Using Job Analysis to Establish Job Description and Job Specification-J Company Is The Case Company

• Main Authors: Fu-Mei Hung, 洪富美
• Other Authors: Shyh-Jer Chen
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/8c686v

碩士 === 國立中山大學 === 人力資源管理研究所 === 96 === “Job Analysis” is the basic constitution of human resource management, and it is also a management activity in an organization. The main purpose is to collect, analyze, and integrate all kinds of information from the job and its correlation. “Job analysis” also offers objective, sciential, and useful messages in order to organize projects and plans out human resource management and other administrative functions. Two kinds of reading reports that are “Job description” and “Job specification” can be the result of job analysis. “Job description” is the standard description of jobs in human resource. “Routine” is the main purpose of job description, for example, mission, duty, and responsibility, and etc., “Job description” can provide overall details and deep-going description in order to set up the foundation in human resource or other administrative work. Besides, every employee and staff can comprehend the aim exactly that their organization wants to succeed. “Job specification” is the foundation and definition of qualification in hiring employee and staff. Moreover, “people” is the central point, for example, knowledge, technology, ability, job quality and etc., The main goal is to describe the standard qualification in each position. It can provide the basis in hiring, selecting, training, evaluation, and deploying. This research is to adopt observation, work diary, questionnaires, and interview in processing job analysis. It is an integrated method. The ”Job Description” and the “Job Specification” are the consequence of utilizing job analysis. Moreover, this research is to investigate the problems that the case companies will face. In addition, job analysis can provide the analysis of difference altogether. The conclusion is as following: 1.To establish “Job Description” and “Job Specification,” and to describe the details for each employee and staff. As a result, it has the standard requirement. Select different persons for different duties; recruit and utilize talented people; be well suited with one’s place; get twofold results with half the effort. 2.To provide the forecast of human resource in case company, to know the work content exactly, and the qualification of talent. The purpose is to be prepared beforehand and supply the internal training for employee and staff in case the insufficient of external talent. 3.It is the foundation to have an efficient educational training, the job description and the job specification can provide the resource of educational training for case company in the future. 4.In the procedure of job analysis, it is obviously that employee and staff’s level of quality are inadequate. Thus, the best way of improving quality is to modify the hiring standard rules and to train internal employee and staff at the same time. Work both ways can strengthen the competitive power of the organization. 5.In case company, the talent of middle managers are insufficient, and the manage talents are not enough. This shortcoming should be improved and let all employee and staff understand the importance of human resource management activity.