Prepare for the next job analysis.
Xinji company is an IT company. The year before last, it developed a new network signal receiving card and put it into mass production. After the product was launched, it was very popular. In 2002, the sales revenue reached 50 million yuan. Compared with last year, the sales situation in 2003 is expected to increase greatly. Due to business development, the company leaders decided to recruit a group of employees in the administration department, marketing department and enterprise development department.
In order to make the recruitment more targeted and make the new employees more in line with the requirements of the current position, the human resources management department decided to make a detailed analysis of the above three positions and draw up a job analysis plan for this purpose.
Xinji Company Work 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, it is specially planned to re-analyze some departments of enterprises in March 2003. The specific plan is as follows:
First, job analysis
1, administrative clerk, administration department
2. Sales Manager of Marketing Department
3. Enterprise Relationship Manager, Enterprise Development Department
Second, the job analysis sample
Considering the relevant factors such as work experience and work integrity, it is proposed to select the following employees from various departments as job analysis samples:
1, Zhang Fang, administrative clerk of the administrative department.
2. Wang Yu, Sales Manager of Marketing Department.
3. Cheng Zhen, Corporate Relations Manager, Enterprise Development Department
Third, the choice of job analysis methods
Because of the different nature of each sample's work, different job analysis methods are adopted.
1. Administrative Clerk of Administration Department: questionnaire, observation and participation are combined.
2. Marketing Manager: questionnaire survey and interview are combined.
3. Enterprise Relationship Manager of Enterprise Development Department: questionnaire survey, interview and job performance are combined.
Fourth, the steps and progress of job analysis
March 10: convene relevant personnel to discuss, publicize and explain the purpose, significance, function and matters needing attention of job analysis.
March 1 1 to March 12: the members of the job analysis team conduct job analysis and design respectively.
March 13: Team members discuss and modify the work analysis and design scheme.
March 14 to March 15: Team members implement job analysis plans and collect job information.
March 16: Team members analyze their work information separately.
March 17: Team members prepare the first draft of job description and job qualification requirements respectively.
March 18: team members discuss information analysis and the first draft of the document.
March 19: Discuss the job description and qualification requirements with relevant department managers.
March 20th: Convene relevant personnel to discuss and finalize the job description and qualification requirements.
Verb (abbreviation of verb) Composition of job analysis group
Team leader: Zhang Dapeng (Executive Deputy General Manager)
Deputy Team Leader: Wang Jian (Manager of Human Resources Department)
Member: Zhao Xiaoqing (Recruitment Specialist, Human Resources Department)
Liu (Compensation Commissioner, Human Resources Department)