工作岗位分析2（Job analysis 2）.docVIP

工作岗位分析2（Job analysis 2） The first chapter is the overview of job analysis Job analysis: refers to all the work in the enterprise, according to the nature of analysis and comparison, work instructions and other personnel management documents, and classified according to certain standards and procedures, as a basis for recruitment, assessment, training, promotion, determining remuneration. The task is complete: specific activities in a particular purpose. Responsibilities: refers to the tasks undertaken by a staff composed of work activities. Position: in a certain period of time, a collection of one or more specific responsibilities assumed by the researchers in the enterprise. Work: work is a set of responsibilities similar positions. Occupation: refers to people engaged in social work as the main source of life. Analysis of work principle: system principle, level principle, standardization principle, optimization principle. Work content analysis: work analysis, process analysis, job analysis, job authority relationship analysis, working condition analysis, qualification analysis. Job analysis is the foundation of enterprise human resource management 1 the human resource planning is more accurate; 2 make work responsibilities more clear; 3 make the design more reasonable; 4 make recruitment more smoothly; 5 makes the compensation system more equitable; 6 makes the performance evaluation more objective; 7 make the training more effective. Job analysis system first appeared in nineteenth Century and early twentieth Century. As a management tool, it is developed based on scientific management in the United States on engineer Taylor. The second chapter The traditional job analysis methods: 1 2 interview, questionnaire, 3 critical incident method, observation method, 4 5 6 work log method, charge analysis, data analysis, 7 8 ability requirements approach. The interview method is suitable for the text is difficult to understand people. In the questionnaire, the following