The Basics of Job Analysis(P126)
工作分析基础
    Organizations consist of jobs that have to be staffed. Job analysis is the procedure through which you determine the duties of these positions and the characteristics of the people to hire for them.
组织为组成工作配备人员。工作分析是通过它您确定这些职位的职责和任职人员特点的过程。
Job analysis produces information used for writing job descriptions (a list of what the job entails ) and job specifications (what kind of people to hire for the job). 
工作分析产生的信息用于工作描述（什么工作的清单）和工作规范（聘请的工作是什么样的人）。
      The supervisor or HR specialist normally collects one or more of the following types of information via the job analysis:
主管或人力资源专家通常通过工作分析收集一个或多个以下类型的信息：
  Work activities. First, he or she collects information about the job’s actual work activities, such as cleaning, selling, teaching, or painting. This list may also include how, why, and when the worker performs each activity.
    工作活动。首先，他或她收集有关作业的实际工作中的活动，如清洁，销售，教学，或绘画，信息。此列表可能还包括如何，为什么，何时工人执行每一项活动。
  Human behaviors. The specialist may also collect information about human behaviors like sensing, communicating, deciding, and writing. Included here would be information regarding job demands such as lifting weights or walking long distances.
    人类的行为。像感应的人类行为的专家，也可能搜集信息，沟通，决定，并书面。这里包括将有关工作要求，如举重或步行长距离的信息。
  Machines, tools, equipment, and work aids. This category includes information regarding tools used, materials processed, knowledge dealt with or applied (such as finance or law),
and services rendered (such as counseling or repairing).
    机器，工具，设备，和工作艾滋病。此类别包括信息工具使用，材料加工，处理或应用（如财务或法律）的知识，和提供的服务（如咨询或修理）。
  Performance standards. The employer may also want information about the job’s performance standards (in terms of quantity or quality levels for each job duty, for instance). Management will use these standards to appraise employees.
    性能标准。雇主可能还需要有关作业的性能标准的信息（在数量或质量水平为每个工作责任的条款，例如）。管理人员将使用这些标准来评价员工。
  Job context. Included here is information about such matters as physical working conditions, work schedule, and the organizational and social context – for instance, the number of people with whom the employee would normally interact. Information regarding incentives might also be included here.
作业范围内。这里包括实际工作条件，工作日程，并组织和社会背景等事项的信息 -例如，
一些人与他们的雇员通常会交互。关于激励的信息也可能包括在这里。
Human requirements. This includes information regarding the job’s human requirements, such as job – related knowledge or skills (education, training, work experience) and required personal attributes (aptitudes, physical characteristics, personality, interests).
  人类的需求。这包括有关工作的人力需求，如工作 -相关的知识或技能（教育，培训，工作经验）和个人属性所需（性向，身体特征，性格，兴趣）的信息。
Use of Job Analysis Information（P126）
工作分析信息的使用
As Figure 4-1 summarizes, employers use job analysis information to support several human resource management activities.
正如图4-1总结，雇主使用工作分析信息，以支持一些人力资源管理活动。
Recruitment and Selection 招聘和选拔
    Job analysis provides information about what the job entails and what human characteristics are required to perform these activities.
      工作分析提供关于工作带来什么，需要什么样的人的特点是执行这些活动的信息
This information, in the form of job descriptions and specifications, helps managers decide what sort of people to recruit and hire.
  这一信息，以职位描述和规范的形式，帮助管理者决定招募和聘请什么人。
Compensation补偿
  Job analysis information is indispensable for estimating the value of each job and its appropriate compensation.
    工作分析的信息是不可缺少的在估算每个工作的价值和其相应的补偿时。
Compensation (such as salary and bonus) usually depends on the job’s required skill and education level, safety hazards, degree of responsibility, and so on – all factors you can assess through job analysis.
    补偿（如工资和奖金），通常取决于其工作所需的技能和教育水平，安全隐患，责任程度，等等 -所有这些因素，你可以通过工作分析评估。
Furthermore, many employers group jobs into classes (say, secretary Ⅲ and Ⅳ). Job analysis provides the information to determine the relative worth of each job – and thus its appropriate class.
此外，许多雇主成组类的工作（例如，秘书Ⅲ和Ⅳ）。工作分析提供的信息来确定每个作业的相对价值 - 因而其相应的类。
Training 培训
The job description lists the activities and skills – and therefore the training – that the job requires.
职位描述列出的活动和技能 - 因此培训 -工作需要。
Performance Appraisal绩效评估
A performance appraisal compares each employee’s actual performance with his or her performance standards.
绩效考核每个员工的实际表现与他或她的性能标准进行比较。
sort of和kind of的区别
  Doing so requires knowledge of the job’s duties and standards. Managers use job analysis to find out what these duties and performance standards are.
这样做需要的工作职责和标准知识。管理人员利用工作分析，出这些职责和绩效标准。

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