Job defined, analysis, description, specification and evaluation
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Transcript of 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.
x
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