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

Industrial & Organization Psychology

• A branch of psychology that applies the principles of psychology to the workplace. Its purpose is to enhance the dignity and performance of human beings, and the organizations they work in, by advancing the science and knowledge of human behavior.

CHAPTER 2

Conducting a Job Analysis

1.) Identify Tasks Performed

• Identify the major job dimensions and the tasks performed for each dimension, the tools and equipment used to perform the tasks, and the conditions under which the tasks are performed.

• This information is usually gathered by obtaining previous information on the job.

• GATHERING EXISTING INFORMATION: Examples of external sources are occupational and career information systems such O*NET, employment advertisements, certification and training resources, and technical and research reports.

• INTERVIEWING SUBJECT-MATTER EXPERTS: The most common method of conducting a job analysis is to to interview subject-matter experts (SMEs). SMEs are people who are knowledgeable about the job and include job incumbents, supervisors, customers, and upper-level management.

2.) Write Task Statements

• Identify the major job dimensions and the tasks performed for each dimension, the tools and equipment used to perform the tasks, and the conditions under which the tasks are performed.

3.) Rate Task Statements

4.) Determine Essential KSAOs (Competencies/Job Specification)

K - nowledge is a body of information needed to perform a task.

S - kill is the proficiency to perform a learned task

A - bility

O - ther Characteristics

KSAO can be done in one of two ways: logically linking tasks to KSAOs or using prepackaged questionnaires.

5.) Selecting Tests to Tap KSAOs

Job Evaluation

1.) Determining Compensable Job Factors

2.) Determining the levels for each Compensable Factor

3.) Determining the Factor Weights

CHAPTER 3

Legal Issues in the Philippines

1.) Discrimination (Anti-Discrimination Laws)

2.) Bias and Equal Opportunity

• Gender, Religion, and Political Opinion

3.) Accessibility and Disability

• Magna Carta for Disabled Persons (RA No. 9442) - PWDs given equal opportunities

4.) Privacy and Data Protection

• Data Privacy Act of 2012 (Republic Act No. 10173)

5.) Employment Contracts

• R.A No. 6727 (Wage Rationalization Act) - reqiores e,[;pyers tp cp,[;y wotj ,omo,i, wage laws.

6.) Background Checks

7.) Job Advertising

Harassment

Types of Harassment

1.) Quid Pro Quo - Latin Term “Something for Something” a favor or advantage granted or expected in return for something.

2.) Hostile Environment - A type of harassment characterized

Negative to the Reasonable Person

Organizational Liability for Sexual Harassment

RA No. 113133 - The Safe Space Act (Bawal Bastos Act)

Family Medical Leave Act (US Based)

• 2 weeks of unpaid leave each year to deal with the following family matters (birth, adoption, and etc.)

• Must have 50 or more employees physically employed within a 70-mile radius

RA No 11210 (105 Day Expanded Maternity Leave Law) - w/ pay, can extend 30 days unpaid leave

RA 8972 - Solo Parents Welfare Act of 2000

RA 8187 Paternity Leave Act of 1996 - every married employee in the private and public sector (7 days paid leave)

Affirmative Action - refers to policies and practices aimed at promoting equality

CHAPTER 4