工作分析和工作计划（英文 25页）ppt课件

1、PART TWO - STAFFING THE ORGANIZATIONJob AnalysisandJob Design5Chapter 5 OverviewBasic TerminologyJob AnalysisJob DesignBasic Terminology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dicti

2、onary of Occupational TitlesThe ADA and Job Analysis Potential Problems with Job AnalysisFigure 5.1|Relationship among Different Job ComponentsBasic Terminology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupat

3、ional Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Potential Problems with Job AnalysisTable 5.1Area of InformationContentsJob title and locationName of job and where it is located.Organizational relationshipA brief explanation of the number of persons supervised (if applic

4、able) and the job title(s) of the position(s) supervised. A statement concerning supervision received.Relation to other jobsDescribes and outlines the coordination required by the job.Job summaryCondensed explanation of the content of the job.Information concerningThe content of this area varies gre

5、atly from jobjob requirementsto job and from organization to organization. Typically it includes information on such topics as machines, tools, and materials; mental complexity and attention required; physical demands and working conditions.Information Provided by a Job AnalysisBasic Terminology Job

6、 Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Potential Problems with Job AnalysisTable 5.2A job description should be a formal, writ

7、ten document, usually from one tothree pages long. It should include the following:Date written.Job Status (full-time or part-time; salary or wage).Position title.Job summary (a synopsis of the job responsibilities).Detailed list of duties and responsibilities.Supervision received (to whom the jobho

8、lder reports).Supervision exercised, if any (who reports to this employee).Principal contacts (in and outside the organization).Related meetings to be attended and reports to be filed.Competency or position requirements.Required education and experience.Career mobility (positions for which job holde

9、r may qualify next).Contents of a Job DescriptionBasic Terminology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Potential Problem

10、s with Job AnalysisBasic Terminology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Potential Problems with Job AnalysisBasic Termi

11、nology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Potential Problems with Job AnalysisTable 5.3CategoryInformation inputMental

12、processesPhysical activitiesRelationships withother peopleJob contextOther jobcharacteristics DescriptionWhere and how does the employee get the information used in performing the job?What reasoning, decision-making, planning, and information-processing activities are involved in performing the job?

13、What physical activities does the employee perform, and what tools or devices are used?What relationships with other people are required in performing the job?In what physical or social contest is the work performed?What activities, conditions, or characteristics other than those described above are

14、 relevant to the job?ExamplesUse of written materials.Near-visual differentiation.Level of reasoning in problem solving.Coding/decoding.Use of keyboard devices.Assembling/disassembling.Instructing.Contacts with public, and/or customers.High temperature.Interpersonal conflict situations.Specified wor

15、k pace.Amount of job structure.Employee Activity Categories Used in the PAQTable 5.4Source: E. J. McCormick, P. R. Jeanneret, and R. C. Mecham, Position Analysis Questionnaire. Copyright 1969 by Purdue Research Foundation, West Lafayette, Ind. Reprinted with permission.Sample page from the Position

16、Analysis Questionnaire (PAQ)Information inputI.I Sources of Job InformationRate each of the following items in terms ofthe extent to which it is used by the worker asa source of information in performing the job.I.I.I Visual Sources of Job Information1Written materials (books, reports, office notes,

17、 articles, job instructions, signs, etc.)2Quantitative materials (materials which deal with quantities or amounts, such as graphs, accounts, specifications, tables of numbers, etc.)3Pictorial material (pictures or picturelike materials used as sources of information, for example, drawings, blueprint

18、s, diagrams, maps, tracings, photographic films, x-ray films, TV pictures, etc.)4Patterns/related devices (templates, stencils, patterns, etc., used as sources of information when observed during use; do not include here materials described in item 3 above)Code Extent of UseNDoes not apply1Nominal/v

19、ery frequent2Occasional3Moderate4Considerable5Very substantial(Continued)Table 5.4(concluded)5Visual displays (dials, gauges, signal lights, radarscopes, speedometers, clocks, etc.)6Measuring devices (rules, calipers, tire pressure gauges, scales, thickness gauges, pipettes, thermometers, protractor

20、s, etc., used to obtain visual information about physical measurements; do not include here devices described in item 5 above)7Mechanical devices (tools, equipment, machinery, and other mechanical devices which are sources of information when observed during use or operation)8Materials in process (p

