Analysis and Design of excellent courseware notes

Chapter 2
Work Analysis and Design
Scientific and refined management must be based on detailed analysis
Based on
,
Work analysis is an organizational unit
(
Enterprise
)
Achieve Scientific Management
Basic
,
It is also the first major step of human resource management.
Section 1
Work analysis Overview
I
.
Definition of work analysis
Job analysis is also called Job Analysis or job analysis. Yes
Understanding the inherent nature and
Relationship between positions in the Organization to determine the position
The task and nature of the job, as well as the performance of the employee's position
Technologies, knowledge, capabilities, and responsibilities.
In short, job analysis is a job (position)
Analysis of work composition and conditions for winning the position.
Or, job analysis is about a job.
Comprehensive and systematic work content and related factors
Unified and organized descriptions or records.
II
.
Relationship between work analysis and other functions of Human Resource Management
And functions
Organizational unit design human resource planning recruitment and recruitment
Motivate Human Resource Development
And training
Career consulting and
Career Design
Compensation Design and
Compensation Management
Performance Evaluation
Work
Analysis
Work analysis and HR
Manage relationships with other functions:
Visible: Work analysis is the management of other human resources
The basis and premise of management are the basis for various personnel measures.
The role of work analysis can be summarized into the following table:
Role of work analysis
Work Design
/
Heavy
New Design
High Efficiency and extreme
Li
Clear rights and responsibilities
System
Define Work Group
Between
Contact
Decide the work
Remuneration
Ensure the same
Reward
Ensure Work Reports
Fair Payment gap
Reasonable
Work Training and
Skill development
Role Positioning
Employee Future plans
Stroke
Performance Assessment
Human resources plan
Identify internal labor
Force
Market
Recruitment
Select
Placement
Fair Employment Opportunities
Overview
Work and organization
Design
Compensation Policy
Development and evaluation
Employee
Recruitment and selection
Employee
3.
.
Basic Content of work analysis (
7 W
)
The job analysis formula
1.
Subject
(WHO)
2.
Work content
(What)
3.
Working hours
(When)
4.
Work Environment
(Where)
5.
Work Mode
(How)
6.
Work reason
(Why)
7.
Work Relationship
(For whom)
4. Who will collect work analysis data
1
.
Work analysis experts: personnel specialists and consultants;
2
.
Job Supervisor: leader in charge of a position;
3
.
Incumbent
:
On-duty employees;
The three types of personnel have their own advantages and disadvantages.
V.
.
Select the target job of the Job Analysis
What should I select when performing job (position) analysis?
What is a job as an analysis object? The following factors should be taken into account:
1.
Key jobs in relation to organizational unit;
2.
Because the work is difficult to complete, employees need
Comprehensive training jobs
;
3.
Enable due to technical changes or changes in the management mode of the Organization
The current work content is the same as the previous work position
When the description is different;
4.
When a new job is set up in the Organization;
Sat.
.
Documents required for work analysis
Data Types and scopes required for work analysis
Depends on the purpose of the work analysis and the time of the work analysis.
Constraints, budget constraints, and other factors
The information required for job analysis is summarized as follows:
(1) work activities
1.
Job description
How is a job completed?
Why is this task executed?
When will this task be executed?
2.
Relationship with other work and equipment
3.
Procedure
4.
Actions required to undertake this task
5.
Action and work requirements
(2) machines, tools, equipment and auxiliary services used in work
Facilities
1.
List of machines, tools, devices and auxiliary facilities used
2.
Use the materials processed above
3.
Apply the products produced above
4.
Apply the Services completed above
(3) working conditions
1.
Personal Work Environment
Work in high temperature, dust and toxic environments
Whether work is indoors or outdoors
2.
Organization situations
3.
Social Background
4.
Work schedule
5.
Incentive
(
Financial and non-financial
)
(4) Requirements for employees
Work-related feature requirements
Specific Skills
Specific education and training background
Work-related experience
Body Features
Attitude
VII.
.
Work Analysis Steps
It can be divided into four phases and ten steps
Phase
Procedure
Content
1
Determine the purpose of work analysis
Stage 1
Work Analysis
Range
2
Determine the target work of the work Analysis
3
Determine the type of required information
4
Identify the source of work information
Stage 2
Work Analysis
Method
5
Select a specific program for Job Analysis
6
Collect Work Information
7
Analysis Information
8
Report results to the Organization
Stage 3
Information Collection
And Analysis
9
Regular inspection of work analysis information
Stage 4
Work Analyst
Method Evaluation
10
Evaluation Based on benefits, costs and legitimacy
Price Analysis Results
Section 2
Work Analysis Method
Determined the job to be analyzed and collected the background
After the materials are collected
Information. If the organization is large, the job analysis will be
A huge task. At present, there are many mature
Technical methods to collect work information.
Work analysis methods are classified into qualitative and quantitative methods.
Qualitative work analysis methods
:
1.
Work Practice (work participation)
2.
Direct Observation
3.
Interview Method
4.
Questionnaire
5.
