Mindanao,

Samantha
Chapter 6: C.

Job Evaluation Monsale,

and Work Karen G.

Flow Analysis Quilantang,

Joanna
Marie
What is Human
Resource
Management
Program ?
Rationale of Job Analysis

What is Job Analysis?

Job analysis is the process of gathering and analyzing
information about the content and the human requirements
of jobs, as well as, the context in which jobs are performed.
Rationale of Job Analysis

1. Specify the duties and

responsibilities

2. Provide job-oriented recruitment

and selection guides

3. Provide guides in operation-based

compensation determination
Rationale of Job Analysis

4. Provide information and tools for

career planning and counseling

5. A guide in the construction of

performance evaluation criteria

6. Serve as a guide in methods

improvement
Rationale of Job Analysis

7. Obtain background information

about working conditions

8. A guide in the development of

training programs

9. Assist supervisor in the

supervision of the employees
Rationale of Job Analysis

10. Provide the conceptual basis for

position classifications to the
employee who will occupy the position
JOB ANALYSIS PROGRAM
and
ORGANIZATIONAL
STRUCTURE
 JOB ANALYSIS PROGRAM AND JOB
STRUCTURE
1

5
The Role of Human
Resources in Job
Evaluation
 The Gathering of job Information

The study of jobs is the responsibility of the

personnel department thru the job analyst who is
trained to conduct the job evaluation program.

The job analyst studies the duties, responsibilities,

and the specification requirements of the job.
A good job analyst must have the following
qualification:
• Good knowledge of organizational system.
• Good intelligence and analytical skills.
• Good judgement and acumen.
• Clarity and facility of language.
• Familiarity with organizational and company policies.
• Good personality and good relationships with others in the
organization tact and diplomacy in getting along with others.
A good job analyst must have the following
qualification:
• Good knowledge of organizational system.
• Good intelligence and analytical skills.
• Good judgement and acumen.
• Clarity and facility of language.
• Familiarity with organizational and company policies.
• Good personality and good relationships with others in the
organization tact and diplomacy in getting along with others.
 The
Importance
of a Job
Title
 The
Importance The correct title of a
particular job is very

of a Job important in the

organization

Title
The specific titles will
The title of the job must clarify the employees'
show clearly the area of line of movement in the
job activity organizational structure
01 02 03 04
It must be
It must be The job titles
The title must different
suggestive of must be brief
be standard from other
the nature but
used in the jobs based on
and function suggestive of
industry. major duties
of the jobs. it's functions.
of employees
who hold the
position.
01 02 03 04
It must be
It must be The job titles
The title must different
suggestive of must be brief
be standard from other
the nature but
used in the jobs based on
and function suggestive of
industry. major duties
of the jobs. it's functions.
of employees
who hold the
position.
THE NATURE OF JOB ANALYSIS INFORMATION
Job analysis focuses on the two important data or
information that managers must have the right information
about the nature of the employees' job. This information is
reflective of what the employee does daily, weekly, monthly
or annually. It also reflects the conditions or the working
environment in the organization. The two important factors
are the job description and job specification.
 JOB DESCRIPTION
It contains the tasks, duties, and responsibilities that the job
entails. This information is derived from the job analysis report.

• It helps identify and distinguish one job from other jobs.

• It is used as a tool in the proper employee recruitment, selection
and training.
• It helps established job relationships within the salary bracket.
• It serves as a guide in structural departmentalization.
• It could be used as a guide in the horizaontal and vertical
promotion of employee's thereby developing and promoting
morale.
 JOB SPECIFICATION
It contains information about the employee's qualifications and traits required
in the effective performance of the work assigned.

This information could be used in the following personnel

activities:
• It serves as a guide in interviewing applicants.
• It is a guide in the proper selection of the employee as to his
qualifications for proposed vacant positions.
• It is used in the assessment of the employees for training
and development.
EXAMPLE OF JOB DESCRIPTION
EXAMPLE OF JOB DESCRIPTION
EXAMPLE OF JOB SPECIFICATION
 Job Analysis Methods

The Job Questionnaire Method

In accordance with the goal of the job analysis, the job analyst creates the
questionnaire. The form that will be utilized has been carefully created
depending on the employees who will be answering it. The set of questions
includes information on what they are used for, clear instructions, and a step-
by-step guide on how to complete the questionnaire.
Job Analysis Methods

The interview Method

The employee or the immediate supervisor is questioned by the job analyzer
to learn more about their jobs. An analyst is directed by a set of job-related
facts to obtain more precise data, and they record or make notes in the
information provided by the employee. The analyst analyzes data and
develops a personal opinion on the position; later, they will help to ensure
that his job description is accurate.
 Job Analysis Methods
The COMBINATION OF INTERVIEW AND
QUESTIONNAIRE Method
With this approach, the job analyst administers the questionnaire
and follows up with an interview. Through a structured interview,
the analyst confirms the information received from the employees'
direct supervisor.
 Job Analysis Methods

OBSERVATION AND INTERVIEW Method

This strategy involves watching the employee both at their station and on the
job site. While the employee is completing the tasks assigned to him, the
observation is made. This practice frequently involves time and motion studies.
 Mindanao,
Samantha

Thank you
C.

for
Monsale,
Karen G.

listening ! Quilantang,
Joanna
Marie