Job defined, analysis, description, specification and evaluation

JOB DEFINED

JOB DESCRIPTION

JOB ANALYSIS

JOB SPECIFICATIONJOB EVALUATION

JOB DEFINED

Do you have a job?

What is a job?

Not meNot me

JOB DEFINED

•As the group of duties, responsibilities and activities assigned to an individual worker.

JOB DEFINED

•As the group of duties, responsibilities and activities assigned to an individual worker.

JOB DEFINED

•As the group of duties, responsibilities and activities assigned to an individual worker.

•Job according to Otis and Leukart•A position

JOB DEFINED

•As the group of duties, responsibilities and activities assigned to an individual worker.

• Job according to Otis and Leukart• A position• A group of positions involving

substantially the same duties, skills, knowledge and responsibilities or

JOB DEFINED• As the group of duties, responsibilities and

activities assigned to an individual worker. • Job according to Otis and Leukart

• A position• A group of positions involving substantially the

same duties, skills, knowledge and responsibilities or

• A number of positions or groups of tasks which are somewhat similar in nature and worker requirements and which are performed by a number of workers who customarily change about from one position to another

JOB DEFINED• Job according to Labor Code of the

Philippines•all tasks carried out by a particular

person in the completion of his prescribed duties.

JOB DEFINED• Job according to Labor Code of the

Philippines•all tasks carried out by a particular

person in the completion of his prescribed duties.

•Not merely a set of tasks or functions, it is a solemn duty; an obligation

JOB DEFINED• Job according to Labor Code of the

Philippines• all tasks carried out by a particular

person in the completion of his prescribed duties.

• Not merely a set of tasks or functions, it is a solemn duty; an obligation

• Includes a group of similar positions in one firm involving substantially the same major duties and responsibilities and requiring similar skills and knowledge.

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JOB ANALYSI

S

What is job analysis?

JOB ANALYSIS

•The process of studying positions, of describing the duties and responsibilities that go with the jobs, and of grouping similar positions into job categories.

JOB ANALYSIS

•The process of studying the operations, duties and organizational aspect of the job.

JOB ANALYSIS

•The process of studying the operations, duties and organizational aspect of the job.

•Has to do with the anatomy of the job.

Who analyzes the jobs?

JOB ANALYST

•The person who studies the duties, responsibilities and other requirements of a job and writes the corresponding job description and specification.

When to conduct job

analysis program?

JOB ANALYSISPROGRAM

•When the organization is commencing operations.

JOB ANALYSISPROGRAM

•When the organization is commencing operations.

•When a new job is created.

JOB ANALYSISPROGRAM

•When the organization is commencing operations.

•When a new job is created.•When a job is changed significantly due to new methods or procedures or new technology.

What are the methods used in job analysis?

METHODS INJOB ANALYSIS

The Questionnaire Method

QUESTIONNAIREMETHOD

each employee is given a question.

QUESTIONNAIREMETHOD

each employee is given a question.

in answering this, he describes his job, its operations, his duties, and his responsibilities.

QUESTIONNAIREMETHOD

EXAMPLE1.Job Description Specification Form

QUESTIONNAIREMETHOD

EXAMPLE2. Position Analysis Questionnaire (PAQ)

METHODS INJOB ANALYSIS

The Interview Method

INTERVIEWMETHOD

most frequently used in gathering information about the work.

INTERVIEWMETHOD

most frequently used in gathering information about the work.

obtains information about the work by personally conferring with the worker and latter’s supervisor or both, either in the place of work or supervisor’s office.

METHODS INJOB ANALYSIS

The Questionnaire-Interview Method

QUESTIONNAIRE- INTERVIEW METHOD

interviews the employee and the supervisor checks the accuracy of the description given by the employee.

METHODS INJOB ANALYSIS

The Observation andInterview Method

OBSERVATION ANDINTERVIEW METHOD

the job analyst gathers the worker while actually performing the job.

