HRM0111 · Session 3 · Jobs and Job Analysis

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Learning Outcomes (学习目标)
Discuss workflow analysis and business process re-engineering (讨论工作流分析与业务流程再造)
Define job design and identify five design characteristics for jobs (定义工作设计，说出工作的五个设计特征)
Explain how work schedules and telework can change jobs and work (解释工作时间安排与远程办公如何改变工作)
Describe job analysis and the stages and methods used (描述工作分析及其阶段与方法)
List the components of job description (列出工作描述的组成部分)
Understand the provisions of the Employment Act of Singapore (理解新加坡《雇佣法》的条款)

1. Nature of Job and Work (工作的本质)

A job (工作或职位) is a collection of tasks, duties, and responsibilities for the person doing the job (一个人所做的任务、职责与责任的集合)。Jobs change over time (工作会随时间变化)。

2. Workflow Analysis (工作流分析)

定义：To study the way work moves through an organisation (研究工作如何在组织中流动)。流程：Input (输入) → Process (过程) → Output (输出)。
目的：simplify the process and reduce completion time (简化流程、缩短完成时间)。
受两个因素显著影响：Internet and web-based technology (互联网与网络技术)、Business process re-engineering (业务流程再造)。

3. Job Design (工作设计)

3.1 定义与影响

Job design (工作设计) is how to organise tasks, duties, responsibilities, and other elements (如何组织任务、职责、责任及其他要素)。
更口语的说法：how a job is planned and organised (工作如何被规划和组织)，回答员工每天上班要做什么 tasks (任务)、负什么 responsibilities (责任)、工作应该怎么完成。
为什么重要，因为它影响：
- Job contents (工作内容)
- Employees' performance (员工绩效)：员工把工作做得多好
- Job satisfaction (工作满意度)：员工上班是否开心
- Physical and mental health (身心健康)：工作压力小，身心状况更好

3.2 Person/job fit (人岗匹配)

定义：match the characteristics of people with characteristics of job (让人的特点与工作的特点相匹配)，即把合适的人放到合适的岗位。
例：introvert (内向的人，I 人) 不适合需要大量 mass communication (大众沟通)、marketing (市场营销)、front-facing (面对客户)、presentation (演讲)、networking (社交拓展) 的工作；这类工作应选 extrovert (外向的人，E 人)，喜欢说话、喜欢和每个人交流、喜欢建立人脉。
例：chef (厨师) 的 job design 是 cooking (烹饪) 和 preparing ingredients (备料)，适合的人喜欢做饭、能承受压力；不喜欢高温和快节奏、不喜欢做饭的人是错配。
匹配的结果：better performance (更好绩效) 和更开心；错配则 stressed (压力大) 和 poor performance (绩效差)。

3.3 Elements of a job that can be designed (可以设计的工作要素)

Slides 原列表：Almost all elements of a job can be changed (几乎所有要素都能调整)，包括 Full-time vs part-time (全职或兼职)、Responsibility (责任)、Salary (薪资)、Skill requirements (技能要求)、Equipment used (使用的设备)、Employee involvement (员工参与)、Authority (权限)、Feedback (反馈)、Job content (工作内容)、Work scheduling (工作排班)、Relationship with others (与他人的关系)、Working conditions (工作条件)、Job security (工作保障)。

Tutor 把它们归成几组 (把自己当成设计一份工作的 designer 设计师)：

Group (类别)	可以调整的内容与例子
Work type and schedule (工作类型与时间安排)	从 full-time (全职) 改成 part-time (兼职)，调整 shift (班次) 的工作时间。例：tutor 以前全职，当了妈妈后想改成兼职。
Job duties and responsibilities (工作职责与责任)	提升责任等级。例：Starbucks 的 barista (咖啡师) 不只做咖啡，也承担部分 leadership role (领导角色)，如管理员工。
Skills needed (所需技能)	设计岗位需要哪些技能。
Reward (报酬)	Salary and pay (薪资) 调高还是调低。
Tools and work setup (工具与工作环境)	Equipment used (使用的设备) 和 working conditions (工作条件)。
People and relationships (人与关系)	Teamwork (团队合作) 和与同事的关系。
Employee involvement (员工参与)	员工想要多少 say (发言权)，公司能给多少。

3.4 Four classical approaches to job (re)design (工作再设计的四种经典方法)

Approach (方法)	含义	例子
Job simplification (工作简化)	Make the job easier and more repetitive (让工作更简单、更重复)。只专注少数简单任务，所需技能少，工作更快。	工厂里的 packing (包装)，同一个任务反复做。
Job rotation (工作轮换)	Move employees between different jobs (让员工在不同岗位之间轮调)。	从 marketing (市场部) 调到 sales team (销售团队)，或到其他部门、HR 部门 understudy (跟岗学习)。由公司决定。
Job enlargement (工作扩大化)	Add more tasks at the same level (增加同一层级的更多任务)，种类更多，但责任层级不变 (横向)。	Cashier (收银员) 也帮忙把货品 stocking on the shelf (上架)。
Job enrichment (工作丰富化)	Add more responsibility and decision making (增加责任与决策权)，给员工更多 control (控制权) (纵向)。员工觉得工作更 meaningful (有意义)、被重视、被看见，motivation (积极性) 更高。	员工可以 handle customer complaints (处理客户投诉) 或代表公司做决定。