Key event Method
6.
Work diary Method
These six methods are complementary and can be used in combination.
Quantitative work analysis methods:
1.
Position (position) analysis questionnaire (
PAQ
Method)
2.
Manage job description questionnaire (
Mpdq
Method)
3.
Functional work Analysis Method
The most common analysis method is as follows:
I
.
Questionnaire Survey
This method is a quick way to obtain information.
Analysts send the standardized questionnaire to the surveyed employees,
An employee fills out a questionnaire to describe
Task, responsibility, environment, characteristics, and other information.
The key to this method is to design an effective questionnaire.
1.
Advantages and disadvantages:
Advantage: quick access to a large amount of job information,
A large organization is particularly effective.
Disadvantages:
(1)
The workload for designing the questionnaire is large;
(2)
Employees may misunderstand the content of the questionnaire;
(3)
Employee descriptions may be inaccurate;
(4)
Employees may exaggerate the importance of their work.
2.
Issues worth attention in questionnaire survey
(1)
Ensure the objectivity and authenticity of the questionnaire survey
;
(2)
Establish a good cooperative relationship with respondents
;
(3)
Ensure the quality of the questionnaire form, and trainees are required to be trained.
;
(4) HR
Experts and supervisors carefully review and correct deviations
;
(5)
Staff analysts Review and evaluate the statistical results of the questionnaire
;
3.
Examples of Questionnaire Survey (see copying materials)
II
.
Interview Method
Interview with the person in charge of the work is to collect work analysis information
.
1.
Main interview methods
(1)
Interview with supervisors of a job;
(2)
Interview with every employee engaged in a job;
(3)
Interview with the group of employees engaged in the same job;
2.
Advantages and disadvantages of this method
Advantages:
(1)
Convenient and accurate
,
Helps managers discover Ignored Problems
(2)
Provide organizations with good opportunities to explain interviews to employees
Importance;
(3)
Giving employees the opportunity to release their dissatisfaction
,
And feel
The Organization cares for its employees.
Disadvantages
:
(1)
Large interview workload
,
If the organization is too large
,
For each
Interview with employees is unrealistic;
(2)
Interview quality is influenced by subjective factors of both parties
Large.
Eg
:
Interview
The cooperation between the two parties is not harmonious.
;
Eg
:
Improved requirements for interviewees
,
Self-protection,
Or exaggerate or intentionally ignore some aspects of the work
3.
Interview notes
(
1
Have a good work plan before the interview
(
2
) List of interview questions or work analysis tables
(
3
) Use various clever methods
4.
Typical interview questions
(
1
) What do you do?
(
2
) Main responsibilities?
(
3
) How to complete?
(
4
) Where do I work?
(
5
) What qualifications, background, experience, and skills are required for work?
What are the conditions or professional licenses?
(
6
) What are the basic performance standards?
(
7
) What are the work environment conditions?
(
8
What are the physiological requirements and emotional aspects of work?
?
(
9
) Work security and health status?
4.
Example of the interview method (see photocopies)
3.
.
Observation method
Refers to the work analysts who observe employees on site
Work Process, in a certain format (photo taking, video recording)
Record all work links and operating procedures (Work
Content, reason, method, etc.), to collect
Jobs, responsibilities, work environment, etc.
Information.
1.
Applicability of the observation method
Suitable for jobs that are mainly completed by physical activities.
First-line operation staff.
Eg
:
Assembly line workers, hotel first-line service personnel, etc.
Mental workers or intermittent workers handling emergencies
Is not suitable.
2.
Working analysis program of observation method
Step 1: Get a preliminary understanding of work information
(
1
) Check existing files to form the overall concept of work:
Mission, main tasks and functions of the work, and workflow
Process;
(
2
Prepare a preliminary task list for the interview.
Framework;
(
3
) Is not clear during the data collection process
The main project is explained.
Step 2: Interview
(
1
) It is best to first select a supervisor or experienced
Employees conduct interviews because they understand the overall work
Overall situation and how tasks work together
Of;
(
2
) Ensure that the selected interview objects are representative.
Step 3: Merge work information
(
1
) The merging of work information is to combine the following information:
And for a comprehensive job description: supervisors, workers,
On-site observer and relevant work written materials;
(
2
) In the merge phase, the work analysts should be able
Obtain supplementary materials at any time;
(
3
Check the initial task or problem list to ensure that each
I
Items have been answered or confirmed.
Step 4: Verify the Work Description
(
1
) During the verification phase, all the interviewees should be recruited together,
The purpose is to determine the job description obtained in the Information merging stage.
Integrity and accuracy;
(
2
) The verification phase should be conducted in the form of a group.
Describe the distribution to the supervisor and the worker;
(
3
) The work analysts should check the entire work word by word.
Description, and mark the omission and ambiguity.
3.
Advantages and disadvantages of observation
Advantages
(1)
Comprehensive and in-depth understanding of work requirements
To standardize employee operations
(2)
Effective Analysis of front-line employees
Disadvantages
(1)
For jobs with high mental labor composition
Invalid
(2)
Sometimes it will arouse employees' dislike.
