【课件】华为职位分析研讨会
- 1. Job / Role Analysis Workshop职位分析研讨会
- 2. Purpose of the Workshop 研讨会的目的At the end of the course, the participants should be able to undertake job / Role analysis according to Hay’s baseline practice.课程结束后，与会人员应能根据合益基本的实践方法进行职位/角色分析
- 3. Course Outline 课程提纲The Concept of Jobs & Job Analysis Purpose of Job Key Accountabilities Key Performance Measures Dimensions Jobholder Qualifications Organization Chart职位及职位分析的概念职位的目的主要应负责任关键绩效衡量工作范围任职者的资格条件工作关系图
- 4. The Concept of Jobs/ RolesORGANIZATION PURPOSE STRATEGY STRUCTURE JOBS/ROLES职位/角色的概念组织目标战略结构 职位/角色
- 5. Job Analysis 职位分析WHAT IT IS 它是什么 A process of understanding the “what” and “why” of work to be done 是理解要做好的工作是“什么”和“为什么”的一个程序。 A process of gathering facts that would enable others to make judgment about the work to be done 一个能够收集事实依据使他人对已做工作做出评判的程序。 The output of the process is ‘Job Description’ 此流程的产出是“职位描述”。
- 6. Job Analysis 职位分析WHAT IT IS NOT 它不是什么 It is not a Personal Analysis 它不是针对个人的分析 It is fact, not judgement 是事实，不是判断 It is not a Personnel Analysis 它不是人员分析 It is a managerial tool, not an administrative tool 它是管理工具，不是行政工具 It is not a Performance Appraisal 它不是绩效评估 It is about jobs, not people 它是有关职位的，不是关于人的。 It is not a List, it is an Analysis 它不是列表，是一个分析。
- 7. Who Needs It? 谁需要它？ Career/Succession Planner 职业/发展 计划者 Job Analysis职位分析 - a process of under- standing jobs了解职位的流程Trainer 培训师Appraiser 评估人 Jobholder 任职人Organization Planner组织计划者Line Manager 直线经理Job Evaluator 职位评估人Recruiter 招聘人
- 8. Purpose of Job 职位的目的A short and accurate statement of WHAT is the position expected to accomplish, and WHY the position exists. 对一个职位所期望达成“什么”及“为什么”该职位需要存在的简短、准确地表述 It is generally in the form of 1 or 2 sentence/s. Only a few jobs in the organization have more than 1 sentence in its job purpose, i.e. jobs with ‘multihats’ role. 一般只有1-2句话，在组织中仅有少数职位的目的超过一句话，也就是那些有“多种职务角色”的职位。 What part of the organization’s total purpose is accomplished by this job? 这个职位为组织整体目标的完成承担了什么？ What is the job’s unique contribution to the organization? 谁职位对组织的独一无二的贡献是什么？ Why do we need this job at all? 到底我们为什么需要这个职位？
- 9. Purpose of Job (example) 职位目的（举例）Head of Sales Division: 销售部门负责人 Plan, direct and control sales division to ensure achievement of sales target of all products in world-wide basis, in accordance with marketing and profitability policy 配合市场及利润策略，计划、指导及控制销售部门确保实现全世界范围内所有产品的销售目标。
- 10. Purpose of Job (example) 职位目的（举例）Please note that the example: 请注意以下举例： Clearly states what job to be done and why the job exists 清晰表述本职位要做什么，以及职位“为什么”要存在。 Indicates:说明 key measures 主要衡量指标 impact 影响力 constraint 约束力
- 11. Purpose of Job (example) 职位目的（举例）Please comment the example below, is it a good Purpose of Job statement?试看下面的例子，是一个好的职位目的描述吗？ Direct quality control to ensure compliance with company objectives 直接质量控制以确保与公司的目标一致。
- 12. Key Accountabilities 主要应负责任Focus on END RESULTS required by a job着重于职位所需的最终结果 It answers the question “what are the main areas in which this job must get end results in order to achieve its purpose?” 回答以下问题：为实现该职位目的，要在哪些主要领域获得最终结果？ Key accountabilities: 主要责任 Comprehensive 全面，综合 Results-focused 注重结果 Timeless 不受时间影响 Distinct 清晰明显的 Measurable 可衡量 Job-specific 体现职位特点
- 13. Key Accountabilities (format)What result is expectedHow it is achieved (Action Verb + Object)EXPECTED END RESULTMAJOR ACTIVITIESAchieved by doing主要责任（格式）期望的最终结果通过做而实现主要活动期望“什么样”的结果“如何”达到 （行为动词+目标）
- 14. End Result vs Activity 最终结果与行为的对比END RESULT 最终结果 It is a milestone, it happens in a particular of time 它是里程碑式的，发生在特定的时间内 It is the output of the jobholder 是任职者的输出 It is the End Result itself 是最终结果其本身ACTIVITY活动 It is done in most of the jobholder’s time 是任职者大部分时间做了的事 It is the input of the jobholder 是任职者的输入项 It is a mean to achieve the End Result 是达成最终结果的中间项
