STRATHR_CHAPTER 6: JOB EVALUATION AND WORK FLOW ANALYSIS

Human resource management programs

require knowing the different jobs in the company

The Rationale for Job Analysis

It is considered as the building block of anything that human resource management does, as any personal action requires information that is gleaned from job analysis.

Job Analysis

starts with a careful study of organizational structure. This would reveal the relationship of jobs within the organization.

Organizational structure

is often seen in organizational charts that convey the vertical and horizontal relationship of the two. The type of organizational structure has implications on the design of the jobs.

Functional structure

needs specialization and the responsibility is focused on specialized skills hence supervision and decision- making become minimal.

Division structure

jobs are holistic and people are working in teams that tend to have greater decision-making and authority.

Job Analysis

• process of getting detailed information about the tasks, duties and responsibilities of the job as seen in the organizational structure.

management consultants

are more objective as they have more experience conducting the job analysis program due to their exposure to different organizational systems.

Job Analyst

• study of jobs is the responsibility of the personnel department through the job analyst who we trained to conduct the job evaluation program.

• studies the duties, responsibilities, and the specification requirements of the job.

• This involves careful understanding of the conditions around the functions and tasks of the positions.

The title of the job

must show clearly the area of job activity and must show its relationships with the other jobs in the unit or department.

Job Description

The result of any job analysis program is that the writing of the job description contains the tasks, duties and responsibilities that the job entails. This information is derived from an analysis report.

Job Summary

Under the direct supervision of the Human Resource Manager, assist in the general functions in recruitment, selection, training, benefits administration, performance appraisal and other related functions inherent in the function of the department.

Education

College Graduate Major in Human Resource or Psychology.

Training

On the Job training at the HRD for at least 500 hours,

Job location

HRD at usually in air-conditioned room,

Assignments

May be assigned to liaison work with government offices and may be exposed to traffic and dust.

The Job Questionnaire Method

• The form to be used who will answer them. The set of questions contains information as to whether it is carefully prepared based on the simple understanding of the employee's purpose, clear-cut instructions and the procedure on how to accomplish the questionnaire.

• The questionnaire is distributed to the supervisor who will then require the employee concerned to answer it, the supervisor then reviews the information as to its accuracy.

The Interview Method

• commonly used for blue-collar jobs, as the employee may not be able to answer the questionnaire.

• The job analyst gets the information by interviewing the employee about his job or the immediate supervisor.

Combination of Interview and Questionnaire Method

• The job analyst gives the questionnaire and then conducts the interview later.

• The analyst verifies the information from the employee's immediate supervisor through structural interview.

• To verify further information, the analyst interviews the employee concerned.

Observation and Interview Method

• involved in the observance of the worker at the job site and in their station.

• The observation is noted while the employee is performing the tasks assigned to him. Oftentimes, time and motion study is involved in this activity.

• After the observation the job analyst interviews both the worker and the supervisor to verify the information gathered through observation and the results of the time and motion study.