Combination of observation and interview
4.
Sample of observation method (see copying materials)
Thu
.
Work diary Method
1.
Key points:
Let Employees record each
Day of work activities as work analysis materials. Requester
In a period of time, the worker performs all the work he has done.
Activity records of the system.
2.
Advantages and disadvantages of the work diary Method
If this method is recorded in detail, it will often reveal some of its
Details that cannot be obtained or observed by other methods;
Can exaggerate certain activities, or low-key processing of certain activities.
For example, the story of a company's finance department.
3.
Examples of the working diary method (see copying documents)
V.
.
Work participation (Practice)
1.
Key Points
To know the taste of a pear, you must taste it yourself.
This law is performed by the staff of a job analyst.
Activities, experience the entire process of work, and obtain
Analyze data.
For example
:
Hotel staff analysts participate in their own restaurants and rooms
Or other departments.
2.
Advantages and disadvantages of the work participation Method
Advantages :(
1
) You can experience a job in depth through practice,
Measure the test taker's knowledge about the various psychological qualities and behavioral patterns required by the customer.
(
2
) Reliable quality of work information
Disadvantages :(
1
Various knowledge and skills of the Work analysts
High requirements, versatile and experienced
(
2
) Some jobs cannot be experienced.
For example, brain surgery
Sat.
.
Key event Method
1.
Key Points
In this method, employees are requested to record their records through memories and reports.
In terms of job performance
"
Key
"
Work features and tasks
To obtain work analysis data. That is, employees are required
Brief actions that are particularly valid and ineffective at work
Description to get the actual work through accumulation, summary, and classification
Requirements for employees.
2.
Advantages and disadvantages of key event Method
Advantage: It can reveal the dynamic nature of work
Disadvantages: one is time-consuming, and the other is because the description is critical.
(Typical) examples, but difficult to summarize Daily Work Behavior
While the latter is the main purpose of analysis.
3.
Key event Method example (see copying documents)
Section 3
Preparation of job Manual
The job description is used as a document to express the work score.
The analysis result includes the job description and job title.
Instructions. Work description is generally used to express work content,
Task, position, environment, etc. The description of the incumbent is used
Expresses the qualifications required by the incumbent, such as skills, education,
Training, experience, and physical fitness.
I
.
Preparation of job (position) Statement
(1) Description
1.
Basic Information
:
(
1
)
Title;
(
2
)
Direct superior
;
(
3
) Department ;(
4
) Salary level;
(
5
) Salary level ;(
6
) Persons under the jurisdiction;
(
7
) Number of members ;(
8
) Nature of work.
The name, number of persons and positions of the position analysts should also be listed
The approver column of the service analysis result.
2.
Job description
(
1
) Work Overview: describe the nature of work in concise words
Quality, central task and responsibility.
(
2
) Work activities: including one-by-one descriptions of work activities
Content
;
The percentage of activities in the work time
Ratio
;
Permissions for activities
;
Activities
Execution basis.
①
②
③ ④
⑤
(
3
) Job responsibilities: list the responsibilities of the incumbent one by one
(
4
) Work result: indicates that the incumbent should execute work
The results should be quantified;
(
5
) Working relationship: who is responsible for the work?
,
Supervision
Who is the supervisor; indicates the position that the job can be promoted, which can be converted
And can be promoted to this position.
And what roles
BITs are associated.
(
6
Staff use equipment and Information Description. Package
Including:
Description of the main device names used by the staff
;
Describe the form of information used by the staff.
3.
Qualifications
(
1
) Minimum required education level;
(
2
) Time and subjects for training;
(
3
) Years of employment and other related work
And experience;
(
4
) General capabilities: such as planning, coordination, implementation,
Organization, control, leadership, conflict management, public information
Public relations, information management, and other capabilities and demand strength;
(
5
) Interests and hobbies: Required for smooth performance of duties
The demand intensity of certain interests and hobbies;
(
6
) Personality characteristics: such as emotional stability, sense of responsibility,
Extroverted, introverted, dominant, and proactive;
(
7
) Gender and age characteristics required for the position;
(
8
) Physical fitness requirements: Work posture, such as standing, sitting, running,
Squatting, walking, lying, and other posture and the proportion of each posture;
What are the special requirements for vision, hearing and smell;
Spirit
Degree of tension; physical strength consumption.
4.
Work Environment
(
1
Work Place: indoor, outdoor, or other
Special places
(
2
Risks in the working environment: indicate that the risks exist.
Possibility, specific parts of personal injury
Frequency of occurrence and cause of danger
(
3
) Occupational Disease: Potential occupation of the job
Disease severity
(
4
Description of working time features: such as normal working time,
Overtime;
(
5
) Balance of work: whether the work exists
Non-balance in busy and busy times;
(
6
) The degree of comfort in the working environment: whether the temperature is high,
High humidity, cold, dust, odor, noise, etc.
Whether the work environment is pleasant or not.