Let me show you the process

ofjob analysis

THE PROCESSOF JOB ANALYSIS

People Analyzing Jobs or Source

THE PROCESSOF JOB ANALYSISSOURCES OF DATAJob AnalystEmployee Supervisor

THE PROCESSOF JOB ANALYSISSOURCES OF DATAJob AnalystEmployee Supervisor

Methods in Job Analysis or Methods in

Collecting Data

THE PROCESSOF JOB ANALYSISSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

THE PROCESSOF JOB ANALYSISSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

THE PROCESSOF JOB ANALYSISSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

THE PROCESSOF JOB ANALYSISSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DATATasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

Why use job

analysis?

4–47

DETERMINING JOB REQUIREMENTS

• What employee doesWhat employee does• Why employee does itWhy employee does it• How employee does itHow employee does it

• What employee doesWhat employee does• Why employee does itWhy employee does it• How employee does itHow employee does it

•Determining Determining job job requirementsrequirements

•Determining Determining job job requirementsrequirements

Nature of:

Job Job AnalysisAnalysis

Basis for:

x

JOB DESCRIPTIO

N

What is job description?

JOB DESCRIPTION

•A summary of the most important features of the job in terms of its general nature and of the type of operative required to perform it in an efficient manner.

JOB DESCRIPTION

•As an abstract of information derived from the job analysis report, describing the duties performed, the skills, the training and experienced required, the responsibilities involved, the condition under which the job is done, and the relation of the job to the other jobs in the organization.

What are the two features of

position in relation to

job description?

FEATURES OFPOSITION

1.The nature of work involved

FEATURES OFPOSITION

1. The nature of work involved

2. The type of worker that appears best fitted for the position

What are the contents of job

description?

JOB DESCRIPTION CONTENT

1. Major duties performed

JOB DESCRIPTION CONTENT

1. Major duties performed

2. Percentage of time devoted to each duty

JOB DESCRIPTION CONTENT

1. Major duties performed

2. Percentage of time devoted to each duty

3. Performance standards

JOB DESCRIPTION CONTENT

1. Major duties performed

2. Percentage of time devoted to each duty

3. Performance standards

4. Working conditions including possible hazards

JOB DESCRIPTION CONTENT

1. Major duties performed

2. Percentage of time devoted to each duty

3. Performance standards

4. Working conditions including possible hazards

5. Number of persons working on the same job

JOB DESCRIPTION CONTENT

1. Major duties performed

2. Percentage of time devoted to each duty

3. Performance standards

4. Working conditions including possible hazards

5. Number of persons working on the same job6. Reporting relationships

JOB DESCRIPTION CONTENT

1. Major duties performed

2. Percentage of time devoted to each duty

3. Performance standards

4. Working conditions including possible hazards

5. Number of persons working on the same job6. Reporting relationships7. Machine and equipment used

JOB DESCRIPTION CONTENT

1. Major duties performed

2. Percentage of time devoted to each duty

3. Performance standards

4. Working conditions including possible hazards

5. Number of persons working on the same job6. Reporting relationships7. Machine and equipment used8. Major responsibilities (money, men etc.)

Let me show you the process

ofjob description

THE PROCESSOF JOB DESCRIPTIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DATATasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

THE PROCESSOF JOB ANALYSISSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DATATasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

THE PROCESSOF JOB DESCRIPTIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

TasksDutiesResponsibilitiesJOB DATA

TasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

THE PROCESSOF JOB DESCRIPTIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DESCRIPTIONTasksDutiesResponsibilitiesJOB DATA

TasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

Why use job description?

