Post analysis method

First, observation.

Observation method refers to the method that the position analyst obtains the position information by observing the normal working state of employees, and compares, analyzes and summarizes the information to obtain the position analysis results. Observation method is suitable for manual workers and transactional workers, such as porters, operators and secretaries.

Because the work cycle and work suddenness of different observation objects are different. Therefore, observation can be divided into direct observation, stage observation and work performance observation.

1. Direct observation method

Post analysts directly observe the whole process of employees' work. Direct observation is suitable for jobs with short working cycle. For example, the cleaning staff, whose work basically takes one day as a cycle, can follow the cleaning staff for a whole day of direct work observation.

2. Stage observation method

The work of some employees has a long periodicity, so in order to observe the work of all employees completely, it must be observed in stages. For example, an administrative clerk needs to prepare a company summary commendation meeting at the end of each year. The position analyst must observe the position at the end of the year. Sometimes because the interval span is too long, the job analysis can't be delayed for a long time. At this time, it is more appropriate to adopt the "work performance method".

3. Work performance method

It is more suitable for jobs with long working cycle and many emergencies. For example, security work, in addition to normal working procedures, there are many emergencies to be dealt with, such as questioning suspicious people. Job analysts can ask security personnel to perform the questioning process to observe the work.

When using the observation method, the position analyst should prepare the observation sheet in advance so as to record it at any time. Enterprises with good conditions can use cameras and other equipment to record the work content of employees for analysis. In addition, it should be noted that some observed work behaviors should be representative, and try not to attract the attention of the observed people, let alone interfere with the observed work.

Second, the questionnaire survey method

Job analysts should first draw up a set of practical and informative questionnaires, and then fill them out by employees. The questionnaire method is suitable for mental workers, managers or employees with great uncertainty, such as software designers and administrative managers. Questionnaire method is more convenient for statistics and analysis than observation method. It should be noted that the design of the questionnaire is directly related to the success or failure of the questionnaire survey, so it is necessary to design the questionnaire completely, scientifically and reasonably.

Foreign experts in organizational behavior and human resource management have developed a variety of scientific and huge questionnaire survey methods. Among them, the more famous are:

1.PAQ job analysis questionnaire

Job analysis questionnaire is a set of quantitative job descriptions developed by McCormick, a researcher at Purdue University in the United States. Although its format has been fixed, it can still be used to analyze many different types of positions. PQA 194 is divided into six parts: data input, brain process, work output, interpersonal relationship, work scope and other work characteristics.

2. threshold trait analysis TTA

Lopez and others designed the TTA questionnaire of threshold trait analysis in 198 1 year. The research angle of trait orientation is to try to determine those personality characteristics that can predict individual excellent job performance. TTA method is based on the fact that individuals with certain personality characteristics can be regarded as one of the individual characteristics needed to complete this job if their work performance is better than those without this special characteristic, and the difference of this characteristic can be reflected by standardized psychological tests.

3.OAQ occupational analysis questionnaire

1985 American control data management consulting company designed a career analysis questionnaire to quantitatively describe the position. QAQ is a multiple-choice questionnaire that includes personality characteristics such as tasks, responsibilities, knowledge, skills and abilities of various occupations. For example, in OAQ, software positions are divided into 19 responsibilities, 3 10 tasks, and 105 personality characteristics.

However, it is difficult for our small and medium-sized enterprises to make use of these research results for indirect investigation. We can make our own job analysis questionnaire according to the actual situation of the enterprise, and the effect may be better.

Third, the interview method

Also known as interview method, it is a method to collect job information through face-to-face conversation between job analysts and employees. Before the interview, the position analyst should prepare the outline of the interview questions, which can generally be carried out according to the predetermined plan during the interview. The interview method requires the job analyst's language expression ability and logical thinking ability. Job analysts should be able to control the conversation, not only to prevent the conversation from deviating from the topic, but also to make the interviewee not consider Kan Kan in the conversation. Job analysts should do a good job of conversation record in time and accurately, so as to avoid letting the interviewees pay attention to the records. The interview method is suitable for people with mental positions, such as developers, designers and senior managers.

McCormick put forward some standards of interview methods in 1979. They are:

1. The questions should be related to the purpose of job analysis;

2. The language expression of the post analyst should be clear and accurate;

3. The questions asked must be clear and explicit, not too subtle;

4. The questions asked and the contents of the conversation should not exceed the knowledge and information of the interviewee;

5. The questions asked and the contents of the conversation should not cause the interviewee's dissatisfaction or involve the interviewee's privacy.

Fourth, other methods.

