1．工作崗位分(fen)析(xi)為招聘(pin)、選(xuan)拔、任(ren)用(yong)(yong)合(he)格的員(yuan)工奠定了基(ji)礎(chu)。通過工作崗位分(fen)析(xi)，掌握了工作任(ren)務的靜(jing)態與(yu)動(dong)態特(te)點(dian)，能(neng)夠(gou)系統地(di)提出有關人(ren)(ren)(ren)員(yuan)的文化知識、專業技能(neng)、生(sheng)理(li)心理(li)品質等方面的具體要求，并(bing)對本崗位的用(yong)(yong)人(ren)(ren)(ren)標準作出具體而詳盡的規定。這就(jiu)使企業人(ren)(ren)(ren)力(li)資源管理(li)部門(men)在(zai)選(xuan)人(ren)(ren)(ren)用(yong)(yong)人(ren)(ren)(ren)方面有了客觀的依(yi)據，經過員(yuan)工素質測評和(he)業績評估，為企業單位招聘(pin)和(he)配置符合(he)崗位數(shu)量(liang)和(he)質量(liang)要求的合(he)格人(ren)(ren)(ren)才(cai)，使人(ren)(ren)(ren)力(li)資源管理(li)的"人(ren)(ren)(ren)盡其才(cai)，崗得其人(ren)(ren)(ren)，能(neng)位匹(pi)配"的基(ji)本原(yuan)則得以實現。

　　2．工(gong)作(zuo)崗位分(fen)(fen)析為(wei)員(yuan)(yuan)工(gong)的(de)(de)考(kao)評、晉(jin)(jin)(jin)升(sheng)(sheng)提(ti)供了依據。員(yuan)(yuan)工(gong)的(de)(de)評估、考(kao)核(he)、晉(jin)(jin)(jin)級(ji)(ji)和升(sheng)(sheng)職，如果(guo)缺乏科學的(de)(de)依據，將會挫傷(shang)各級(ji)(ji)員(yuan)(yuan)工(gong)的(de)(de)積極性(xing)，使企業單位的(de)(de)各項(xiang)工(gong)作(zuo)受到嚴重影響。根據崗位分(fen)(fen)析的(de)(de)結果(guo)，人(ren)(ren)力資源管理(li)部(bu)門(men)可制(zhi)定出各類人(ren)(ren)員(yuan)(yuan)的(de)(de)考(kao)評指標(biao)和標(biao)準，以及晉(jin)(jin)(jin)職晉(jin)(jin)(jin)級(ji)(ji)的(de)(de)具(ju)體條件，提(ti)高員(yuan)(yuan)工(gong)績效考(kao)評和晉(jin)(jin)(jin)升(sheng)(sheng)的(de)(de)科學性(xing)。

　　3．工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)崗(gang)位(wei)(wei)分(fen)析是企業單位(wei)(wei)改進工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)設(she)(she)計、優化勞(lao)(lao)動(dong)(dong)環境(jing)(jing)(jing)的(de)必要條件(jian)。通過工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)崗(gang)位(wei)(wei)分(fen)析，可以揭示生產(chan)和工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)中的(de)薄弱環節(jie)，反映工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)設(she)(she)計和崗(gang)位(wei)(wei)配置中不合(he)理、不科學的(de)部分(fen)，發(fa)現勞(lao)(lao)動(dong)(dong)環境(jing)(jing)(jing)中危害員(yuan)(yuan)工(gong)(gong)(gong)(gong)生理衛生健康和勞(lao)(lao)動(dong)(dong)安全(quan)，加重(zhong)員(yuan)(yuan)工(gong)(gong)(gong)(gong)的(de)勞(lao)(lao)動(dong)(dong)強度(du)和工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)負荷，造成過度(du)的(de)緊(jin)張疲勞(lao)(lao)等(deng)方面(mian)不合(he)理的(de)因(yin)素，有(you)利(li)于改善工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)設(she)(she)計，優化勞(lao)(lao)動(dong)(dong)環境(jing)(jing)(jing)和工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)條件(jian)，使員(yuan)(yuan)工(gong)(gong)(gong)(gong)在安全(quan)、健康、舒適的(de)環境(jing)(jing)(jing)下工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)，最大(da)限(xian)度(du)地(di)調動(dong)(dong)員(yuan)(yuan)工(gong)(gong)(gong)(gong)的(de)工(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)興(xing)趣，充分(fen)地(di)激(ji)發(fa)員(yuan)(yuan)工(gong)(gong)(gong)(gong)的(de)生產(chan)積極性和主動(dong)(dong)性。

