Name: DIZON, Maria Rowela Rose L.

Section: BSLM – 1C
I.    Essay
Instruction: Discuss the eight (8) uses of job analysis information. (5 pts. each)

The eight uses of job analysis information are as follows:

1. Preparing the Job Description and Writing the Job Specification

This provides a complete description about the job summary, the duties, as well as the
responsibilities of the applicant. This also provides some indications about the working
condition. It is also used to describe the individual traits and characteristics required in
performing the job well.

2. Recruitment and Selection

This helps organization to find the best person suitable for the job. Moreover, it helps to
seek and find the right person that will be a great asset and will be beneficial to the
organization.

3. Determining the Rate Compensation

Compensation usually depends on the job’s required skills and educational level, safety
hazards, degree of responsibilities, and so on, all of which are assessed through job
analysis. This is essential for estimating the value of compensation of an employee for
each job.

4. Performance Appraisal

This is used to acquire an acceptable level of performance for a job. Employees are
being evaluated based on their performance in their specific jobs. It compares the actual
and planned output. It also identifies the standard and performance objectives.

5. Training

Training and development will always be essential to an organization. One may be hired
for his/her qualification but employees still need to undergo training for a better
contribution to the company. Job analysis information is used to design trainings and
development programs for the betterment of the organization as well as the employees.

6. Cover Planning Development

This provides a clear and detailed information to employees on career movement. The
movement of individuals into and out positions, jobs, and occupation is a common
procedure in organizations.

7. Safety
 Safety is one of the top priorities of an organization. Job analysis information helps carry
this out through proper layout, standards, equipment, and other physical conditions. This
provides a better information contribution to establish safe procedures so that unsafe
practices can either be changed or discontinued.

8. Labor Relations

This provides a better protection for both the employees and organization as any attempt
to abuse or neglect the duties listed, as a result of job analysis, will be a violation to this
standard. The Labor union is the most hands on in this matter.

II. Case Study: Reyes Department Store

Instruction: Read the case below and in 2-3 paragraphs, discuss the process that Nicole
should follow to solve the problem.

 
Based on the review of the store, Nicole, the general manager concluded that one of the
things she has to attend involves developing the job description of her store supervisors. During
his first few weeks on the job, Nicole found herself asking one of her supervisors, Jet, why he
was violating what she knew to be part of the company policies and procedures. Jet’s only
response was that he was not aware of that policy and was not aware it was part of his job.
Nicole knew that a job description, along with a set of standards and procedures that
specify what was to be done and how to do it, will go a long way toward alleviating the problem.
 

The first thing Nicole needs to do is to identify the root cause of the problem. Jet was not
aware of a certain policy as well as a part of his job. This may suggest that;
1. Reyes Department Store has provided a job description and company policies; or
2. The store supervisor, Jet, was not mindful of his own duties.

After identifying the root cause of the problem, Nicole, being the general manager of the
department store shall still consult and take the approval of the top management, whereas, the
next procedure she shall take is conduct a job analysis, again.

Nicole may develop an improved job description based on the information she has
gathered through observing the supervisor. After developing an improved job description, she
shall disseminate the updated and improved job description to the employees. Lastly, Nicole
shall observe the effectivity and efficiency of the updated job description for the employees.
 However, if the root cause was that Jet was only unmindful of his own duties, Nicole may
give Jet proper sanctions and re-evaluate him after making him undergo to a training and
development program.