Gaogang 1833
Outline of Jiangsu Higher Education Self-study Examination
06092 job analysis
Nanjing University (2020)
Jiangsu province higher education self-study exam Committee office
First, the nature of the course and the purpose of setting requirements
I. Nature of the training course
"Job Analysis" is an important basic course for the human resource management major (undergraduate) in Jiangsu higher education self-study exam. Its task is to guide candidates majoring in human resource management to systematically learn the basic knowledge of job analysis, be familiar with the procedures of job analysis and job evaluation, master the skills of job analysis, and use them to guide the practice of job analysis.
The teaching material of this course is divided into ten chapters, which basically covers all the contents of job analysis and job evaluation. The specific content of each chapter is: the history and development of job analysis; Overview of job analysis; Main methods of job analysis; Preparation of job analysis; The process of job analysis; Results of job analysis; Job evaluation; Design of works; Evaluation of job analysis effect; The application of job analysis in human resource management, etc.
Second, the purpose of the course.
Through the study of this course, candidates should master the procedures, principles and skills of job analysis at home and abroad, be proficient in writing job descriptions, and be able to meet the requirements of different positions in enterprises and institutions. Through the study of this course, candidates should organically combine theory with practice, guide their own human resource management with what they have learned, increase the professionalism of management behavior and improve the scientific management.
Finally, I would like to remind all candidates that when studying the content of this course, they must read the teaching materials carefully according to the requirements of the syllabus, and never postpone the topic.
Two. Evaluation objectives (knowledge points and requirements)
The first chapter is the history and development of job analysis.
First, the assessment of knowledge points
(A) the emergence and development of job analysis
(B) the challenges faced by job analysis
(C) the development trend of job analysis
Second, the evaluation requirements
(A) the emergence and development of job analysis
The development of job analysis in western countries.
(B) the challenges faced by job analysis
Understanding: the main challenge of job analysis
(C) the development trend of job analysis
Understanding: Seven Development Trends of Job Analysis
Chapter II Overview of Work Analysis
First, the assessment of knowledge points
(A) the concept of job analysis
(B) the purpose and role of job analysis
(C) the elements of job analysis
(D) the characteristics and principles of job analysis
(5) Main procedures of job analysis
(VI) Main problems in job analysis
Second, the evaluation requirements
(A) the concept of job analysis
1, memorize: (1) the concept of job analysis; (2) Related terms of job analysis (job elements; Task; Duties; Authority; Location; Location; Occupation; Job classification; Grade; Operation group; Ranking; Grade and occupation, etc. )
(B) the purpose and role of job analysis
1, understand: (1) The significance of job analysis to improving organizational structure and organizational design; (2) The significance of job analysis in enterprise management; (3) The significance of job analysis to modern human resource management.
2. Application: the role of job analysis in human resource management.
(C) the elements of job analysis
Memorize: (1) the concept of job analysis; (2) The concept of job analysis group; (3) Three levels of job analysis topics; (4) The object of job analysis; (5) The content of job analysis.
(D) the characteristics and principles of job analysis
1, Understanding: Characteristics of Job Analysis
2. Application: principle of job analysis
(5) Main procedures of job analysis
Remember: (1) Job analysis opportunity; (2) Implementation steps of job analysis.
(VI) Main problems in job analysis
Application: the main misunderstanding that is easy to fall into in the process of job analysis.
Chapter III Main Methods of Job Analysis
First, the assessment of knowledge points
(A) the basic methods of job analysis
(B) the systematic method of job analysis
(C) Comparison and selection of job analysis methods
Second, the evaluation requirements
(A) the basic methods of job analysis
1, memorize: (1) the concept of interview; (2) The concept of questionnaire survey; (3) operational points that should be paid attention to when collecting information through questionnaire survey; (4) The concept of data analysis; (5) The concept and scope of application of observation; (6) The concept of work log method; (7) The concept and operation steps of critical event method.
2. Comprehend: (1) interview principle; (2) Advantages and disadvantages of interview methods; (3) Advantages and disadvantages of the questionnaire survey; (4) Advantages and disadvantages of data analysis; (5) Application requirements of observation method; (6) Procedures for job analysis through observation; (7) Advantages and disadvantages of observation method; (8) Matters needing attention in using the work log method; (9) Matters needing attention in using critical event method.
