Industrial/Organizational Psychology Module 3: Job Analysis

JOB ANALYSIS

- It is the process of gathering and structuring information about a job's components, characteristics, and requirements.

- Determining the work activities and requirements.

Job Classification

Classifies jobs into groups according to their similarities in duties.

eg. Managerial and Clerical or rank-and-file employees

Recruitment

Performance Appraisal

Compensation and Comparison

Training and Development

Person Power Planning

INPUTS OF JOB ANALYSIS

Job Incumbent

Supervisor

Job Analyst

Subject Matter Experts (SMEs)

SOURCES OF JOB INFORMATION

Subject Matter Experts (SMEs)

_____ ____ ______ or people who are knowledgeable about the job which includes job supervisors, incumbents, customers, and upper-level management identifies the tasks performed by the employee of a specific job.

Identify Tasks Performed

Subject Matter Experts (SMEs) or people who are knowledgeable about the job which includes job supervisors, incumbents, customers, and upper-level management identifies the tasks performed by the employee of a specific job.

Ammerman Technique

is about inviting a panel of experts that includes representatives from all levels of the organization to identify the specific behaviors necessary for each objective to be met by the ideal incumbent.

Job Participation

is when the job analyst actually performs the job being done.

Write Task Statements

Task Inventory refers to writing task statements that will be used and included in the job description.

Task Statements are the elements of the tasks such as how, where, when and why the tasks will be done.

Task Inventory

refers to writing task statements that will be used and included in the job description.

Task Statements

are the elements of the tasks such as how, where, when and why the tasks will be done.

Rate Task Statements

Task Analysis refers to rating each task statement according to their:

a. Importance

b. Part-of-the-jib

c. Frequency of performance

d. Time spent

e. Complexity

f. Criticality

This is done by the SMEs.

Task Analysis

____ ______refers to rating each task statement according to their:

a. Importance

b. Part-of-the-jib

c. Frequency of performance

d. Time spent

e. Complexity

f. Criticality

This is done by the SMEs.

Identify the KSAOs

These are the attributes of an individual needed for a job.

a. Knowledge: refers to the body of information needed to perform a task.

b. Skills: refer to the proficiency to perform a learned task through experience and/or training.

c. Ability: refers to the basic capacity for performing a wide range of different tasks acquiring knowledge of developing skills.

d. Other characteristics: refer to one's personal factors such as personality, willingness, interest and other motivation and such tangible factors as licenses, degrees, certifications and years of experience.

Knowledge

refers to the body of information needed to perform a task.

Skills

refer to the proficiency to perform a learned task through experience and/or training.

Ability

refers to the basic capacity for performing a wide range of different tasks acquiring knowledge of developing skills.

Other characteristics

refer to one's personal factors such as personality, willingness, interest and other motivation and such tangible factors as licenses, degrees, certifications and years of experience.

JOB DESCRIPTION

Refers to the summary of the tasks and requirements found in the job analysis.

It serves as the written result of the job analysis

Job Title

- Short, clear and accurate

- Describes the nature of the job

- Provides workers with some point of identity.

eg. cashier , company driver, sales clerk, sales manager, - human resource assistant.

Job Summary

Consists of two to three sentences about the job itself as well as the importance of the job to the company.

Tasks, Duties, or Responsibilities

What are the major responsibilities and tasks to be done.

Formal Tasks

are specific tasks related to the job such as making reports.

Informal Tasks

are the additional tasks that are not related to the job such as making coffee or picking up the boss' children at school.

Qualifications

Education or degree requirements

Years of experience

Licenses or certifications needed

Supervision

Refers to the position in which the applicant is directly reporting.

Working Conditions

Refers to the actual conditions of the job

a. Noisy environment

b. Extremely cold environment

c. Shifting schedule

d. Changing location

Salary Grade

refers to the cluster of jobs with similar worth.

Direct Compensation

refers to the amount of money paid to the employee which excludes non-monetary benefits such as the number of leaves, day-offs, etc.

Job Evaluation

is the process of determining monetary worth of a job.

Worker Mobility or Person Planning

States the chances for promotion or other fields of employment related to the job.

Grievance System

Employees take their complaints to an internal committee that makes a decision regarding the complaints.

Racial Bias

The tendency to give members of a particular race lower evaluation ratings than are justified by their actual performance.

Magna Carta for Women

Section 13 of Republic Act No. 7910.

The woman worker shall not lose her status, seniority and access to promotion.

Drug-Free Workplace Art

Article V of Republic Act No. 9165 also known as Comprehensive Dangerous Drugs Act of 2002.

Concretizes the government policy in promoting a drug free workplace.

Open-Door Policy

It allows employees with complaints to communicate with the immediate supervisor.

Whistle Blowing

Reporting employer's illegal practices to government agencies such as DOLE.

Peer Review System

- A system for reviewing employee complaints that utilizes groups composed of equal members of employees and management appointees.

- Deliberation process, hearing.

Age Discrimination Act

- Republic Act No. 10911 aka Anti-Age Discrimination in Employment Act of 2017.

- Promote the rights of all employees regardless of age to be treated equally in terms of compensation, benefits, promotion, training and other opportunities.

Equal Employment Opportunity Commission (EEOC)

A branch of DOLE charged with investigating and prosecuting complaints of employment of discrimination.