I. Fill in the blanks 1. Divide jobs with similar content, difficulty level, responsibility size, and required qualifications into the same
Rank
, Implements the same management,
UseAnd Remuneration.2. Authority refers
Legal
Assign a certain power to a position to ensure
Perform Duties, CompleteTask.Ii. Glossary 1. Title Analysis
Job Analysis, also known as job analysis, is a process that clearly defines a specific job and determines what actions are required to complete the job. In other words, it is a systematic process of describing and researching the work content and specifications of a job (qualification), that is, the process of formulating a job description (qualification.Iii. multiple choice question 1. It is applicable to a large number of standardized jobs with short cycles focusing on physical activity (
C. A. interview method B. Key Event Recording Method C. observation method D. mpdq questionnaire method 2. Which of the following is not an advantage of the interview method (
C). Simple and rapid, widely used B. I can find some work activities and behaviors that cannot be found in other situations. C. the collected information is accurate and valid. D. provide a good opportunity to explain the necessity and functions of work analysis to employees. 4. Answer: 1. significance of Job Analysis
Job analysis is the most basic tool for human resource management. Specifically, job analysis is of great significance to the following aspects:
1.
Recruitment: provides the applicant with authentic and reliable requirements for job duties, content, requirements, and personnel qualifications;
Selection: provides an objective basis for selecting candidates, improves the reliability and validity of selection, and reduces the cost of human resource selection. Usage: based on the specific content and requirements of each job, place the right candidates in the right positions;
2.
Develop staff training and development plans based on the work content and requirements as well as the organizational structure of the enterprise;
3.
Performance Evaluation: it provides a basis for the establishment of performance evaluation standards and implementation of performance evaluation, so that employees can clearly define the enterprise's requirements and objectives for their work, thus reducing employee conflicts caused by evaluation;
4.
Compensation Management: defines the content, requirements and value of the work, designs a reasonable wage, reward, and welfare policy system, and reduces the sense of unfairness between employees;
5.
Management relationship: design and formulate the organizational structure of an enterprise, clarify the affiliation between superiors and subordinates, clarify the work flow, and provide a guarantee for improving the job efficiency; give the entire enterprise clear responsibilities and scope of work
;
6. Develop enterprise human resource planning.