3. Application: (1) interview skills; (2) the operation process of the work log method; (3) Advantages and disadvantages of the work log method; (4) Advantages and disadvantages of critical event method.
(B) the systematic method of job analysis
1, memorization: (1) job analysis questionnaire method; (2) management job description questionnaire; (3) the management dimension of the job description questionnaire; (4) functional work analysis method;
2. Understanding: (1) Advantages and disadvantages of job analysis questionnaire method; (2) The framework of functional work analysis.
3. Application: (1) Implementation steps of job analysis questionnaire method; (2) Advantages and disadvantages of management job description questionnaire.
(C) Comparison and selection of job analysis methods
1, memorize: advantages and disadvantages of various job analysis methods and their applications.
2. Understanding: the main factors that should be considered when choosing a job analysis method.
Chapter IV Preparations for Job Analysis
First, the assessment of knowledge points
Environmental analysis
(B) organizational analysis of enterprises
(c) post analysis
Second, the evaluation requirements
Environmental analysis
1, memorize: (1) the concept of environmental analysis; (2) social and cultural environment; (3) the concept of technical environment; (4) the concept of organizational culture; (5) Leaders and their styles; (5) The concepts of formal organization and informal organization; (6) The composition of micro working environment.
2. Understand: (1) the external environment in the macro working environment; (2) the internal environment of the organization in the macro working environment.
(B) organizational analysis of enterprises
1, memorizing: (1) the concept of organizational analysis; (2) the concept of organization; (3) the content of enterprise organizational structure analysis; (4) the concept of management scope; (5) Basic elements of enterprise business process; (6) business process classification; (7) The concept of post.
2. Understand the characteristics of (1) institutions; (2) steps of business process design; (3) The content of business process optimization; (4) the characteristics and composition of the post.
(c) post analysis
1, rote learning: the concept of post-analysis; (2) The concept of ex post investigation; (3) the concept of post setting; (4) The concept and specific classification of post classification; (5) The concept of quota.
2. Comprehension: (1) Main contents of job analysis; (2) the significance of post investigation; (3) The contents of the post investigation; (4) Main influencing factors of post setting; (5) The new trend of post setting; (6) the principle of staffing; (7) Several relationships that must be handled when arranging various posts and personnel ratios.
3. Application: (1) principle and method of post investigation; (2) the principle of post setting; (3) the method of staffing.
Chapter V Work Analysis Process
First, the assessment of knowledge points
(A) the formulation stage of the work analysis plan
(B) the design stage of job analysis
(3) Work information collection and analysis stage.
(D) the stage of expression and application of job analysis results
(2) Evaluation requirements
(A) the formulation stage of the work analysis plan
1, recitation: (1) Define the purpose of job analysis. (2) The content of job analysis.
2. Comprehend: (1) the main contents of the job description; (2) Qualification includes four aspects.
(2) Work analysis and design stage
1, memorization: (1) Factors to be considered in selecting job analysis methods based on the overall perspective of the organization; (3) Based on the analyzed work angle, select the factors to be considered in the work analysis method; (3) On the basis of job analysis method, select the factors that need to be considered in job analysis method; (4) According to the purpose of analysis, select the factors that need to be considered in the job analysis method.
2. Understanding: the problems that need to be paid attention to when forming a job analysis team.
(3) Work information collection and analysis stage.
1, memorization: (1) Main information to be collected in job analysis; (2) Four levels of occupational classification in China;
2. Understanding: the principle of data analysis.
3. Application: the main content of data analysis.
(D) the stage of expression and application of job analysis results
Remember: the result of job analysis is job description.
Chapter VI Job Analysis Results
First, the assessment of knowledge points
(1) Job Description
(2) Work specifications
(3) Statement of Work
Second, the evaluation requirements
(1) Job Description
1, memorization: the concept of job description.
2. Understanding: When writing a job description, we should pay attention to several important aspects.
3. Application: the basic content of job description.
(2) Work specifications
1, back: the concept of work specification.
2. Understanding: Steps to write job specifications.
3. Application: the basic content of the work specification.
(3) Statement of Work
1, memory: the concept of the statement of work
2. Understanding: (1) Main specifications that should be followed in the preparation of the statement of work; (two) the main problems existing in the preparation of the statement of work; (3) Main misunderstandings in the preparation of the statement of work.
