3rd Year, 2nd Sem | Prelims | IO Psychology

Industrial & Organizational Psychology

A branch of psychology that applies the principles of psychology to the workplace to enhance the dignity and performance of humans and organizations.

Job Analysis

The process of identifying tasks performed for each job dimension, including tools, equipment, and conditions necessary for performing those tasks.

Subject-Matter Experts (SMEs)

Individuals knowledgeable about a job, such as job incumbents, supervisors, customers, and upper-level management, who can provide insight during a job analysis.

KSAOs

An acronym for Knowledge, Skill, Ability, and Other Characteristics, used to determine the essential competencies or job specifications needed for a position.

Knowledge (K)

A body of information needed to perform a task.

Skill (S)

The proficiency to perform a learned task.

Ability (A)

The capacity to perform activities and tasks.

Other Characteristics (O)

Personal attributes that may influence job performance.

Compensable Job Factors

Criteria used to determine compensation levels for different jobs, including factors that are identifiable and quantifiable.

Data Privacy Act of 2012

A law in the Philippines (Republic Act No. 10173) that governs privacy and data protection.

Magna Carta for Disabled Persons (RA No. 9442)

Legislation in the Philippines that ensures equal opportunities for persons with disabilities (PWDs).

Wage Rationalization Act (R.A No. 6727)

Philippine law that requires employers to comply with common wage laws.

What is the purpose of conducting a job analysis?

To identify major job dimensions, tasks performed, tools used, and the conditions under which tasks are performed.

What methods are used for gathering information during a job analysis?

Gathering existing information from external sources and interviewing subject-matter experts.

What is the function of background checks in employment?

To verify the qualifications and background of candidates before hiring.

Employment Interview

The most commonly used method to select employees.

Problems with Unstructured Interviews

1.) Poor Intuitive Ability

2.) Lack of Job Relatedness

3.) Primacy Effects

4.) Contrast Effects

5.) Negative-Information Bias

6.) Interviewer-Interviewee Similarity

7.) Interviewee Appearance

8.) Nonverbal Cues

Poor Intuitive Ability