Job Analysis and Competency Modeling.pptVIP免费

McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-1McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-2JobAnalysisandJobAnalysisandCompetencyModelingCompetencyModelingJobAnalysisandJobAnalysisandCompetencyModelingCompetencyModelingchapterchapter6McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-3IntroductionIntroductionOrganizationsmusthaveasystematicwaytodeterminewhichemployeesareexpectedtoperformaparticularfunctionortaskthatmustbeaccomplishedThecornerstoneoftheorganizationisthesetofjobsperformedbyitsemployeesThejobsprovidethemechanismforcoordinatingandlinkingthevariousactivitiesoftheorganizationthatarenecessaryforsuccessMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-4Studyingandunder-standingjobsthroughtheprocessknownasjobanalysisisavitalpartofanyHRMprogram.McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-5JobanalysisprovidesanswerstotheJobanalysisprovidesanswerstothefollowingquestions:followingquestions:(1of2)(1of2)1.Howmuchtimeistakentocompleteimportanttasks?2.Whichtasksaregroupedtogetherandconsideredajob?3.Howcanajobbedesignedorstructuredsothattheemployee’sperformancecanbeenhanced?McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-6JobanalysisprovidesanswerstotheJobanalysisprovidesanswerstothefollowingquestions:followingquestions:(2of2)(2of2)4.Whatkindsofbehaviorsareneededtoperformthejob?5.Whatkindofperson(i.e.,traitsandexperience)isbestsuitedforthejob?6.HowcantheinformationacquiredbyajobanalysisbeusedinthedevelopmentofHRMprograms?McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-7TheVocabularyofJobAnalysisTheVocabularyofJobAnalysis(1of3)(1of3)Jobanalysis–Apurposeful,systematicprocessforcollectinginformationontheimportantwork-relatedaspectsofajobJobdescription–TheprincipalproductofajobanalysisRepresentsawrittensummaryofthejobasanidentifiableorganizationalunitMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-8TheVocabularyofJobAnalysisTheVocabularyofJobAnalysis(2of3)(2of3)Jobspecification–Awrittenexplanationoftheknowledge,skills,abilities,traits,andothercharacteristics(KSAOs)necessaryforeffectiveperformanceonagivenjobTasks–Coordinatedandaggregatedseriesofworkelementsusedtoproduceanoutpute.g.,aunitofproductionorservicetoaclientMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-9TheVocabularyofJobAnalysisTheVocabularyofJobAnalysis(3of3)(3of3)Position–ConsistsoftheresponsibilitiesanddutiesperformedbyanindividualThereareasmanypositionsinanorganizationasthereareemployeesJob–Groupofpositionsthataresimilarintheirdutiese.g.,computerprogrammerorcompensationspecialistJobfamily–GroupoftwoormorejobsthathavesimilardutiesMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-10TheStepsinJobAnalysisTheStepsinJobAnalysis1.Examinethetotalorganizationandthefitofeachjob2.Determinehowjobanalysisinformationwillbeused3.Selectjobstobeanalyzed4.Collectdatabyusingacceptablejobanalysistechniques5.Preparejobdescription6.PreparejobspecificationMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.6-11TheUsesofJobAnalysisTheUsesofJobAnalysisJobdesignPlanningRecruitmentSelection&trainingStrategicplanningPerformanceevaluationCompe...