人力资源管理专业英语 詹婧 等 Chapter 3 Job Analysis and Job Design - 副本 - 副本

ProfessionalEnglishforHumanResourceManagementChapter3JobAnalysisandJobDesign人力资源管理专业英语第三章工作分析与工作设计Contents目录KeyWords【重点词汇】3.1IntroductionofJobAnalysisandJobDesign工作分析与工作设计简介3.2TheStepsinJobAnalysis工作分析步骤3.3MethodsofDataCollection信息收集方法3.4JobDescriptions&JobSpecifications-TwoOutputsofJobAnalysis职位描述和工作规范—工作分析的两个产物3.5JobDesign工作设计KeyWords JobAnalysis工作分析 JobDescription职位说明书 JobSpecification工作规范 JobDesign工作设计3.1IntroductionofJobAnalysisandJobDesign工作分析与工作设计简介1.TheVocabularyofJobAnalysis工作分析的相关词汇Anelementcanbedefinedasthesmallestpracticalunitintowhichanyworkactivitycanbesubdivided． Task:Coordinatedandaggregatedseriesofworkelementsusedtoproduceanoutput(e.g,aunitofproductionorservicetoaclient). 3.1IntroductionofJobAnalysisandJobDesignDuty:Thenextstepinthehierarchyofworkactivitiesisaduty，whichcanbedefinedasseveraldistincttasksthatareperformedbyanindividualtocompleteaworkactivityorwhichheorsheisresponsiblefor．Position:Thecombinationofallofthedutiesrequiredofonepersoninperformingajobisreferredtoasaposition.3.1IntroductionofJobAnalysisandJobDesignJob:Thenextlevelinthehierarchyisajob．Ajobisagroupofpositionsthataresimilarenoughwithrespecttotheirjobelements,tasks,anddutiestobecoveredbythesamejobdescription．Occupation:Anoccupationisacombinationofjobsacrossorganizationsbasedontheskills,effort,andresponsibilitiesrequiredbythejobs．Jobfamily:Similaroccupationscanbegroupedtogetherintoajobfamily.3.1IntroductionofJobAnalysisandJobDesign2.JobAnalysisDefined工作分析的定义Jobanalysisistheprocedurethroughwhichyoudeterminethedutiesofthesepositionsandwhatkindofpeoplesuitableforthem.Simplystated,ajobanalysisinvolvescollectingdataaboutthejobsperformedinanorganization．3.1IntroductionofJobAnalysisandJobDesignTherearetwoproductsofjobanalysis,theyare:Jobdescriptionisalistofajob’sduties,responsibilities,reportingrelationships,workingconditions,andsupervisoryresponsibilities.Jobspecificationisalistofajob’s“humanrequirements,”thatis,therequisiteeducation,skills,personality,andsoon.3.1IntroductionofJobAnalysisandJobDesign3.UsesOfJobAnalysisInformation工作分析的用途Jobanalysismeasuresjobcontentandtherelativeimportanceofdifferentjobdutiesandresponsibilities．Havingthisinformationhelpscompaniescomplywithgovernmentregulationsanddefendtheiractionsfromlegalchallengesthatallegeunfairnessordiscrimination．3.1IntroductionofJobAnalysisandJobDesignInadditiontohelpingorganizationssatisfytheirlegalrequirement,jobanalysisiscloselytiedtoHRMprogramsandactivities.RecruitmentandselectionJobanalysisinformationhelpsrecruitersseekandfindtherightpersonsfortheorganization.TrainingandcareerdevelopmentKnowingtheskillsnecessaryforjobsisessentialtobuildingeffectivetrainingprograms.3.1IntroductionofJobAnalysisandJobDesignCompensationJobanalysisinformationisalsoessentialforestimatingthevalueofandappropriatecompensationforeachjob.PerformanceappraisalAperformanceappraisalcompareseachemployee’sactualperformancewithhisperformancestandards.StrategicplanningMoreandmore,managersarebeginningtorealizethatjobanalysisisanotherimportanttoolinanorganization’soverallstrategicplanningefforts.3.1IntroductionofJobAnalysisandJobDesign3.2TheStepsinJobAnalysis工作分析的步骤3.2TheStepsinJobAnalysisSTEP1Identifytheusetowhichtheinformationwillbeput,sincethiswilldeterminethedatayoucollectandhowyoucollectthem.Thefirstdecisionhumanresourcemanagerstypicallymakeisthepurposeforconductingajobanalysis.STEP2Identifythejobstobeanalyzed.Thesecondtaskofjobanalysisistodecidewhichjobsneedtobeanalyzed.3.2TheStepsinJobAnalysisSTEP3Explaintheprocesstoemployeesanddeterminetheleveloftheirinvolvement.Theemployeesshouldbeinformedofwhowillbeconductingtheanalysis,whythejobanalysisisneeded,whomtocontactiftheyhavequestionsorconcerns,thescheduleortimetableofevents,andtheirroleinthejobanalysis..STEP4DothejobAnalysis.Analyzingthejobneedscollectingdataonjobactivities,requiredemployeebehaviors,workingconditions,andhumantraitsandabilitiesneededtoperformthejob.3.2TheStepsinJobAnalysisSTEP5Developajobdescriptionandjobspecification.Ajobdescriptionandajobspecificationareusuallytwoconcreteproductsofthejobanalysis.STEP6Reviewtheinformationwithjobincumbentsandupdatefrequently.Thefinalstepisactuallyanongoingphenomenon.Giventhatorganizationsaredynamic,jobsseldomgounchangedverylong.Managersandpersonnelspecialistsneedtoreviewjobdescriptionsandspecificationsfrequently.3.3MethodsofDataCollection信息收集方法3.3MethodsofDataCollectionTherearefourbasicmethodstocollectinformationontheduties,responsibilities,andactivitiesofthejob,whichcanbeusedseparatelyorincombination---observation,interview,questionnaires,andparticipantdiariesorlogs.Webrieflydescribethemtogiveyouasenseofwhatjobanalysisentails.3.3MethodsofDataCollection1.Observation观察法Directobservationisespeciallyusefulwhenjobsconsistmainlyofobservablephysicalactivity.Ontheotherhand,observationisusuallynotappropriatewhenthejobentailsalotofimmeasurablementalactivity(lawyer,designengineer).Norisitusefuliftheemployeeengagesinimportantactivitiesthatmightoccuronlyoccasionally.3.3MethodsofDataCollection2.Interview访谈法Interviewisprobablythetechniqueusedmostwidelyincollectingdataforjobanalysis.Threetypesofinterviewsareusedtocollectjobanalysisdata-----individualinterviewswitheachemployee,groupinterviewswithgroupsofemployeeshavingthesamejob,andsupervisorinterviewswithoneormoresupervisorswhoarethoroughlyknowledgeableaboutthejobbeinganalyzed.3.3MethodsofDataCollection3.Questionnaires问卷法Theuseofquestionnairesisusuallytheleastcostlymethodforcollectinginformation.Itisaneffectivewaytocollectalargeamountofinformationinashortperiodoftime.Itincludesspecificquestionsaboutthejob,jobrequirements,workingconditions,andequipment.Alessstructured,moreopen-endedapproachwouldbetoaskjobincumbentstodescribetheirjobsintheirownterms.3.3MethodsofDataCollection4.ParticipantDiariesorLogs参与者的日记或日志Anotherapproachistoaskworkerstokeepadiary/logoralistofwhattheydoduringtheday.Foreveryactivityheorsheengagesin,theemployeerecordstheactivity(alongwiththetime)inalog.Thiscanproduceaverycompletepictureofthejob,especiallywhensupplementedwithsubsequentinterviewswiththeworkerandhisorhersupervisor.3.3MethodsofDataCollection5.QuantitativeJobAnalysisTechniques定量工作分析技术Whenyouraimistoassignaquantitiesvaluetoeachjobsothejobscanbecomparedforpaypurposes,amorequantitativejobanalysisapproachmaybebest.Thepositionanalysisquestionnaire,thedepartmentoflaborapproach,andfunctionaljobarethreepopularquantitativemethods.3.4JobDescriptions&JobSpecifications----TwoOutputofJobAnalysis职位描述和工作规范——工作分析的两个产物3.4JobDescriptions&JobSpecifications----TwoOutputofJobAnalysis1.Jobdescriptions职位描述Aspreviouslynoted,ajobdescriptionisawrittendescriptionofajobandthetypesofdutiesitincludes.Sincethereisnostandardformatforjobdescriptions,theytendtovaryinappearanceandcontentfromoneorganizationtoanother.Butalmostallwell-written,usefuljobdescriptionwillcontaininformationon:3.4JobDescriptions&JobSpecifications----TwoOutputofJobAnalysis Jobtitle Jobidentification Jobsummary Responsibilitiesandduties Standardsofperformance Workingconditionsandphysicalenvironment Jobspecification3.4JobDescriptions&JobSpecifications----TwoOutputofJobAnalysis2.JobSpecification工作规范Thequalificationsanemployeemustpossessinordertoperformthedutiesandresponsibilitiesdepictedinthejobdescriptionarecontainedinthejobspecifications.Itisespeciallyusefulinofferingguidanceforrecruitmentandselection.Jobspecificationistodeterminewhatskills,knowledge,orabilitiesrelevanttoajob,includingeducation,experience,specializedtraining,personaltraitandmanualdexterityforperformingaparticularjob.3.4JobDescriptions&JobSpecifications----TwoOutputofJobAnalysisThejobspecificationshouldinclude:①Alljobtasksmustbeidentifiedandratedintermsofimportanceusingsoundjobanalysistechniques.②Apanelofexperts,incumbent,orsupervisorsshouldspecifythenecessaryskillsforperformingeachofthejobtasksidentified.③Theimportanceofeachskillmustberated.3.4JobDescriptions&JobSpecifications----TwoOutputofJobAnalysis④Anyothercharacteristicnecessaryforperformingthejobshouldbeidentified.Theseincludethingssuchasphysicalrequirementsandprofessionalcertification.⑤Eachskillthathasbeenidentifiedneedstobespecificallylinkedtoeachjobtask.3.5JobDesign工作设计3.5JobDesignAllthetheoriesofemployeemotivationsuggestthatjobscanbedesignedtoincreasemotivationandperformance.Jobdesignistheprocessoforganizingworkintothetasksrequiredtoperformaspecificjob.Therearefiveapproachestojobdesign:worksimplification,jobrotation,jobenlargement,jobenrichment,andteam-basedjobdesign.3.5JobDesign1.WorkSimplification工作简单化Worksimplificationassumesthatworkcanbebrokendownintosimple,repetitivetasksthatmaximizeefficiency.2.JobRotation工作轮换Jobrotationdoesnotchangetheactualjobcontent,butitrotatesemployeesfromonejobtoanotherafteraspecifiedperiodoftime.3.5JobDesign3.JobEnlargement工作扩大化Jobenlargement(horizontaljobloading)increasesthenumberoftasksanindividualperforms,therebyincreasingthediversityofajob.4.JobEnrichment工作丰富化Jobenrichment(verticaljobloading)increasesthedepthofajobbyexpandingitvertically.5.Team-basedJobDesigns基于团队的工作设计Team-basedjobdesignsfocusongivingateam,ratherthananindividual,awholeandmeaningfulpieceofworktodo.THANKYOU!