3.5 Job Characteristics Model (工作特征模型)

这个模型说明怎样设计工作才能让员工 motivated (有动力) 且开心。Effective job design enriches and motivates through 五个特征：

Characteristic (特征)	Slides 定义	例子
Skill variety (技能多样性)	Different activities (运用不同技能，不只是一项任务)	服务客户的员工也管理 stock (库存)，每天不会只做同一件事而感到无聊。
Task identity (任务完整性)	A whole job as one (从头到尾完成一整件工作)	做一整杯饮料，而不是只负责加冰。
Task significance (任务重要性)	Impact on others (工作对他人有意义或影响)	Nurse (护士) 帮助病人好转。
Autonomy (自主性)	Freedom and discretion in work (工作中做决定的自由)	员工有权决定如何处理某位客户。
Feedback (反馈)	Information about performance of job holder (关于任职者表现的信息)	Manager (经理) 或 system (系统) 告诉员工表现如何。

结论：工作有意义、有自由度、有反馈时，员工更有动力。

3.6 Using Teams in Jobs (在工作中使用团队)

Teams can improve productivity and commitment (团队能提升生产力与投入度)。
Types of teams (团队类型)：Project team/task force (项目小组或特别工作组)、Self-directed team (自我管理团队)、Virtual team (虚拟团队)。

Advantages (优点)	Disadvantages (缺点)
Improved productivity (生产力提升)	Efforts are needed to make it work (需要投入精力才能运作)
Increased employee involvement (员工参与增加)	Dissent and conflict (意见分歧与冲突)
More employee learning (员工学习更多)	Need group-oriented employees (需要团队导向的员工)
Greater employee ownership (员工主人翁意识更强)

4. Work Schedule and Telework (工作时间安排与远程办公)

Work schedule alternatives (工作时间安排选项)：Traditional schedule (full-time) (传统全职)、Shift work (轮班)、Compressed work week (压缩工作周)、Flexible scheduling (弹性工时)、Job sharing (工作分担)。
Telework (远程办公)：employees spend some time at home and some at an office (员工部分时间在家、部分时间在办公室)，人数在全球增加。
Issues with telework (远程办公的四个问题)：
- How to monitor the work of teleworkers? (如何监督远程员工的工作？)
- How will employee time records be tracked? (如何记录员工工时？)
- How to monitor the use of company equipment and systems? (如何监控公司设备与系统的使用？)
- How to maintain employee motivation when employees are not physically present? (员工不在现场时如何保持积极性？)

5. Job Analysis (工作分析)

Definition (定义)：Systematic approach to gather and analyse information about the activities within a job (系统收集并分析工作中各项活动信息的方法)。
Two approaches (两种取向)：
- Task-based job analysis (基于任务的工作分析)：focuses on tasks, duties and responsibilities performed in a job (关注工作中执行的任务、职责与责任)
- Competency-based job analysis (基于胜任力的工作分析)：focuses on knowledge and skills used in a job (关注工作中使用的知识与技能)
Information from job analysis is used in (工作分析信息的九项用途)：Legal compliance (法律合规)、HR planning (人力规划)、Recruiting (招聘)、Selection (甄选)、Compensation (薪酬)、Training (培训)、Performance management (绩效管理)、Health, safety and security (健康、安全与保安)、Employee relations (员工关系)。

5.1 Job analysis process (工作分析的五个阶段)

High degree of coordination between the HR unit and operating managers is needed (HR 部门与业务经理需要高度协调)。

Plan the job analysis (规划工作分析)
Prepare for and introduce the job analysis (准备并向员工介绍工作分析)
Conduct the job analysis (执行工作分析)
Develop job descriptions and job specifications (编写工作描述与任职资格)
Maintain and update job descriptions and job specifications (维护并更新工作描述与任职资格)

5.2 Job analysis methods (工作分析方法)

Observation (观察法)
Employee diary/log (员工日志)
Interview, individual and group (访谈，个人与小组)
Questionnaire/computerised systems (问卷或计算机化系统)
Each method has strengths and weaknesses (各有优缺点)；a combination of methods (组合使用) 通常比单用一种更合适。

6. Job Description and Job Specification (工作描述与任职资格)

JD (job description，工作描述) 讲这份工作做什么；JS (job specification，任职资格) 讲做这份工作的人需要什么。两者不同。

	Job description (工作描述)	Job specification (任职资格)
关注	What the job is all about (这份工作的内容)	What the person needs (任职者需要具备的条件)：skills (技能)、education (学历)、experience (经验)、ability (能力)
组成	Identification of job (职位识别信息，如 job title 职位名称、department 部门)、General responsibilities of job (总体职责)、Essential tasks (核心任务，员工必须做的关键事项)	完成工作所需的 KSAs (knowledge, skills and abilities，知识、技能与能力) 与资历
Tutor 的例子	Lecturer (讲师)，School of Business (商学院)。Cashier (收银员)：serve customers (服务顾客)、handle payment (处理付款)、maintain the counter (维护收银台)	Cashier：good communication skills (良好沟通能力，付款时要与顾客互动)、basic math skills (基础算术)、friendly attitude (友善态度)

