工作分析的概况

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工作分析的概况
工作分析的性质
组织由全体职员构成。工作分析是一道程序，通过这道程序你确定职位的职责和被雇佣的人的特点。工作分析提供的信息用于编写工作描述（工作内容是什么）及工作规范（什么样的人来从事这项工作）。人力资源专家或专家通常收集的一个或多个下列类型的信息进行工作分析：
工作活动。首先，他必须收集与工作活动有关的活动有哪些，例如清洁，销售，教学，或绘画。这张反映工作活动的清单包括应该如何执行工作中的活动、为什么要执行这些活动以及何时执行这些活动。
人的行为。像感知、沟通、决策、撰写等人类行为方面的信息也可以被人力资源专家收集到。这里所包括的信息是工作对相关工作的人的要求。例如：能举多重或能步行多远的路途。
工作中所使用的机器、工具及设备。这里所包括信息工具如何使用，材料如何加工，知识如何处理或应用（如财务或法律） ，以及所提供的何种服务（如咨询或修理）。
工作绩效标准。雇主也可能想了解有关工作的绩效标准（例如工作的数量、工作的质量水平或者工作的平均消耗时间） 。管理者将用这些标准来评价员工。
工作背景。这里包括工作的物理环境，工作时间表这方面的内容，也包括工作组织形式和社会背景。例如，通常同什么样的人打交道等方面的内容。有关奖励措施也可能包括在内。

  THE OVERVIEW OF JOB ANALYSIS
THE NATURE OF JOB ANALYSIS
Organizations consist of positions that have to be staffed. Job analysis is the procedure through which you determine the duties of these positions and the characteristics of the people to hire for them. Job analysis produces information used for writing job descriptions (a list of what the job entails) and job specifications (what kind of people to hire for the job).
The supervisor or HR specialist normally collects one or more of the following types of information via the job analysis:
 Work activities. First, he or she collects information about the job’s actual work activities, such as cleaning, selling, teaching, or painting. This list may also include how, why, and when the worker performs each activity.
Human behaviors. The specialist may also collect information about human behaviors like sensing, communicating, deciding, and writing. Included here would be information regarding job demands such as lifting weights or walking long distances.
Machines, tools, equipment. This category includes information regarding tools used, materials processed, knowledge dealt with or applied (such as finance or law), and services rendered (such as counseling or repairing).
Performance standards. The employer may also want information about the job’s performance standards (in terms of quantity or quality levels for each job duty, for instance). Management will use these standards to appraise employees.
Job context. Included here is information about such matters as physical working conditions, work schedule, and the organizational and social context—for instance, the number of people with whom the employee would normally interact. Information regarding incentives might also be included here.
Human requirements. This includes information regarding the job’s human requirements, such as job-related knowledge or skills (education, training, work experience) and required personal attributes (aptitudes, physical characteristics, personality, interests).
Uses of Job Analysis Information
Job analysis information is the basis for several interrelated HR management activities

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