21、arts, materials, etc., which are sources of information when being modified, worked on, or otherwise processed, such as bread dough being mixed, workpiece be turned in a lathe, fabric being cut, shoe being resoled, etc.)9Materials not in process (parts, materials, objects, etc., not in the process o

22、f being changed or modified, which are sources of information when being inspected, handled, packaged, distributed, or selected, etc., such as items or materials in inventory, storage, or distribution channels, items being inspected, etc.)10Features of nature (landscapes, fields, geological samples,

23、 vegetation, cloud formations, and other features of nature which are observed or inspected to provide information)11“Man-made features of environment (structures, buildings, dams, highways, bridges, docks, railroads, and other “man-made or altered aspects of the indoor or outdoor environment which

24、are observed or inspected to provide job information; do no consider equipment, machines, etc., that individuals use in their work, as covered by item 7)Sample page from the Position Analysis Questionnaire (PAQ)Table 5.5Source: W. B. Tornov and P. R. Pinto, “The Development of a Managerial Job Taxon

25、omy: A System for Describing, Classifying, and Evaluating Executive Positions, Journal of Applied Psychology 61, no. 4 (1976), p. 414.Management Position Description Questionnaire Categories1.Product, marketing, and financial strategy planning.2.Coordination of other organizational units and personn

26、el.3.Internal business control.4.Products and services responsibility.5.Public and customer relations.6.Advanced consulting.7.Autonomy of actions.8.Approval of financial commitments.9.Staff service.10.Supervision.11.Complexity and stress.12.Advanced financial responsibility.13.Broad personnel respon

27、sibility.Basic Terminology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Potential Problems with Job AnalysisTable 5.6Source: U. S

28、. Department of Labor, Revised Handbook for Analyzing Jobs (Washington, D. C.: U. S. Government Printing Office, 1991), p. 73.Levels of Difficulty for Worker Functions in FJADataPeopleThings0Synthesizing0Mentoring0Setting up1Coordinating1Negotiating1Precision working2Analyzing2Instructing2Operating-

29、controlling3Compiling3Supervising3Driving-operating4Computing4Diverting4Manipulating5Copying5Persuading5Tending6Comparing6Speaking-signaling6Feeding-offbearing7Serving7Handling8Taking instructions-helpingBasic Terminology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterview

30、sQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Potential Problems with Job AnalysisTable 5.71.Professional, technical, and managerial2.Clerical and sales3.Service4.Agriculture, fishing, forestry, and related5.

31、Processing6.Machine trades7.Bench work8.Structural work9.MiscellaneousNine Occupational Categories Used by the DOTFigure 5.2|Human Resources Manager as Classified by the DOTSource: U. S. Department of Labor, Employment and Training Administration, Dictionary of Occupational Titles, 4th ed., rev. 199

32、1 (Washington, D. C.: U. S. Government Printing Office, 1991).Basic Terminology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Pote

33、ntial Problems with Job AnalysisBasic Terminology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Potential Problems with Job Analys

34、isTable 5.8Source: Wayne E. Barlow and Edward Z. Hare, “A Practical Guide to the Americans with Disabilities Act, Personnel Journal, June 1992, p. 54.1.Does the position exist to perform these functions? If the performance of a particular function is the principal purpose for hiring a person, it wou

35、ld be an essential function.2.Would the removal of the function fundamentally alter the position? If the purpose of the position can be fulfilled without performing the function, it isnt essential.3.Whats the degree of expertise or skill required to perform the function? The fact that an employee is

36、 hired for his or her specialized expertise to perform a particular function is evidence that the function is essential.4.How much of the employees time is spent performing the function? The fact that an employee spends a substantial amount of time performing a particular function is evidence that t

37、he function is essential.5.What are the consequences of failure to perform the function? The fact that the consequences of failure are severe is evidence that the function is essential.6.How many other employees are available among whom the function can be distributed? The smaller the number of empl

38、oyees available for performing a group of functions, the greater the likelihood that any one of them will have to perform a particular function.Questions to Be Addressed to Determine Essential FunctionsBasic Terminology Job Analysis Products of Job Analysis Job Analysis MethodsObservationInterviewsQuestionnaires Functional Job Analysis Dictionary of Occupational Titles O*NET Dictionary of Occupational TitlesThe ADA and Job Analysis Potential Problems with Job AnalysisJob Design Job Scope and Job DepthSocio