Job analysis refers to the overall analysis of the job, so as to determine the 6w 1h of each job: who, what, when, where, how, why and for whom.
The result or direct result of the analysis is the job description. Job description is a file that records the results of job analysis. It records the responsibilities, authority, work content, qualifications and other information of the analyzed position in written form for managers to use.
Job analysis is the foundation of modern human resource management. Only on the basis of objective and accurate job analysis can we further establish a scientific recruitment, training, performance appraisal and salary management system.
Job analysis purpose:
(1) Promote the name and meaning of work to express concrete and consistent meanings throughout the organization, and realize the standardization of working terms.
(2) Determine job requirements and establish appropriate guidance and training content.
(3) Determine the minimum conditions for employees to be hired and employed.
(4) Determine the human resource demand of the organization, and provide the basis for making the human resource plan.
(5) Determine the relationship between posts to facilitate reasonable promotion, transfer and distribution.
(6) Provide a basis for job evaluation, lay a foundation for enterprise job classification, and provide a scientific basis for establishing a fair and reasonable salary and reward system.
(7) To provide a basis for formulating assessment procedures and methods, so as to facilitate managers to perform supervision functions and employees to control themselves.
(8) Obtaining the actual situation of work and environment helps to find out the reasons that lead to employee dissatisfaction and work efficiency decline.