1. Participation method

Also known as the post training method. As the name implies, position analysts directly participate in employees' work, play the role of employees and experience work information. Participation is suitable for positions that are not very professional. Compared with observation method and questionnaire method, the information obtained by participation method is more accurate. It should be noted that position analysts need to really participate in the work and experience the work, rather than just imitating some work behaviors.

2. Typical event method

If there are too many employees or the work content is too complicated, it is necessary to choose representative employees and typical time to observe, so as to improve the efficiency of job analysis.

3. Work log method

It is a job analysis method carried out by employees themselves. The work analyst should design a detailed work log table in advance, so that employees can fill in the work content in time as required, so as to collect work information. It should be noted that the work log should be filled in at any time, such as 10 minutes and 15 minutes as a cycle, and it should not be filled in at one time before work to ensure the authenticity and effectiveness of the filled contents. The biggest problem of the work log method may be the authenticity of the work log content.

4. Material analysis method

This method is more suitable if the position analyst has a large number of position analysis materials at hand, such as similar enterprises have done corresponding position analysis. This method is most suitable for newly established enterprises.

5. Expert discussion method

Expert discussion refers to a method of inviting some experts or experienced employees in related fields to discuss and analyze their positions. This method is suitable for enterprises with rapid development and changes, or enterprises whose job responsibilities have not yet been finalized. Because enterprises don't have ready-made observation samples, they can only use the experience of experts to plan their future working conditions.

These job analysis methods can be used alone or in combination. Because each method has its own advantages and disadvantages, each enterprise should choose according to its own specific situation. The ultimate goal is the same: to obtain detailed and true work information as much as possible.

General steps of job analysis

For a stable enterprise, the most commonly used job analysis methods are questionnaire survey and interview. Let's talk about the steps of job analysis by combining these two methods. Generally speaking, job analysis can be divided into five stages: planning stage, design stage, information collection stage, information analysis stage and result expression stage.

Planning stage

The planning stage is the first stage of job analysis. In the planning stage; The purpose, significance, methods and steps of job analysis should be made clear; Determine the method of job analysis; Limit the scope of position analysis and select representative positions as samples; Clarify the steps of job analysis and make a detailed implementation schedule of job analysis; Write a "job analysis plan" and publicize job analysis synchronously with relevant personnel. After the position plan is approved, a position analysis team can be set up to enter the design stage of position analysis.

Job analysis plan

In order to improve the effectiveness and reliability of enterprise human resource management, effectively implement the enterprise recruitment plan for the next quarter, successfully complete the adjustment of salary policy, incentive policy and training policy this year, and make human resource management posts adapt to the development trend of enterprises.

design phase

In the design stage, it is necessary to design specific work analysis implementation content.

1. Questionnaire survey

In the design stage of the questionnaire, it is necessary to write a more detailed "job analysis questionnaire". "Job Analysis Questionnaire" can comprehensively reflect the job content, job responsibilities, job qualifications and other contents of the position.

2. Interview method

The design of interview method needs to form an effective and complete "interview outline", the content of which is basically the same as the "job analysis questionnaire". The following are some key questions in job analysis interview, which job analysts can use selectively according to the specific situation:

1 What's your name, position and job number?

What department do you work in? Excuse me, who is your department manager? Who is your direct supervisor?

What is your main position? You can give a few examples.

Please tell me as much as possible about your work yesterday.

What do you decide? What things have no right to decide?

Please tell me who you need to contact at work.

What equipment and tools do you need to carry out your position? What are the common ones? Which ones are only used occasionally? Are you satisfied with the current equipment condition?

What are your responsibilities in personnel approval and financial approval? You can give a few examples.

What kind of education level do you need to do this position well? What knowledge do you need? What kind of psychological quality do you need?

10 how long do you think it will take for a new employee with a college education to officially take up his post after training?

What do you think of the working environment now? Need a better environment? What do you want to improve?

12 what do you think is the value and significance of this job?

13 What do you think can be done better?

14 Do you have anything to add?

15 Are you sure all your answers are true?

Information collection stage

1. Questionnaire investigative steps

1 It is necessary to obtain the consent of the direct superior of the sample employees in advance and try to get the support of the direct superior;

2. Provide a quiet place and sufficient time for the sample employees;

3. Explain the significance of job analysis to the sample employees and the matters needing attention in filling out the questionnaire;

Encourage sample employees to fill in the questionnaire truthfully and objectively, and don't worry about what is filled in the form;

5. The position analyst will answer the questions raised by the sample employees when filling out the questionnaire at any time;

6. After completing the sample employee, the post analyst should carefully check whether there are any omissions or errors.

