Looking back on all the courses we took throughout the semester, I felt that it was very beneficial and made me discern the different nature of my work and my school days. And told me that the knowledge learned in our school is not applicable to our future work, we still need to continue to learn, in fact, it is difficult for me to choose which one is the most important, but in my opinion work Analysis is very important to me. In general, job analysis is the process of extracting the necessary information for management on the basis of a comprehensive understanding of the job (position) and reorganizing and analyzing the job according to the requirements of strategy and organizational operation. Job analysis is an intelligence method for job information extraction. It provides comprehensive information about the job through job analysis, so as to manage the organization effectively. The Status Quo of Job Analysis in Enterprises In recent years, as human resource management has been paid more and more attention by enterprises and society, job analysis has only become a concern of enterprises. Essentially, job analysis is an important fundamental management process, but our understanding of job analysis is far from adequate. Many business managers see it as a burden or even optional because job analysis is the most laborious, tedious, difficult to support, and least fulfilling job. But it is indeed the foundational work that most effectively guarantees organization, work system efficiency, and employee job satisfaction.
Qualifications of work executives, information extraction content of job seekers, the content of examinations, interviews, and psychological tests, a test of the validity of the employment of designers, job-seeking consultation, personal career development prospects, selection/employment of personnel, and the solution are to enter the organization The quality of personnel is directly related to the future development potential of the organization. But what kind of people do we need? How will we select the talents we need from a large number of job applicants? This requires us to have a clear understanding of the content of the job and the qualifications that the people who perform these jobs should have, and we need to use the selection tools (including written tests, interviews, psychological tests, leaderless group discussions, etc.) according to these job requirements. For effective design, the job description can directly describe the job content and qualifications of the position.