　　4．工(gong)作(zuo)崗(gang)(gang)位分析是制(zhi)(zhi)定(ding)有效的(de)(de)(de)人(ren)力(li)資源(yuan)規劃，進行各(ge)類(lei)人(ren)才供(gong)給(gei)和(he)需(xu)求(qiu)(qiu)預測(ce)的(de)(de)(de)重要(yao)前提(ti)(ti)。每個(ge)企業對于(yu)崗(gang)(gang)位的(de)(de)(de)配備和(he)人(ren)員安排都要(yao)預先制(zhi)(zhi)定(ding)人(ren)力(li)資源(yuan)規劃，并且(qie)要(yao)根據(ju)計劃期內(nei)總(zong)的(de)(de)(de)任(ren)務量、工(gong)作(zuo)崗(gang)(gang)位變(bian)動的(de)(de)(de)情況和(he)發展趨勢，進行中、長期的(de)(de)(de)人(ren)才供(gong)給(gei)與(yu)需(xu)求(qiu)(qiu)預測(ce)。工(gong)作(zuo)崗(gang)(gang)位分析所形成的(de)(de)(de)工(gong)作(zuo)說明書，為企業有效地(di)進行人(ren)才預測(ce)，編(bian)制(zhi)(zhi)企業人(ren)力(li)資源(yuan)中長期規劃和(he)年(nian)度實施(shi)計劃提(ti)(ti)供(gong)了重要(yao)的(de)(de)(de)前提(ti)(ti)。

　　5．工(gong)作(zuo)崗位(wei)分(fen)析是工(gong)作(zuo)崗位(wei)評(ping)價的(de)(de)基礎，而(er)工(gong)作(zuo)崗位(wei)評(ping)價又是建立、健全企(qi)(qi)業(ye)單(dan)位(wei)薪酬制度(du)的(de)(de)重要步驟。因此(ci)，可以說，工(gong)作(zuo)崗位(wei)分(fen)析為(wei)企(qi)(qi)業(ye)單(dan)位(wei)建立對外具(ju)有(you)競(jing)爭力、對內(nei)具(ju)有(you)公平性、對員工(gong)具(ju)有(you)激勵性的(de)(de)薪酬制度(du)奠定(ding)了基礎。

　　此外(wai)，工(gong)(gong)(gong)作崗(gang)位分(fen)析(xi)還能(neng)使員(yuan)工(gong)(gong)(gong)通過(guo)工(gong)(gong)(gong)作說明書、崗(gang)位規(gui)范等人事(shi)文件(jian)，充(chong)分(fen)了解本崗(gang)位在整個組織中的(de)地(di)位和作用，明確自己工(gong)(gong)(gong)作的(de)性質、任務(wu)、職(zhi)責、權限(xian)和職(zhi)務(wu)晉升路線，以及今(jin)后職(zhi)業發展(zhan)的(de)方向(xiang)和愿(yuan)景，更有利(li)于(yu)員(yuan)工(gong)(gong)(gong)"量體裁衣"，結(jie)合自身(shen)(shen)的(de)條(tiao)件(jian)制定職(zhi)業生涯規(gui)劃，愉快(kuai)地(di)投身(shen)(shen)于(yu)本職(zhi)工(gong)(gong)(gong)作中。

　　總之，工作崗(gang)位(wei)(wei)分(fen)析無論對我國(guo)宏觀社(she)會(hui)和經濟發展還(huan)是對企業單位(wei)(wei)的人力資源開(kai)發和管理都具有極為重要的作用。