7 If you have any questions about filling in the questionnaire, the position analyst should immediately ask the sample employees questions;

After completing the questionnaire accurately, complete the information collection post and thank the sample employees.

2. Interview method steps

1 It is necessary to obtain the consent of the direct superior of the sample employees in advance and try to get the support of the direct superior;

2 interview in an undisturbed environment;

3 explain the significance of job analysis to the sample employees and introduce the general content of the interview;

In order to eliminate the nervousness of sample employees, position analysts can start with easy topics;

5. Encourage sample employees to answer questions truthfully and objectively, without paying attention to the interview content;

6. Job analysts ask questions from shallow to deep in the order of interview outline;

7. Create a relaxed atmosphere for sample employees to speak freely;

Pay attention to the interview content to prevent the sample employees from digressing;

9 Conduct conversation record without affecting the conversation of sample employees;

10 At the end of the interview, the sampled employees should check and approve conversation record;

1 1 After the interview record is confirmed, complete the information collection post and thank the sample employees.

After the information collection is completed, a research report should be formed:

What does a department do with you personally?

1. Specific development

2. Check the development documents of other developers.

3. Arrange research and go out to work

4. Hold departmental meetings

5. Organize technical discussions and research.

6. Apply to the Administration Department for office supplies.

7. System maintenance

8. Organization department office environment.

9. Rectify departmental discipline

10. Pending approval

1 1. Pre-approval of equipment application

12. communicate with department personnel

Current development operation flow of two departments

1. Sources of information required for investigation: deputy general manager and marketing department.

2. Preparing the research plan includes determining the time, place and outline of the research; The first survey was contacted by the marketing department.

3. Implement research

4. Organize research reports

5. The requirement statement shall be signed by the user.

6. Outline design and detailed design.

If you win the bid:

7. Modify the outline design and detailed design.

8. Technical documents generated by coding include development report, change report, development summary, etc.

9. Technical documents generated by testing and debugging include: test report, software problem report, etc.

10. Prepare the acceptance report, instruction and maintenance manual.

1 1. Organize the acceptance of small projects: organized by the Development Department; Major projects: jointly organized by the Development Department and the Marketing Department.

12. Handover documents; Project summary

13. Software maintenance is carried out by relevant developers.

Third, the most difficult problem to solve in the work

1. Document management. Incomplete documentation will greatly hinder future development.

2. Temporary tasks arranged by superior leaders

3. Unnecessary maintenance, wasting time

4. ultra vires leadership

4. The job with unclear responsibilities is the easiest.

1. CD management

surf the web

3. Application and replacement of small equipment

4. Slide production in other departments

Five suggestions

1. It is suggested that the development department keep the CD.

2. Training is only carried out when a large number of new employees arrive at the same time, and individual new employees who enter the company are trained through specific work.

3. It is suggested to establish a detailed assessment method for technical personnel, which will assess the workload and difficulty of work and link it with salary.

4. It is suggested that XX department is responsible for the software management, hardware management and network management of the company's nt server.

Information analysis stage

The information analysis stage is a process of statistics, analysis, research and classification of information collected by various information collection methods. In the information analysis stage, it is best to refer to the previous post analysis data of this enterprise and the relevant post analysis data of other enterprises in the same industry and position to improve the reliability of information analysis.

In the process of information analysis, you can also ask the grass-roots managers for help to ensure that there are no doubts.

In the information analysis stage, the following aspects need to be analyzed:

Basic information such as position name, position number, department and position level.

Work activities and procedures, such as work summary, work scope, responsibility scope, work equipment and tools, work flow, interpersonal communication, management status, etc. ;

Working environment, such as workplace, hazards in working environment, occupational diseases, working hours, comfort of working environment, etc.

Age requirements, academic qualifications, work experience requirements, personality requirements and other qualifications. Basic qualities, such as academic qualifications, professional fields, work experience, training and education received, special talents, etc. ;

Physiological qualities such as physical requirements, health status, sensitivity of sensory organs, etc. ; Language expression ability, cooperation ability, enterprising spirit, professional ethics, interpersonal skills, teamwork ability, personality, temperament, interest and other comprehensive qualities.

Result expression stage

The main task of the result expression stage is to write job descriptions and job qualification requirements. The specific positions are as follows:

1 The position analyst prepares the first draft of the position description and qualification requirements;

2. Discuss the specific content of job description and job qualification requirements with sample employees, their superiors and enterprise management consultants;

3. Determine the trial draft;

After the probation period is used correctly, it is determined to be an official document.