4–70

DETERMINING JOB REQUIREMENTS

• What employee doesWhat employee does• Why employee does itWhy employee does it• How employee does itHow employee does it

• What employee doesWhat employee does• Why employee does itWhy employee does it• How employee does itHow employee does it

• Determining job Determining job requirementsrequirements

• Determining job Determining job requirementsrequirements

• Summary statement of the Summary statement of the jobjob

• List of essential functions List of essential functions of the jobof the job

• Summary statement of the Summary statement of the jobjob

• List of essential functions List of essential functions of the jobof the job

• Employee orientationEmployee orientation• Employee instructionEmployee instruction• Disciplinary actionDisciplinary action

• Employee orientationEmployee orientation• Employee instructionEmployee instruction• Disciplinary actionDisciplinary action

Nature of:

Job Job AnalysisAnalysis

Job DescriptionJob Description

Basis for:

x

JOB SPECIFICATIO

N

What is job specificatio

n?

JOB SPECIFICATION

is the statement of the qualifications and traits required of the workers so that he may perform the job properly.

JOB SPECIFICATION

is the statement of the qualifications and traits required of the workers so that he may perform the job properly.

it specifies the type of employee which the job for in terms of skills, experience, training and other special qualifications.

JOB SPECIFICATION

useful in recruitment and selection of employees for a particular job since it indicates the desirable personal qualities required of the man to be hired.

useful guide for employee placement, transfer and promotion.

Let me show you the process of

job specification

THE PROCESSOF JOB DESCRIPTIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DATATasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

THE PROCESSOF JOB DESCRIPTIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DESCRIPTIONTasksDutiesResponsibilitiesJOB DATA

TasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

THE PROCESSOF JOB SPECIFICATIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DESCRIPTIONTasksDutiesResponsibilities

Skills requirementsPhysical demandsKnowledge requirementsAbilities needed

JOB DATATasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

THE PROCESSOF JOB SPECIFICATIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DESCRIPTIONTasksDutiesResponsibilities

JOB SPECIFICATIONSkills requirementsPhysical demandsKnowledge requirementsAbilities needed

JOB DATATasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

THE PROCESSOF JOB SPECIFICATIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DESCRIPTIONTasksDutiesResponsibilities

JOB SPECIFICATIONSkills requirementsPhysical demandsKnowledge requirementsAbilities needed

JOB DATATasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

THE PROCESSOF JOB SPECIFICATIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DESCRIPTIONTasksDutiesResponsibilities

JOB SPECIFICATIONSkills requirementsPhysical demandsKnowledge requirementsAbilities needed

JOB DATATasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

HUMAN RESOURCES FUNCTION

THE PROCESSOF JOB SPECIFICATIONSOURCES OF DATAJob AnalystEmployee Supervisor

METHODS OF COLLECTING DATAInterviewQuestionnaire ObservationRecordsO*NET

JOB DESCRIPTIONTasksDutiesResponsibilities

JOB SPECIFICATIONSkills requirementsPhysical demandsKnowledge requirementsAbilities needed

JOB DATATasksPerformanceStandardsResponsibilitiesKnowledge requiredSkills requiredExperience neededJob contextDutiesEquipment Used

HUMAN RESOURCES FUNCTION

RecruitmentSelectionTraining and developmentPerformance appraisalCompensation management

What are the statement of

specific purposes of job specification?

4–85

DETERMINING JOB REQUIREMENTS

• What employee doesWhat employee does• Why employee does itWhy employee does it• How employee does itHow employee does it

• What employee doesWhat employee does• Why employee does itWhy employee does it• How employee does itHow employee does it

• Determining job Determining job requirementsrequirements

• Determining job Determining job requirementsrequirements

• Summary statement of the Summary statement of the jobjob

• List of essential functions List of essential functions of the jobof the job

• Summary statement of the Summary statement of the jobjob

• List of essential functions List of essential functions of the jobof the job

• Employee orientationEmployee orientation• Employee instructionEmployee instruction• Disciplinary actionDisciplinary action

• Employee orientationEmployee orientation• Employee instructionEmployee instruction• Disciplinary actionDisciplinary action

• Personal qualifications Personal qualifications required in terms of skills, required in terms of skills, education and experienceeducation and experience

• Personal qualifications Personal qualifications required in terms of skills, required in terms of skills, education and experienceeducation and experience

• RecruitmentRecruitment• SelectionSelection• DevelopmentDevelopment

• RecruitmentRecruitment• SelectionSelection• DevelopmentDevelopment

Nature of:

Job Job AnalysisAnalysis

Job DescriptionJob Description

Job Job SpecificationSpecification

Basis for:

Here are the employment terms to remember

EMPLOYMENTTERMS TO REMEMBER

TASKS OR DUTIES – are his responsibilities and duties during his working hours.

