analysis includes:

Work activity data, that is, the actual types of activities in each job, such as cleaning and typing;

Human behavior data refers to human behavior data related to personal work, such as body consumption, walking distance, writing ability, etc.

Work tool information refers to the situation of machines, tools, equipment and auxiliary tools used in the work;

Performance standards, that is, various methods that can be used to evaluate job performance reflected by quantity or quality;

Relevant conditions refer to working environment, work progress, organizational behavior norms and various financial and non-financial incentives;

Personnel qualification refers to work-related knowledge, skills and personal characteristics, including education, training background, work experience, personality, interests and physical characteristics.

Second, the main body of job analysis

Another important factor that determines the quality of job analysis information is who gets the information, that is, the choice of job analysis subject. The collection of job analysis information is usually carried out by the person who actually undertakes the job, the direct supervisor of the person who undertakes the job and the human resource management expert.

1. Use the order of different topics. The method of co-production is: firstly, human resource management experts (human resource managers, job analysts or consultants, etc.). ) Observe and analyze the work in progress, and then write a job description and a job description. Employees and their direct supervisors should also participate in this work. For example, a supervisor may be asked to fill out a questionnaire and list the main work activities of his subordinates in the questionnaire. Finally, the employees and their supervisors who undertake the work will review and modify the conclusive descriptions written by the post analysts reflecting their work activities and responsibilities. In this way, the acquisition of job analysis needs the joint efforts and cooperation of human resource management experts, organization managers and ordinary employees.

2. Advantages and disadvantages of different disciplines. The incumbent, the direct supervisor of the post and the external human resource management experts have their own advantages and disadvantages in providing job analysis information, and the interests should be integrated, but the post supervisor is the main one. The advantages and disadvantages of these three kinds are shown in the following table.

No matter how to choose the method to analyze the information in mobile phone posts, or who is responsible for collecting the information, it depends on many factors, including the characteristics and scum of the posts to be analyzed, the acceptance of the incumbents to external analysts, and the ultimate purpose of the analysis. The most important thing is to consider the purpose of job analysis. In addition, the choice of information collectors is more important than the choice of information collection methods.

[Edit] Classification of job analysis information

What do employees need to do? (What activities)

When will this work be finished? (when)

Where is the work finished? working conditions

How do employees finish their work? How come? machine tools

Why do you want to finish this work? (why)

Who will finish the work? Who is it?

[Edit] The main methods of job analysis information collection

First, the work practice method

You can understand the actual tasks of the work and the requirements of the work on people's physical strength, environment and society.

Observe, record and verify workload and working conditions.

Observe, record and analyze the workflow and working methods, and find out the irrationality.

Suitable for jobs that can be mastered in a short time, not for jobs that require a lot of training or are dangerous. For example, the work of pilots, brain surgeons and war reporters.

Second, the interview method

Personal interview (personal interview)

Group interview (group interview)

Supervisor interview (supervisor interview)

(1) interview principles and standards

These problems are related to the purpose of job analysis.

The language expression of job analysts should be clear and accurate.

The questions you ask must be clear and definite, not too subtle.

The questions asked and the contents of the conversation should not exceed the knowledge and information of the interviewee.

The questions asked and the contents of the conversation should not cause dissatisfaction or involve the privacy of the interviewee (McCormick, 1979).

(2) The key points of a successful interview

Prepare an interview outline in advance;

Work closely with the supervisor to find the employees who know the job best and can objectively describe their job responsibilities.

Establish a harmonious emotional atmosphere with the interviewees as soon as possible; (Know the name of the other party, state the purpose of the interview and the reason for choosing the other party)

You should avoid using unusual professional words in the interview.

Interviewers should only passively accept information.

Have different opinions with employees on work issues, don't argue with employees.

Employees have complaints about the organization or the supervisor, so don't get involved.

Don't show special interest in the salary of a position.

Don't make any criticism and suggestions on the improvement of working methods and organization.

Ask employees to arrange their work activities and responsibilities in chronological order or in order of importance to avoid some important things being ignored.

After the interview, please read the collected information to the on-the-job staff and supervisor for correction;

(3) advantages and disadvantages of interview method

Advantages:

A widely used, relatively simple and convenient method to collect information, and has a wide range of applications, especially for the purpose of writing job descriptions;

It is often used as an auxiliary means of other information collection methods, such as when the questionnaire is unclear and there are problems in observing employees' work;

Through interviews, we can explore some things that management doesn't know, such as deep-seated things such as work attitude and work motivation or some management problems;

Friendly way, can close the relationship between interviewer and employee;

Disadvantages:

It requires high skills of interviewers, and improper application may affect the quality of information collection; It cannot be used as the only method of job analysis.

Information distortion-fear of salary changes brought about by efficiency revolution;

Interrupting the normal work of the interviewee may cause production losses;

It may be because the question is not clear or accurate enough, resulting in misunderstanding or information distortion between both parties.

(4) The typical questioning method of the interview.

Although interview has its shortcomings, it is still widely used. Here are some typical questions in the interview:

What do you do?

What are the main responsibilities of your position? How did you handle it?

What's the difference between your working environment and others?

What kind of education, work experience and skills do you need to do this job? What kind of diploma or work permit are you required to have?

What activities do you take part in?

What are the responsibilities and tasks of this kind of work? What are the basic duties of your job? What are the criteria for describing your work performance?

What activities do you really take part in?

What is your duty? What is your working environment and working conditions?

What are the physical requirements of work? What are the emotional and spiritual requirements of work?

