(A) the implementation of the main job analysis
Position analysis is to analyze the positions in the organization and formulate job descriptions and job descriptions, so it covers a wide range in the organization. So job analysis is by no means a department of human resources. The characteristics of the post analysis implementer are shown in the following table:
serial number
The subject of post-implementation analysis
superiority
disadvantaged
1
Give priority to with human resources department, cooperate with other departments.
l？ cost saving
l？ The implementer understands the corporate culture, strategy and current situation.
l？ Spend a lot of manpower and time.
l？ If the experience in job analysis is insufficient, the effect will be affected.
2
Job analysis needs the support of the department itself and the human resources department.
l？ Very familiar with the work of this department, the information of mobile phone is comprehensive and expert.
l？ cost saving
l？ From the perspective of human resource management, the post analysis result file formed in the implementation process may be unprofessional.
three
On the basis of the hired consulting organization, the human resources department cooperates with the consultants to coordinate the problems and ensure the implementation of the plan.
l？ Rich post experience
l？ As a neutral position of the third party, employees are easy to accept the results of job analysis and relatively easy to provide real information to job analysts.
l？ Consumer consulting fee
l？ Consultants don't know the specific situation of enterprises, and organizations need to spend time communicating with them in enterprise, strategy and management.
Organizations can consider using internal staff or hiring external consultants to conduct job analysis. But this decision is very difficult, because we need to consider the cost of employing people and many other factors, such as the complexity of methods and technologies, the complexity of posts, the fairness of processes and results, the skills and experience of post analysis and the familiarity with organizations.
In job analysis, it is necessary to set up a "job analysis expert group" to lead the whole job analysis process. The members of the position analysis expert group are selected from groups at many levels in the organization. Only those who can treat the job demand objectively and fairly, take the overall situation of the company into consideration, have good analytical skills, and can distinguish the job demand from the specific qualifications of employees, especially those who are highly enthusiastic about company affairs, can become members of the job analysis expert group.
(b) Role distribution of the members of the post analysis expert group
1, the role of the organization's top managers
(1) Meet the needs of job analysis, put forward the necessity of job analysis according to the development of the organization, and initiate job analysis within the organization.
(2) Issue policy statements, instructions and other communications, transmit relevant information to the organization, and advocate the job analysis process.
(3) authorize all aspects of job analysis, arrange corresponding staff to coordinate and organize the internal job analysis process.
(4) Establish a time frame for the implementation plan and define clear time requirements for the post-analysis process.
(5) Some problems that are usually difficult to solve may be found in the job analysis, or work coordination is needed to adapt to the job analysis process.
(6) Provide continuous support for the job analysis process.
(7) As the recipient of the post analysis results, designate others or personally review the working procedures.
2. The role of line manager
(1) Assist HR experts to implement job analysis plan when necessary.
(2) Participate in job analysis when necessary, and provide relevant information for job analysis.
(3) Communicate with employees involved in job analysis to enhance employees' recognition of job analysis process.
(4) Middle managers are familiar with the job-oriented information within their responsibilities, and may also directly apply the results of job analysis after job analysis.
3. The role of professional job analysis
1)? The contents of professional post analysis include:
2)? Put forward job analysis suggestions for management.
3)? Work with post analysts or make suggestions in the following aspects: data collection and analysis, preparation of work instructions, and establishment of systematic work procedures that meet legal needs.
4)? Participate in other development stages of wage and salary management.
From the above analysis, it can be seen that professional post analysts can observe the information that many different employees in different workplaces work under the management of different supervisors.
4. The role of the incumbent
1)? Participate in data collection. After clearly explaining the purpose and requirements of job analysis to employees, you need to cooperate in the process of job analysis, such as filling out questionnaires in time as required, cooperating with the interview process, and providing other possible information to job analysts.
2)? Participate in the formulation of the draft job description meeting if the company allows it normally.
3)? In the process of job analysis, it is generally necessary to form a working Committee to assist and supervise the process of job analysis.
(C) job analysis process
Step 1: Determine the organizational structure and departmental responsibilities. The prerequisite for job analysis is that the relevant organizational structure in the enterprise has been determined and has relative stability; On the basis of organizational structure, the workflow and departmental responsibilities are determined; The jobs that each department should have have also been defined. Some enterprises, when reforming the human resources system, did not connect with other organizational systems, and independently set up projects for the human resources system without the above conditions. This result will greatly reduce the effect of job analysis and subsequent job evaluation, performance appraisal and salary system. Therefore, before the job analysis, we should first adjust the organizational structure and determine the responsibilities and positions of departments. The method of sorting out departmental responsibilities is similar to job analysis, and it is generally to interview the department manager to determine his departmental responsibilities.
Step 2: Set up a working group and make a work analysis plan. Generally, relevant professionals are hired from outside as consultants of the working group. Job analysis involves all departments in the enterprise, and only with the full attention and support of all departments can the task be successfully completed. Therefore, it is best to set up a leading group led by the top leaders and attended by the main leaders of various departments, and then set up a working group with specific operations under the leading group. The working group consists of some members of the human resources department and personnel from major departments (such as management, R&D, production and sales). The implementation plan of job analysis should be determined according to the company's needs and tasks (complexity and number of posts).
Step 3: Design a job description template, and conduct job analysis and job description writing training. The design of job description template should pay attention to the following aspects: 1. Make clear the main objectives of this job analysis. Most enterprises in China have not done job analysis in the past, so it is difficult to be perfect for the first time, so don't pursue perfection excessively. The job description template should be designed according to the actual situation of the enterprise, and the items to be filled in should be selected and the irrelevant items should be deleted. Secondly, employees who want to participate in job analysis interviews and job description writing are trained, and experts explain the characteristics of job analysis; Uniform provisions for guidance and control; And discuss doubts.
Step 4: Write a job description. After the training, organize students to complete the first draft of job description within the specified time. External experts will review the first draft of the job description, summarize the problems found, and conduct error correction training again for the problems found.
Step 5: Conduct a job analysis interview. For key positions in some companies, one-on-one job analysis interviews are conducted by external experts.
Step 6: Observe the work site deeply.
1. Formulate issues that need further clarification or supplement.
2. Go to the work site for in-depth observation, the purpose of which is to clarify, clarify or supplement the information obtained from previous investigations and interviews.
3. When observing, it is better to have the personnel who accompanied the observation at the beginning.
4. In-depth observation, in the case of not affecting the normal work of the post holder, it is necessary to communicate with the staff and consult relevant personnel.
Step 7: Comprehensive processing of post information
1. Classify the information obtained from literature review, on-site observation, interview and critical incident analysis, and get all kinds of information required by each position.
2. When encountering problems, job analysts need to communicate with the managers of the company and the staff of a certain position at any time.
3. Carry out job description on the sorted information to form a preliminary job description.
Step 8: Revision and filing of job descriptions
1. Distribute the preliminary job description to the people involved in the whole job analysis and discuss it together.
2. According to the results of the discussion, further improve the job description.
(4) Information table to be collected for post analysis
Enterprise environment information (working background information)
corporate culture
The organization's vision and goals; Types and characteristics of organizational culture
enterprise management
The annual business plan and budget of the enterprise; The management mode of the enterprise; Enterprise organizational structure, business process/management process; Information on research and development, procurement, production, sales and customer service of the organization; Human resource management, finance, marketing, etc.
Enterprise products and technology
Products and services provided by the organization; Main technologies adopted by the organization
Enterprise external information
Information of other enterprises in the industry; Customer information; Customer information; Information of external suppliers; Main competitor information
Information related to work
The purpose of post setting
The position and role of this position in the whole organization
Job responsibilities and tasks
This position is responsible for specific work content, planning and organizational responsibilities, internal daily responsibilities and other responsibilities and tasks.
Postal administration
Business authority, personnel authority, financial authority
Work exchange relationship
Internal communication relationship (relationship with direct boss, other superiors, subordinates, other subordinates and colleagues);
External communication relationships (relationships with suppliers, customers, government agencies, industry organizations and communities)
Conditions of use
Tools and equipment used, working environment, working time characteristics and working place
operating characteristic
The contribution and negligence damage of the position to the enterprise; The risks to be taken; Independence of work; Work innovation; Contradictions and conflicts in work; The difficulty and frequency of interpersonal communication
Information related to the incumbent
Educational qualification
Educational and professional background
Professional experience
Relevant work experience and time
special requirements
Special qualification certificate and special physical requirements such as gender, age and height.
Knowledge and skill requirements
Business knowledge (professional knowledge that this position must master)
Management knowledge (management knowledge that this position must master)
Basic skills knowledge (general working skills necessary for employees)
Basic quality requirements
Basic personal qualities of the script necessary for this position; Such as: innovation consciousness, analysis and judgment ability, plan execution ability and project management ability, team cooperation consciousness, etc.
(v) Case analysis
Analysis of Post-level Work in Coal Enterprises —— Taking Planning and Dispatching Supervisor as an Example
Planning and dispatching post is the key post to strengthen the management and control of coal business chain. Here, taking the planning and dispatching supervisor as an example, the job analysis is introduced:
1, job analysis method:
o？ Internal data analysis of the company?
o？ In-depth interview and business process analysis of this position and related positions?
o？ Job description questionnaire survey
2, the original work analysis and diagnosis:
(1) reporting relationship:
o？ Direct supervisor: project team manager?
o？ Direct reports: None
Question: In practical work, the personnel in this position mainly report to two deputy general managers in charge of domestic trade and investment, and there is often a phenomenon of multi-head command.
(2) Job responsibilities:
o？ Collect and summarize production, transportation and sales reports; ?
o？ Coordinate the company's production and operation dispatching meeting and prepare meeting minutes; ?
o？ Upload and publish coal dispatching related information.
Problem: The performance level is far below the actual needs of enterprises. Specifically, the audit, supervision, information analysis and suggestion functions of the coal business process node have not been fully exerted, but only played the role of information summary and transmission, which is an important reason why the company's control role in all aspects of the coal business chain has not been fully exerted.
(3) coordination:
o？ Internal coordination: Ministry of Internal Trade, Ministry of Investment and Project Team?
o？ External coordination: three production plants and storage and transportation companies.
Problem: The performance level is far below the actual needs of enterprises. The import and export of information flow are not unified, information is not shared reasonably within the enterprise, and the functions of information management and * * * sharing in the supply chain are not fully exerted.
(3) Employee information:
Post quota: 3 people.
o？ Education: 2 undergraduate, 1 junior college student?
o？ Major: 1 trade, 1 English, 1 management?
o？ Experience: Average 2 years experience in coal import and export trade.
Problem: The professional structure of the original post personnel does not meet the post requirements, and they generally lack the relevant skills and experience in supply chain management and planning and scheduling.
3, the adjusted job description
Based on the job analysis and diagnosis of the original post, the job description and job specification are formulated, and the key points of improvement are as follows:
o？ Strengthen the audit and supervision function of coal business process nodes; ?
o？ Strengthen the planned control function of production, supply and marketing; ?
o？ Strengthen supply chain information management and * * * enjoyment function; ?
o？ Distinguish between jobs that require higher experience and lower skills, so as to distinguish the responsibilities of supervisors and assistants, and enrich the work of supervisors in this key position.