3. Application: (1) The role of job description in human resource management; (2) Matters needing attention in preparing the statement of work.
Chapter VII Post-evaluation
First, the assessment of knowledge points
(A) Overview of job evaluation
(B) to determine the indicators of job evaluation
Methods of job evaluation
(D) the implementation of job evaluation
Second, the evaluation requirements
(A) Overview of job evaluation
1, memorizing: (1) job evaluation in a narrow sense; (2) generalized job evaluation.
2. Understand: (1) the characteristics of job evaluation; (2) the principle of job evaluation; (3) The role of job evaluation.
(B) job evaluation indicators
1, memorization: the main index of job evaluation.
1. Understanding: Principles for determining job evaluation indicators.
Methods of job evaluation
1, memorizing: the concept of (1) sorting method; (2) the concept of classification; (3) The concept of factor counting method; (4) Factor analysis; (5) Composition of operation forms.
2. Understand the steps of (1) sorting method; (2) the step of factor counting method; (3) Steps of factor analysis.
3. Application: the main factors affecting the selection of job evaluation methods.
(D) the implementation process of job evaluation
Memory: four stages of job evaluation.
Chapter VIII Design of Works
First, the assessment of knowledge points
(1) Overview of Engineering Design
(B) the theoretical basis of job design
(3) Procedures and methods of job design
(D) the work design of knowledge workers
(5) Common mistakes in work design
Second, the evaluation requirements
(1) Overview of Engineering Design
1, memorizing: (1) the concept of work design; (2) Four stages of work design development;
2. Comprehend: (1) Influencing factors of homework design; (2) The content of homework design.
3. Application: the purpose and significance of homework design.
(B) the theoretical basis of job design
1, memorize: (1) scientific management principles; (2) the principle of ergonomics; (3) Social technology theory.
Comprehension: (1) the main points of interpersonal relationship theory; (2) Five core dimensions of the work characteristic model.
(3) Procedures and methods of job design
1, memorization: (1) mechanical work design method; (2) the design method of biological works; (3) Design method of perceptual sports works; (4) the concept of job specialization; (5) The concept of job rotation; (6) The concept of job enlargement and its realization; (7) the concept of job enrichment; (8) The concept and type of work team.
2. Comprehension: (1) Several main methods of motivating work design; (2) the design method of job enrichment; (3) General procedures of job design; (4) Work design procedures of the new organization; (5) Steps of the established organization in job redesign.
3. Application: (1) Advantages and disadvantages of job specialization. (2) Advantages and disadvantages of job rotation.
(D) the work design of knowledge workers
1, memorizing: (1) the concept of knowledge work; (2) The concept of knowledge workers; (3) The principle of knowledge workers' job design.
2. Understanding: the concept of knowledge-based work.
3. Application: (1) Characteristics of knowledge workers; (2) The work design principles of knowledge workers.
(5) Common mistakes in work design
Understanding: Several common mistakes in job design.
Chapter IX Evaluation of Job Analysis Effect
First, the assessment of knowledge points
(A) Overview of job analysis effect evaluation
(B) the basic content of job analysis effect evaluation
(C) the basic procedures of job analysis effect evaluation
Second, the evaluation requirements
(A) Overview of job analysis effect evaluation
1, memorizing: the concept of job analysis effect evaluation.
2. Understand: (1) the necessity of job analysis effect evaluation; (2) The role of job analysis effect evaluation.
(B) the basic content of job analysis effect evaluation
1, memorization: (1) the concepts of reliability and validity; (2) Common methods of validity measurement; (3) The concept of job analysis benefit evaluation.
2. Understand: (1) the theme of job analysis effect evaluation; (2) The object of job analysis effect evaluation; (3) The main content of job analysis effect evaluation; (4) Criteria for evaluating the effect of job analysis; (5) Influencing factors of job analysis effect evaluation standard.
3. Application: the principle of establishing the evaluation standard of job analysis effect.
(C) the basic procedures of job analysis effect evaluation
1, memorizing: formulation of job analysis effect evaluation scheme.
