What Is Job Analysis?

Job analysis is to collect and analyze relevant information about the purpose, task or responsibility, power and affiliation, working conditions and environment, and qualifications of a specific job in the organization, and make clear regulations for the job of the job And the process of determining the behaviors, conditions, and personnel required to complete the job, also called "job analysis", refers to a comprehensive analysis of a job or task that a person is engaged in. Job analysis is the basis of human resource management, and its analysis quality has a significant impact on other human resource management modules.

Job Analysis (also known as JobAnalysis)

Job analysis is a holistic analysis of work to determine the

Job analysis

1. Post-oriented refers to the work analysis activities starting from the post task survey. (Taking the post as the core,

(1) Promote the specific and consistent meaning of the name and meaning of the work throughout the organization, and standardize the terminology of the work.

(2) Determine job requirements to establish appropriate guidance and training content.

(3) Determine the minimum conditions for employee recruitment and employment.

(4) Determine the organization's human resource needs and formulate a basis for human resource planning.

(5) Determine the interrelationships between jobs to facilitate reasonable promotion, transfer and assignment.

(6) Provide the basis for job evaluation, lay the foundation for the classification of corporate posts, and provide a scientific basis for establishing a fair and reasonable wage and reward system. (7) Provide a basis for formulating assessment procedures and methods to facilitate management's implementation of supervision functions and employees' self-control.

(8) Obtain the actual situation of the work and environment, which is conducive to discovering the reasons that lead to employee dissatisfaction and reduced work efficiency.

(9) Identify the main factors affecting safety and take effective measures in a timely manner to minimize the danger. (10) Accumulate necessary data for improving working methods and provide basis for organizational change. ^[2]

The methods of job analysis are mainly

1. Systematic principles;

2. Dynamic principle;

3. The purpose principle;

4. Economic principles;

5. Post principles;

Besides job analysis, it is also an effective management tool. It can not only be used as the basis for recruitment, selection, assignment and post training, but also improve employees' awareness and attitude of their own work. In addition, job analysis can be used as a criterion for appraisal of employees. ^[3]

The significance of job analysis for the entire human resources management activity and even for the entire company's management activities is very obvious. This is mainly manifested in the following aspects:

(1) Through job analysis, managers can make the current and future workloads clear, thereby clarifying the number of human resources requirements and positions to be filled to provide a basis for human resource planning;

(2) Information about which positions are vacant in the company, who needs to be recruited, and how many people are recruited depend on the process and results of job analysis, that is, the requirements in the job description;

(3) How to develop effective and legal tests and interviews to select the most suitable candidates from a large number of candidates. The qualifications of the personnel obtained through job analysis, that is, the knowledge, ability, and experience that should be possessed by qualified personnel can be used as the criteria for developer selection methods;

(4) How the employees' work performance can only be evaluated according to the work content standards, and through the job analysis, the expected standards for employees to perform each job can be obtained, so that the evaluation standards established can be called scientific and legal;

(5) Who needs training? What to train? How to train? The knowledge and skills required for each position's competence are obtained through job analysis. If there is a large difference between the ability of the post incumbent and the post requirements, high performance will not be brought about. These people need training to improve their skills;

(6) According to the job analysis, the differences in information such as the simplification of the work tasks, the size of the responsibilities, and the qualifications of the personnel required by the position can be scientifically evaluated, so as to determine the relative value of each position to the organization and pay for the position Lay the foundation for the establishment of

(VII) The job description clearly clarifies the relationship between superior and subordinate positions and posts at the same level for specific jobs, clarifies the promotion and development paths for employees and the corresponding qualifications, and effectively promotes the development of career development in motivating employees. The role of

(8) Through job analysis, it is also possible to find some factors (technical or management) that hinder the further improvement of work efficiency, and to redesign the work through the organization to enrich the work content and improve employee job satisfaction;

(9) Sometimes, through detailed job analysis, information about the number of employees' jobs and quotas can be obtained to provide a basis for the organization's appointments and appointments;

(10) Some special working environments such as high temperature and high noise, which are obtained through job analysis, can provide basis and support for the organization to provide employees with specific position allowances or labor and safety protection measures;