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工作分析作为人力资源管理的基础活动,其重要性已得到管理者和学者的广泛认可。准确的职责描述和工作规范分析不仅能够为企业清晰地了解各岗位工作职责细节、何种人才为企业所需、各岗位的价值及员工工作业绩评价标准提供可靠的信息和依据,使各岗位员工获得公平、合理的补偿,而且能够为各岗位、各类型员工的培训提供所需内容,使得新员工和老员工培训得以顺利开展。可见,工作分析的基础地位决定了工作分析应该也必须提供准确的、有效的工作描述和工作规范信息,但笔者在从事管理咨询过程中发现,实践中存在许多因素可能导致工作分析信息的不准确。
As the basic activity of human resource management, job analysis has been widely recognized by managers and scholars. Accurate job description and job specification analysis can not only provide enterprises with a clear understanding of job responsibilities details, what kind of talent for the business needs, the value of jobs and staff performance evaluation criteria to provide reliable information and basis so that all staff positions Get fair and reasonable compensation, but also for all positions, all types of staff training to provide the necessary content, making the training of new employees and veterans to be carried out smoothly. Obviously, the basic position of job analysis determines that job analysis should and must provide accurate and effective job descriptions and job specification information. However, during the process of management consulting, the author found that there are many factors in practice that may lead to inaccurate job analysis information .