Câu 1: Describe the job analysis process?

Giving the example

collecting informalion 107 job analysis.

*Concept
_Job analysis is the work and procedures that determine the rights, responsibilities and skills
required by the job and serve as a basis for human resource management to perform the job in
the best way.

_Job analysis provides information on job requirements and characteristics, as a basis for
building job descriptions and job standards.

– A job description is a document that lists the rights and responsibilities when performing work,
the relationships in the work performance report, working conditions, responsibilities for
inspection, monitoring standards. to be achieved during the performance of the job.

– Table of job standards is a document that summarizes the requirements of personal qualities,
typical features and characteristics of the person performing the job.

*Information to perform job analysis

1. Information on job performance:

The information is collected on the basis of the actual work performed, such as the working
method, the time consuming to perform the work, the elements of the work composition.

2. Information on personnel requirements:

Include all requirements for employees performing the job such as education, professional
qualifications, skills, knowledge related to job performance, personal attributes.

3. Information on the requirements, characteristics, features, effects, quantity and types of

machines, equipment and tools used in the process of using work.

4. Model standards in job performance:

Including standards, norms of implementation time, quantity and quality of products or work...
Standard standards are the basis for evaluating the performance of employees' work.

5. Information on job performance conditions:

Including information related to issues of working conditions such as physical exertion, labor
hygiene conditions, timetable, operating conditions, the company's, salary regime, uniform

*The order of performing job analysis:

Step 1: Determine the purpose of using job analysis information, thereby determining the most
appropriate forms of analysis information collection.

Step 2: Collect basic information on the basis of organizational chart, documents on purpose
and requirements, functions and powers of the company, departments, workshops,
technological process diagrams and description tables. old job description (if any).

Step 3: Select specific positions and key points to perform job analysis to reduce time and
save more in job analysis, especially when it is necessary to analyze similar jobs. .

Step 4: Apply different methods to collect job analysis information. Depending on the
requirements of the accuracy and detail of the information to be collected. Depending on the
type of activity and financial ability, one or a combination of the following methods of information
collection can be used: Observation, timekeeping, photography, interviews, questionnaires.

Step 5: Check and verify the accuracy of the information. The information collected for job
analysis in step 4 should be re-checked for accuracy and completeness by the employees
themselves, the workers performing the work and the supervisors and supervisors of the job
performance. that work.

Step 6: Build job description and job standards table.

For example, if a person needs a management job above, then he must have the ability below.

_ Knowledge (we can use education instead): College graduate.

_ Experience (in this case, we use experience instead of ability): At least 3 years of experience
in logistics.

_ Skills: Excellent Excel skills, Good problem solving skills, Good independent and team work.

From job analysis, we create job description, and job description. Job Description is the List of
duties of the job. Job specification is a list of requirements (education, skills, abilities) that a
person needs to perform a particular job.