- 15. Expected End Result Major Activities 期望的最终结果 主要活动 To develop an information By understanding the business needs of the service plan制定信息服务计划 organization and keeping up-to-date with IT developments了解组织的业务需求，同时与信息 技术研发保持同步 To provide hardware equipment By forecasting hardware capacity needs and 提供硬件设备 directing subordinates in the installation of equipment 预测硬件能力需求及在设备安装方面指 导下属 To provide software solutions By meeting with line managers to understand 提供软件解决方案 their needs and direct subordinates in the design of software solutions 与直线经理召开会议以了 解他们及直线下属在软件解决方案设计方面的需求。 To maximize usage of IT to By preparing and conducting IT training for all increase productivity employees 最大限度使用信息技术提高生产率 为所有员工准备和进行信息技术培训Key Accountabilities (example)主要责任（举例）
- 16. Key Accountabilities 主要责任High 高Impact to the Company 对公司的影响Jobholder’s Personal Control 任职者的个人控制High 高Low 低XXX
- 17. Action Verbs (example)行为动词（举例）Develop Analyze Increase Check Direct Achieve Install Collate Establish Assess Maintain Distribute Control Enforce Monitor Gather Plan Evaluate Negotiate Operate Prepare Forecast Propose Process Identify Review Produce Implement Specify Provide Improve Set SubmitPolicy Making/ Execution of Work Junior Objective Setting Tasks政策制定/目标设定工作的执行较低的任务制定指导建立控制计划准备分析达到估价实施评估预测确认落实提高增加安装维护监控谈判建议回顾明确订立查验校对分配收集运作加工生产提供提交
- 18. Key Performance Measures 关键绩效衡量The ‘deliverables’ which enable an assessment of how effectively the individual is performing in the job“产出”可以衡量个人在职位上如何有效地体现绩效 Can be quantitative or qualitative 可以定量也可以定性 A noun 名词 Focus on the most important performance indicators 着重于最主要的绩效指标
- 19. Dimensions 工作范围Captures the quantitative terms of the jobs on which it has some direct or indirect impact获得对职位有直接或间接影响的定量描述 Understands the nature and extent of the job 了解职位的本质与范围 Shows the scale of activities involved in the job 显示与工作相联的活动的范围The “How Much” of the Job 是职位的“多少”
- 20. Dimensions 工作范围It is in the form of figures (largely financial) covering, for example: 以数字的形式进行概括（大部分为财务方面），例如：Annual Budget年度预算 Annual Expenses年度花费 Operating Costs运营成本 Annual Sales Turnover 年度销售流动率 Annual Net Revenue年度净收入 Number of Subordinates (Direct & Indirect) 下属的数量（直接与间接） Number of Accounts 客户数 Number of Projects 项目数
- 21. Jobholder Qualifications 任职者的资格条件Educational Qualifications学历条件 Academic/professional qualifications required学术/专业资格要求 Technical proficiency in a field 某领域的技术经验 Professional Experience 专业经历 Length of experience 工作经验的长短 Type of experience 工作经验的类型 Competencies (Personal Characteristics or Behaviour) 素质（个性或行为） Achieve minimum level of proficiency on the job 在本职位所需达到的最低专业水平 Be realistic and specific 要真实并明确
- 22. Example: Vice President, Public AffairsEducational Qualifications:学历条件 A recognized basic degree or equivalent professional qualifications in any field. Desirable specialization could be in mass communication 在某些领域认同的基本学历或同等专业资格。理想的专业可以为大众传播。 Professional Experience: 专业经历 A minimum of 10 - 12 years working experience in Corporate Public Relations in a medium-sized company, preferably in a listed company. Of these, 5 years should be at middle management, with managerial responsibilities 至少10-12年中型企业公司公层共关系方面的工作经验，在所列公司中最佳。其中应有中级管理层及管理责任方面的五年工作经验 Competencies (Personal Characteristics) 素质（个性） Strong interpersonal skills 很强地人际关系处理能力及技巧 Good communication skills 良好地沟通技巧举例：公共关系副总裁
- 23. Jobholder Qualifications 任职者的资格State the minimum entry level requirements for this job in terms of educational qualifications, professional experience and competencies. 描述本职位所需基本入门的学历、专业经历及素质方面的层次要求The best way to fill out this section is to assume that someone is to be hired at entry level for this job. Do not state your personal qualifications, experience and competencies, as this may not represent entry level requirements.填写这部分最好的办法是假设要以职位所需的基本入门条件聘用某人。 不要描述你个人的条件、经验及素质，因为这些或许不能代表 “入门水平要求”
- 24. PeersOrganization Chart 工作关系图 Immediate SubordinatesThis JobImmediate Supervisor直接主管本职位同僚直接下属
- 25. Tips for Interviewing 访谈的要点Ask open-ended questions提出开放式问题 What?什么？ How? 怎么样？ Why?为什么 Offer Assurances 提供保障 Echo Response 回声反馈 Clarify 明确 Non-verbal 非语言式的 Utterance 言辞
- 26. Tips for Interviewing 访谈的要点 Clarify Royal ‘WE’ Statements Avoid asking leading questions 避免提出牵引式问题 Clarify jargon used 澄清含混不清的话 Minimise technical detail 将专业细节减到最少 DOCUMENTLISTENPROBEUNDERSTAND听证实理解文件
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