EMPLOYMENTTERMS TO REMEMBER

TASKS OR DUTIES – are his responsibilities and duties during his working hours.

POSITION – a group of tasks, duties, responsibilities regularly assigned to and performed by a person.

EMPLOYMENTTERMS TO REMEMBER

TASKS OR DUTIES – are his responsibilities and duties during his working hours.

POSITION – a group of tasks, duties, responsibilities regularly assigned to and performed by a person.

JOB – all tasks carried out by a particular person in the completion of his prescribed duties.

EMPLOYMENTTERMS TO REMEMBER

TASKS OR DUTIES – are his responsibilities and duties during his working hours.

POSITION – a group of tasks, duties, responsibilities regularly assigned to and performed by a person.

JOB – all tasks carried out by a particular person in the completion of his prescribed duties.

OCCUPATION – a collection of jobs which is sufficiently similar with regard to their main task to be grouped together under a common title.

EMPLOYMENTTERMS TO REMEMBER

TRADE – any industrial, craft or artisan occupation which is officially recognized as requiring special qualifications which can be acquired by lengthy training experience and practical and theoretical instruction.

EMPLOYMENTTERMS TO REMEMBER

TRADE – any industrial, craft or artisan occupation which is officially recognized as requiring special qualifications which can be acquired by lengthy training experience and practical and theoretical instruction.

TRADE TEST – an examination or test to determine whether a person meets the standards of a particular trade.

EMPLOYMENTTERMS TO REMEMBER

TRADE – any industrial, craft or artisan occupation which is officially recognized as requiring special qualifications which can be acquired by lengthy training experience and practical and theoretical instruction.

TRADE TEST – an examination or test to determine whether a person meets the standards of a particular trade.

EMPLOYEE – any person in the employ of an employer.

EMPLOYMENTTERMS TO REMEMBER

MANAGERIAL EMPLOYEE – one who is vested with powers or prerogatives to lay down and execute management policies and/or to hire, transfer, suspend, layoff, recall, discharge, assign or discipline employees, or to effectively recommend such managerial actions.

EMPLOYMENTTERMS TO REMEMBER

MANAGERIAL EMPLOYEE – one who is vested with powers or prerogatives to lay down and execute management policies and/or to hire, transfer, suspend, layoff, recall, discharge, assign or discipline employees, or to effectively recommend such managerial actions.

PROFESSIONAL EMPLOYEES – are individuals whose work is predominantly non-routine and intellectual in character.

EMPLOYMENTTERMS TO REMEMBER

JOURNEYMAN – is a skilled worker actively engaged in a trade or occupation requiring apprenticeship.

EMPLOYMENTTERMS TO REMEMBER

JOURNEYMAN – is a skilled worker actively engaged in a trade or occupation requiring apprenticeship.

CRAFT – is a trade or occupation which requires skill, manual activity, an understanding of the principles of the trade, and a definite period of training in the trade.

EMPLOYMENTTERMS TO REMEMBER

JOURNEYMAN – is a skilled worker actively engaged in a trade or occupation requiring apprenticeship.

CRAFT – is a trade or occupation which requires skill, manual activity, an understanding of the principles of the trade, and a definite period of training in the trade.

ARTISAN – is a worker who is employed in industry or who is skilled craftsman.

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Prepared by:JARED RAM A. JUEZANMAEd – Educational ManagementJuly 10, 2012

THANK YOU VERY MUCH