Job descriptions are used to (工作描述的四项用途)：

Use (用途)	解释
Describe job to candidates (向候选人介绍工作)	告诉申请人工作内容，吸引合适的人。例：I 人看了 JD 发现要经常外出 networking (社交拓展) 或做公司门面，就不会申请。
Guide new hires (指导新员工)	帮助新员工理解自己的角色，入职后知道要做什么。
Develop performance evaluation criteria (制定绩效评估标准)	衡量员工做得多好，设定 clear expectations (明确期望)，避免员工进公司后不知道要做什么。
Evaluate job's compensation worth (评估职位的薪酬价值)	决定这份工作值多少钱，按责任制定 fair pay (公平薪酬)。例：bus driver (巴士司机) 月薪约 3,000，pilot (飞行员) 可能约 10,000，因为责任、JD 和 JS 差别很大。

7. Employment Act of Singapore (新加坡《雇佣法》)

Full-time employees covered under the Employment Act (受《雇佣法》保障的全职员工)：

Can work 44 hours a week or 8 hours a day on average (平均每周 44 小时或每天 8 小时)
Must be paid overtime at 1.5 times the normal rate beyond the limits (超出须付 1.5 倍加班费)
Cannot work more than 72 overtime hours in a month (每月加班不超过 72 小时) or more than 12 hours a day (每天不超过 12 小时)，unless (除非)：(a) there is an emergency situation (紧急情况)；(b) Commissioner of Labour (劳工总监) has given exemption to the employer based on necessity (基于需要给予雇主豁免)

Part-time employees (兼职员工) work for less than 35 hours a week (每周少于 35 小时)。

数字：44 hours、8 hours、1.5 times、72 hours (每月加班上限)、12 hours (每天上限)、35 hours。

8. 往年试题

October 2025 Q2(a) (10 marks)：Identify and briefly explain the FOUR (4) classical approaches to redesigning jobs. Which approaches are evidenced in the scenario above? Provide examples to support your answer. (说出并简要解释四种经典工作再设计方法，指出案例中体现了哪几种并举例。) 只写出 job simplification、job enlargement、job enrichment、job rotation 四个名称就有 4 分，再逐个解释并联系案例拿剩下的分。
2026 年另一份往年试卷 (口稿识别为 "Gen 2026")：Briefly explain what is job redesign (什么是工作再设计，2 marks)；What are the FOUR strategies for redesigning jobs that you can adopt in your organisation (组织可采用的四种工作再设计策略)。答 job design 定义：how a job is planned and organised，可得 2 分。
可能的问法：What elements or parts of a job can be designed? (工作的哪些要素可以设计？) → work type and schedule、job duties and skills、reward、tools and work setup、people and relationships、employee involvement。
可能的问法：What are the five important things for a meaningful job? (有意义的工作需要哪五项？) → Job Characteristics Model 五特征，2025 年考过。
April 2026 Q2(c)(i)：What do you mean by "job redesign"? (2 marks)；Q2(c)(ii)：identify the FIVE (5) characteristics of jobs in the Job Characteristics Model (5 marks)。
July 2026 Q3(a)(i)：Identify and briefly explain the FOUR (4) classical approaches to re-designing jobs (6 marks)；(a)(ii)：which approach did Sats adopt? Give ONE evidence from the scenario (2 marks)。
July 2026 Q3(b)(i)：List and briefly explain the FIVE (5) stages of job analysis (10 marks)；(b)(ii)：identify FOUR (4) job analysis methods (4 marks)。
出题规律：多数时候就是问这 2 个、3 个、4 个、5 个。拿到题目先写关键词，再写解释；判断哪种 approach (方法) 时引用案例中的具体句子作 evidence (证据)。

8.1 易混淆的概念

Job analysis (工作分析) 是收集信息，job design (工作设计) 是组织任务。
Job enlargement (工作扩大化) 是横向加同层级任务，job enrichment (工作丰富化) 是纵向加责任与自主权。
Job analysis 五阶段写成 observation、interview，那是 methods (方法) 不是 stages (阶段)。
Job description 描述工作，job specification 描述任职者要具备的条件。

8.2 练习题 (仿考题)

A bank is redesigning the role of its tellers to include customer advisory tasks and the authority to approve small requests. Which job design approach is this? Explain with evidence. (4 marks)
List FIVE (5) job characteristics that make a job motivating, and give one example for each. (5 marks)
A company allows staff to work two days a week at home. Explain FOUR (4) issues HR must manage. (4 marks)
A part-time employee works 30 hours a week. Is the person a part-time employee under the Employment Act? State the rule. (2 marks)

9. 自测清单

资料来源：HRM0111 Session 3 slides；CA1 复习课 (Section 2 与 3) 转录；EQP April 2026 与 July 2026；October 2025 往年试卷题目由 tutor 课上展示。