2. Understanding: the implementation of the job analysis effect evaluation scheme.
Chapter 10 Application of Job Analysis in Human Resource Management
First, the assessment of knowledge points
(A) the application of job analysis in human resource planning
(B) the application of job analysis in employee recruitment
(C) the application of job analysis in performance management
(D) the application of job analysis in salary management
(E) the application of job analysis in employee training
Second, the evaluation requirements
(A) the application of job analysis in human resource planning
1, memorize: (1) the significance of human resource planning; (2) The relationship between job analysis and human resource planning.
2. Understanding: the procedure of human resource planning.
3. Application: The specific application of job analysis in human resource planning.
(B) the application of job analysis in employee recruitment
1, memorize: the significance of employee recruitment.
2. Understanding: the role of job analysis in employee recruitment.
3. Application: The application of job analysis in all aspects of employee recruitment.
(C) the application of job analysis in performance management
1, memorize: the concept of performance management.
2. Understanding: the role of job analysis in performance management.
3. Application: The specific application of job analysis in performance management.
(D) the application of job analysis in salary management
1, memorize: the concept of salary management.
2. Understanding: the role of job analysis in salary management.
3. Application: The specific application of job analysis in salary management.
(E) the application of job analysis in employee training
1, memorize: (1) the significance of employee training; (2) Staff training procedures.
2. Application: The specific application of job analysis in employee training.
Ⅲ. Relevant explanations and implementation requirements
First, about the "course content and assessment objectives" in the relevant instructions
In the evaluation of the syllabus, three levels of ability are put forward: memory, understanding and application. There is a progressive hierarchical relationship between the two, and the latter must be based on the former. They mean:
1. Memory: Candidates are required to memorize the main contents of relevant knowledge points specified in this course, grasp and understand the connotation and extension of relevant knowledge points specified in this course, be familiar with the main points of their contents and the differences between them, and make correct explanations and explanations according to different requirements of assessment.
2. Understanding: the knowledge points that candidates are required to master in the course.
3. Application: Important knowledge points that candidates are required to master in the course.
Second, self-study teaching materials
The textbook used in this course is: job analysis (second edition), edited by Jiangsu Phoenix Science and Technology Press, 2020.
Third, the guidance of self-study methods.
1. Before studying, read the first part of the syllabus carefully, understand the nature, status and tasks of the course, and be familiar with the basic essentials of the course and the relationship between this course and related courses, so that future study can closely focus on the basic requirements of the course.
2. Before reading a chapter, you should carefully read the assessment knowledge points, self-study requirements and assessment requirements of the chapter in the syllabus, and pay attention to the ability level requirements of each knowledge point, so that you can know fairly well when reading the textbook.
3. When reading textbooks, we should carefully read paragraph by paragraph, scrutinize sentence by sentence, concentrate on every knowledge point, deeply understand the basic concepts and firmly grasp the basic principles according to the requirements of the syllabus. If you encounter individual details in reading, you can put them on hold temporarily, which will not affect your continued study.
4. After learning each chapter of the textbook, we should carefully understand the key words in the textbook and complete the thinking questions in the textbook. This process can help candidates understand, digest and consolidate what they have learned and enhance their ability to analyze and solve problems.
Fourth, the requirements for social assistance.
1, you should be familiar with the general requirements of the exam outline for the course and the knowledge points of each chapter.
2. We should grasp the level of requirements of each knowledge point and deeply understand the assessment requirements of each knowledge point.
3. When tutoring candidates, it is necessary to take the prescribed teaching materials and examination syllabus as the basis, and do not add or delete contents at will to avoid being out of touch with the examination syllabus.
4. During counseling, we should give guidance to the candidates' learning methods, and advocate the learning methods of "reading the textbooks carefully, studying the textbooks assiduously, asking questions actively and learning by themselves".
5. Counseling should focus on the foundation, highlight the key points, help candidates to establish the overall concept of the course content, and give priority to the questions raised by candidates.
6. Pay attention to the cultivation of candidates' ability, especially the cultivation of self-study ability, guide candidates to learn autonomous learning step by step, and be good at asking questions, analyzing problems, making judgments and solving problems in the process of self-study.
7. Let candidates understand that the difficulty and ability level of the test questions are not the same thing. Each ability level has different difficulty questions.