How does work affect safety and health?

Is it possible for you to get hurt at work? Will you be exposed to abnormal working environment at work?

You can ask more questions when you use the interview method for job analysis. Generally speaking, fruitful interviews are conducted according to a questionnaire with reasonable structure or which can be checked and compared. This job analysis questionnaire includes a series of information related to the following contents: the overall purpose of the job; Supervisory duties; Job responsibilities; Requirements for education, experience, skills, etc. When job analysts use this questionnaire to collect information, they can either fill it out by observing the actual progress of the work, or fill it out by the person who undertakes the work first, and then sort it out by the job analyst.

Third, the questionnaire survey method

Advantages:

The information of many employees can be obtained quickly, which saves time and labor and has low cost.

Employees have more time to fill in work information, which will not affect working hours.

Suitable for investigating a large number of people in a short time.

The results of structured questionnaire can be processed by computer.

Disadvantages:

The design of questionnaire needs time, manpower and material resources, and the cost is high.

One-way communication, the content of the question may not be partially understood by employees.

It may result in careless filling and affect the quality of investigation.

Four, observation method (one of the realistic works)

1 observation method

The observed work should be relatively stable, and the workplace should be relatively fixed to facilitate observation.

It is suitable for a large number of standardized and short-term jobs that focus on physical activities, such as assembly line workers and accountants, but not for jobs that focus on mental activities, such as lawyers and design engineers.

Observers should try not to attract the attention of the observed or interfere with the work of the observed, otherwise Hawthorne effect may be caused.

Information that cannot be obtained through observation should be supplemented by interviews and other forms.

There should be a detailed observation outline before observation.

You can use instantaneous observation or regular observation.

2. Advantages and disadvantages of observation method [4]

Flexible and simple operation;

Intuitive and true, it can give the post analyst a direct feeling, so the information obtained is more accurate;

You can learn a wide range of information, such as the content of work activities, formal and informal behaviors at work, employee morale and so on.

Five, the log method (one of the facts)

1. Logarithmic method

If used well, you can get a lot of more accurate information.

The upfront direct cost is small.

Collecting information can be troublesome and complicated.

Increase the workload of employees

There is also a tendency to exaggerate the importance of their work.

2. The advantages and disadvantages of the log method [4]

Advantages:

Because the work log should be a faithful record in the unconscious state of work, the data source is more reliable;

The work record itself is rich in information and provides enough information.

Disadvantages:

The accumulation period is long and the time cost is high;

The data caliber may be different from the requirements of post analysis, so the workload of sorting out is large;

Work logs are often exaggerated, which is not conducive to information collection.

Critical event method of intransitive verbs

Collect and sort out typical and important behavior characteristics or events that lead to the success or failure of the work.

It was developed by jon flanagan during the Second World War to identify the key factors to improve people's performance in various military environments. John C. Flanagan believes that the critical event method should record the key behaviors to complete the work, so as to reflect the particularly effective and ineffective work behaviors.

Require professionals to collect, summarize and classify the information of "key events and behaviors";

It does not provide a comprehensive description and exploration of the work, and is mainly used for the following job analysis purposes: establishing performance evaluation criteria (bar), formulating selection criteria and training employees.

Seven, pro-test method [4]

As the name implies, personal investigation is a way for the position analyst to actually experience the job characteristics of the analyzed position and obtain the position information. However, the limitations of this method are very great, and the limitations of observation exist, so it is a rarely used method, which is often used as a supplement to other methods, only for some special posts that are difficult to express in words or to verify some information.

1. Key points of the pre-test method. Mainly includes:

The post of human inspection is something that post analysts can understand and engage in;

You can't create obstacles to actual work in your post;

More dangerous positions are not suitable for personal inspection;

The experience of the post must be guaranteed for a certain period of time in order to have a complete understanding of the relevant information of the post.

2. Advantages and disadvantages of pretest method

Advantages:

Accurately understand the actual tasks and physical, environmental and social requirements of the work;

Direct and intuitive, high information reliability;

Can make up for the lack of job information provided by employees who are not good at expressing;

You can collect things you can't observe.

Disadvantages:

(1) has high time cost and low efficiency; (2) The professional requirements for post analysts are too high, and many positions cannot be tested in person; (3) The experience period and time are not easy to determine.

[Editor] Focus of different goal-oriented job analysis

One of the ways to improve the effectiveness and efficiency of job analysis is to establish the goal orientation of job analysis, that is, to clearly define the specific objectives of job analysis and the specific uses of its results as the basis for building an overall job analysis system. Different goal-oriented job analysis has different emphases:

[Edit] Time of job analysis

Under what circumstances is it reasonable and necessary for enterprises to carry out job analysis?

Generally speaking, when an enterprise has the following situations, it is very necessary to carry out job analysis:

1, lack of clear and perfect written job description, and employees' responsibilities and requirements for the post are not clear;

2. Although there is a written job description, the specific content of a job and the knowledge, skills and abilities that employees need to complete the job described in the job description are inconsistent with the actual situation, so it is difficult to follow.

3. There are often phenomena of buck passing, unclear responsibilities or difficult decision-making;

4. When a position needs to recruit new employees, it is difficult to determine the employment standard;

5. When it is necessary to train on-the-job personnel, it is difficult to determine the training needs;

6. When it is necessary to establish a new salary system, it is impossible to evaluate the value of each position;

7. When it is necessary to assess the performance of employees, it is found that there is no standard for assessment according to the post;

8, the emergence of new technologies, leading to changes and adjustments in the workflow.