Analyses And Application Of Job Skills Based On Information Processing Model

With the continuous development of human resource management(HRM)theory and the increasing requirements of enterprises for their applications,the degree of refinement of HRM work becomes more and more important.The standardization of job skill analysis is an important manifestation of the degree of refinement of HRM.Naturally,it has also received special attention from many HRM personnel.They have used some methods to conduct tentative exploration and analysis of the skill elements of certain positions.However,due to existing methods involving skill analysis,such as three-factor analysis functional job analysis and task list analysis,there are defects such as unclear definition of skill analysis concepts and weak theoretical systems,which make these methods unable to form standards.The skill analysis process has not achieved satisfactory results in the practice of the enterprise,and even some attempts and explorations have completely failed.In view of this,HRM personnel consider establishing a set of skills analysis methods with clear definitions of concepts and strong theoretical systems,which can eventually form a standard operational process to solve the current problem of vague positioning of work skills in enterprises.As an important part of modern psychology,cognitive psychology has always been closely related to HRM,and each other's research often draws on relevant theories and data.Therefore,in view of the above situation,the author considers the information processing model(hereinafter referred to as IPM)in cognitive psychology to establish a"gray box" work skill analysis research model,and apply it in the recruitment and training work.Test its practical effects.For the general flow of the research model,the author makes the following design:First of all,take ZW company as the case study environment,and select relevant post personnel as post experts(specific research objects)according to certain criteria for observation and analysis.According to the selection criteria of the post experts,from the 20 business departments of ZW Company,five post specialists are identified for the positions of finance supervisor and network technology supervisor,and their daily work is used as a specific occupational stimulus.Secondly,use the specially designed questionnaire to collect and analyze the corresponding responses of the post experts.After selecting the post specialists,the researchers will use a special questionnaire designed based on the IPM operating principle,using questionnaires and interviews as a method to collect and extract the corresponding responses generated by the stimulus,and formally standardize them to form the skill inventory.Finally,the list is applied to recruitment and training.After forming a list of standardized work skills,the researchers will use the work-person matching principle and the training demand gap analysis model to apply the work skill list to the recruitment and training work to test the actual effect of the skill analysis method designed by the institute.Through this research,the author has refined the work analysis into the work skill analysis,and based on IPM,comprehensively applied a variety of theories and models,and proposed a new method of skill analysis,trying in ZW company to realize the enterprise.The optimization of talent structure and the improvement of skill analysis accuracy have a guiding role in reducing the cost and efficiency of enterprise HRM work,and also have certain reference value for the continued development of human resource planning related theory.