Verb (abbreviation of verb) Some Provisions on Proposition and Examination
1. In the assessment requirements mentioned in each chapter of this syllabus, all details are the contents of the examination, and the questions cover all chapters, and the key chapters are appropriately highlighted to increase the coverage density of key contents.
2. The proportion of test papers to questions with different ability levels is roughly: "understanding" 20%; "Master" 40%; "Proficient" is 40%.
3. The difficulty of the test questions should be reasonable and divided into four levels: easy, easy, difficult and difficult. The ratio of these four grades in the backup test paper is about 2: 3: 3: 2.
4. The possible types of test papers in this course are: fill-in-the-blank questions, multiple-choice questions, noun explanations, short-answer questions and essay questions (see appendix).
5. The examination method is a closed-book written examination, and the examination time is 150 minutes. The score is 100%, and 60 is a pass.
Appendix: Examples of Problems
1. Multiple choice questions (Only one of the following four alternative answers is correct. Please choose the correct answer and write its code in brackets after the stem. 65438+ 0 point for each small question)
1. The object of job analysis is ()
A. Work information
B. incumbents
C. Work
D. Working environment
Answer: c
2. By coordinating facilities, tools and environment with people's work, the work design method to reduce personal physiological stress and tension and improve employees' comfort is ().
A. Mechanical work design method
B. Biological operation design method
C. Design method of perceptual sports works
D. Design method of incentive work
Answer: b
Second, multiple-choice questions (2 to 5 of the following 5 alternative answers are correct, please choose the correct answer, and write its code in brackets behind the stem of the question. Multiple choices, fewer choices, and wrong choices will not be scored. 65438+ 0 point for each small question)
1. The basic contents of the job description include ()
A. job identification
B. Work summary
C. Working relationship
D. Job responsibilities
E. Working environment
Answer: ABCDE
2. The main theories of job design include ()
A. Principles of scientific management
B. Equity theory
C. interpersonal relationship theory
D. Social technology theory
E. Ergonomic principles
Answer: ACDE
Three. Fill in the blanks (65438+ 0 point for each small question)
1. The object of job analysis is _ _ _ _ _ _ _.
Answer: Jobs
2. The process of job analysis can be divided into four steps: job analysis plan, job analysis design, job information collection and analysis, _ _ _ _ _ _ _ _ _ _ _.
A: Application and feedback of results.
Four. Noun explanation (3 points for each small question)
1. Organizational structure
A: Organizational structure refers to the overall structure of an organization. It is the basic element for mobilizing resources, building processes, conducting business and implementing management within an organization under the influence of many factors such as management requirements, management orientation, management mode and business characteristics.
2. Postal service
A: A post refers to a job post set up in an organization to complete one or several tasks, with a specific labor object and certain responsibilities, authorities and responsibilities.
Five, short answer questions (6 points per small question)
1. Briefly describe the principle of staffing.
Reference answer:
(1) Work orientation.
(2) based on the status quo.
(3) the principle of work efficiency.
(4) scientific principles.
(5) the principle of rationality.
(6) the principle of coordinating the proportional relationship between posts and personnel.
2. What are the design ways to realize job enrichment?
Reference answer:
(1) Merge work tasks.
(2) Build a natural work unit.
(3) Establish employee-customer relationship.
(4) Extending tasks vertically.
(5) Smooth feedback channels.
Six, essay questions (each small 10 points)
1. Try to describe the characteristics of job analysis.
Reference answer:
As a basic work of enterprise human resource management, job analysis provides basic basis and reference for enterprise human resource management and enterprise management. As a human resource manager, it is very important to do a good job analysis. Therefore, it is particularly necessary to grasp the main characteristics of job analysis.
(1) Job analysis is based on positions.
(2) Job analysis is a systematic process of investigation, analysis and evaluation.
(3) Job analysis requires the full participation of enterprises.
(4) Job analysis is a dynamic process.
2. Please describe the main factors that affect the selection of job evaluation methods.
Reference answer:
The main factors affecting the selection of job evaluation methods include:
(1) Legal basis and social background.
(2) Enterprise post structure and number of posts.
(3) Enterprise management style and cultural characteristics.
(4) Labor relations.
(5) The number of existing job evaluation resources.
(6) Time cost and expense cost.
(6) Selection and training of appraisers.
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