1.2 - Job Analysis

1980s

Research in I/O flourished in the 🇵🇭 Philippines.

Fr. Jaime Bulatao

Actual teaching of I/O in the Philippines began with ______________, one of the founding fathers of Psychology in the Philippines.

Aurora Yambot

The first documented I/O Psychology research was published by?

“The Personality of the Esteemed Filipino Employee”

Aurora Yambot published _____________$?

49%

the percentage of HR practitioners who have Psychology or Behavioral Science backgrounds.

58%

the percentage of HR practitioners who had graduate units/education in Psychology of HRM related courses.

• Growing use of technology in I/O related functions

• Talent Management

• Work-Life balance

• Emotional Intelligence

Things that are to come in the field of I/O:

Job Analysis

The foundation for almost all human resources activities.

Job Analysis

The process of collecting and analyzing information about the job or the work the employee performs (e.g. positions, description of duties, and responsibilities).

Job Analysis

It provides key input or tools for various human resources management activities such as:

• Recruitment and Selection

• Performance Appraisal

• Compensation

• Training and Development

• Career Planning

Job Description

Job analysis determines the work activities and requirements, which results to the _________

Job Description

a brief, 2-to-5-page summary of the tasks and job requirements.

Job Description

basis for many HR activities such as employee selection, evaluation, training, and work design.

• Level of duties & procedures

• Duties performed

• Detailed description of the Job

Job Description describes the following:

• Job Title

• Job Summary

• Work Activities

• Qualifications

• Job Competencies

• Working Conditions/Job Context

• Compensation Information

• Tools & Equipments

Writing a Good Job Description:

Job title

Short, clear, and accurate

• describe the nature of the job

• aids in recruitment and selection

• provides workers with form of identity

Job title

ex. cashier, nurse, medical officer, delivery driver

Job description

two or three sentences about the position and the company

Job description

should only be a paragraph in length but briefly describe nature and purpose of job

Job description

may include sentence about the importance of the position to the company

Work activities

identify major categories and general responsibilities

Work activities

lists the tasks and activities in which the worker is involved

• For complex positions, may indicate percentage of time the task will take

Work activities

ex. “training and supervising cashiers”, “15%- vendor recruitment, 20% - develop and place PR for the market”

Qualifications

education or degree requirements along with any special licenses or certificates required.

Qualifications

ex. Doctor of Medicine, Career Service (Professional) Second Level Eligibility, ability to lift 50 pounds, ability to read and speak Korean

Job competencies

refer to the knowledge, skills, abilities, and other characteristics needed to perform a job.

Job competencies

Also called as “Job Specifications”

KSAO

are determined through combination of logic, research, and use of specific job analysis techniques

• Related Knowledge

• Attributes

• Set of Skills

• Outstanding Performance on tasks

The KSA Framework:

Relates Knowledge

relates to information, COGNITIVE DOMAIN

Attributes

relates to qualitative aspects, personal Characteristics or Traits

Set of Skills

relates to the ability to do, Physical Domain

Working conditions/Job Context

Any particular physical requirements or environmental considerations that are unique to the position must be mentioned.

Working conditions/Job Context

ex. Office work, Field work, exposed to health hazards/accidents, long hours of standing

Compensation information

Although there is some disagreement, salary and benefits information should be part of the position is exempt or non-exempt, salaried or hourly, part time or full-time can be included here.

Tools & Equipments

lists all the tools and equipment used to perform the work activities

Job Analysis

is used to identify important requirements such as the tasks to be performed and the competencies needed to perform those tasks.

Employee Selection

By identifying those, tests or interview questions can be selected to determine whether a particular applicant possesses the necessary KSAO’s required of the job.

Training

Job analysis yields list of job activities can be systematically used to create ______ programs.

Personpower Planning

Job analysis can also be used to determine worker mobility within the organization

• to ensure that there is a better match between the person being promoted and the requirements of the job.

Peter Principle

The idea that organizations tend to promote good employees until they reach the level at which they are not competent - the other words, their highest level of incompetence.

Performance Appraisal

Job Analysis ensures that the evaluation of employee performance must be job related.

➢ Specific, job-related categories lead to more accurate ____________

Performance Appraisal

can serve as excellent source of employee training and counselling.

Job Classification

Job analysis enables the HR professional to classify jobs into groups based on similarities in requirements and duties.

Job Classification

is used for determining pay levels, transfers, and promotions.

Job Evaluation

Job analysis information can also be used to determine the worth of a job.

Job Design

Job analysis information can be used to determine the optimal way in which a job should be performed.

Job Design

is the process of creating a job that allows the organization to achieve its goal while motivating and rewarding the employee.

• Org is Starting operations

• New job created

• Job changed significantly by the nature of operations

• Technology introduction

• Restructuring

WHEN IS JOB ANALYSIS PROGRAM UNDERTAKEN?

O-N-J-T-R

• HR dept.

• Job workers, Supervisors, External consultants

WHO WILL CONDUCT JOB ANALYSIS?

changes

A job description should be updated if a job _____ significantly.

Job Crafting

a process in which employees unofficially change their job duties to better fit their interests and skills.