Istraživanje se bavilo prikupljanjem podataka o korištenju i namjeri korištenja analize posla u hrvatskim poduzećima. Anketom poslanom putem elektroničke pošte prikupljeni su podaci o 98 tvrtki.
Rezultati pokazuju kako su 62 hrvatske tvrtke provele analizu posla u posljednjih 5 godina. Analiza postojeće dokumentacije i intervju bile su dvije najčešće korištene metode prikupljanja podataka, a klasifikacija poslova i razvoj osoblja dvije svrhe za koje su se prikupljeni podaci najčešće koristili. Hrvatske tvrtke provode analizu posla najčešće samostalno.
Nije nađena statistički značajna povezanosti između broja korištenih metoda i ukupnog zadovoljstva provedenom analizom posla. Hrvatske tvrtke su generalno zadovoljne provedenim analizama posla. Kao glavnu pojedinačnu prepreku za provedbu analize posla sudionici najčešće navode nedostatak interesa ljudi koji donose odluku o provedbi analize posla i nedostatak motiviranosti radnika za sudjelovanje u analizi posla. Zaključno, hrvatske tvrtke ne namjeravaju uvoditi značajnije promjene u načinu obavljanja analize posla i korištenju dobivenih podataka.The aim of this research was to collect data on usage and intention to use job analysis in Croatian companies. Data from 98 companies were successfully collected by mailing an online questionnaire to one person per company.
The results showed that 62 Croatian companies preformed a job analysis in the past 5 years. The analysis of the existing documentation and the interview were the two most commonly used job analysis methods. Job classification and staff development are two purposes for which collected data were most frequently used. Croatian companies carry out job analysis most often without outsourcing.
No statistically significant correlation was found between the number of methods employed and overall satisfaction with the job analysis. Croatian companies are generally satisfied with the job analysis carried out. As the main individual obstacle to the performance analysis, the participants most often mention the lack of interest of people who are making the final decision about conducting job analysis and the lack of workers motivation to participate in the job analysis. To conclude, Croatian companies don't intend to introduce significant changes in their job analysis practices
