GROUP 6

JOB EVALUATION
AND WORK FLOW ANALYSIS
 OBJECTIVES:
After this lesson, you should be able to:
Establish and document the "job relatedness" of employment procedures;
Identify or develop training content, assessment tests to measure
effectiveness of training, equipment to be used in delivering the training
and methods of training;
Identify or determine skill levels, compensable job factors work
02
environment, responsibilities and required level of education;
Identify job duties in advertisements; appropriate salary level for positions;
minimum requirements; interview questions; selection tests/instruments;
05
appraisal/evaluation forms; orientation material for applicants/new hires;
06

and
Identify or develop goals and objectives, performance standards, evaluation
criteria, length of probationary periods and duties to be evaluated.
 THE RATIONALE FOR JOB
ANALYSIS

The conduct of job analysis has behind it several reasons that

are vital to human resource management and the supervision
of the work to be done by the workers in the shop or the
office. It is considered as the building block of anything that
human resource management does, as any personnel action
requires information that is gleaned from job analysis.
The following are the uses of job analysis:
1. To specify the duties and responsibilities of the position.
2.To provide job-oriented recruitment and selection guides.
3. To provide guides in operation based compensation determination the
process of job evaluation involves the relative peso value of each job to
the organization to set up equitable pay structures
4. To provide information and tools for careers planning and counseling.
5. To have a guide in the construction of performance evaluation criteria.
6. To serve as guide in methods improvement.
7. To obtain background information about working conditions.
8. To serve as guide in the development of training programs.
9. To assist supervisor in the supervision employees.
10. To provide the conceptual basis for position classifications to the
employee who will occupy the position.
 THE JOB ANALYSIS PROGRAM AND ORGANIZATIONAL STRUCTURE
Job analysis starts with a careful study of organizational structure.
This would reveal the relationships of jobs within the organization.
Organizational structure is often seen in organizational charts that
convey the vertical and horizontal relationship of the two.

THE ROLE OF HUMAN RESOURCE IN JOB EVALUATION

Job analysis is not the sole responsibility of the Human
Define Your
Resource Development but a cooperative effortUnique of
Valueall operating
Proposition
departments
 THE GATHERING OF JOB INFORMATION
Job Analyst
The study of job 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 qualifications:

1. Good knowledge of organizational system.
2. Good intelligence and analytical skills
3. Good judgment and acumen,
4. Clarity and facility of language.
5. Familiarity with organizational and company policies.
6. Good personality and good relationships with others in
the organization.
7. Tact and diplomacy in getting along with others.
 Getting Process in Job Information
Job analysis starts with a careful understanding of relationship
of the jobs in the organizational structure. This relationship is
concerned with the details of the job rather than with the worker
who is assigned to do the job
The following factors are important considerations in job analysis:
1. What is the job requires the employee to do?
2. How effectively does the employee perform his assigned duties
and responsibilities?
3. Why should the worker do the job?
4. Supervision required in the job.
5. Working environmental conditions.
 THE IMPORTANCE OF A JOB TITLE
The correct title of a particular job is very important in the organization.
Similar job performing similar duties and responsibilities must have the
same job titles. The title of the job must show clearly the area of job
activity and must show its relationships with the other jobs in the unit or
department.
The following are suggested guidelines in job title selection:
1. The title must be standard used in the industry.
2. It must be suggestive of the nature and function of the jobs.
3. It must be different from other jobs based on major duties of
employees who hold the position.
4. The job titles must be brief but suggestive of its functions.
 THE NATURE OF JOB ANALYSIS INFORMATION
1.The Job Description
The result of any job analysis program is the writing of the job
description. The job description contains the tasks, duties, and
responsibilities that the job entails. This information is derived
from the job analysis report
The following are the uses of job description:
a. It helps identify and distinguish one job from other jobs.
b. It is used as a tool in the proper employee recruitment, selection and
training.
c. It helps establish job relationships within the salary bracket.
d. It serves as a guide in structural departmentalization.
e. It could be used as a guide in the horizontal and vertical promotion
employee's thereby and promoting morale.
 2. Job Specification
The job specification contains information about employee's
qualifications and traits required in the effective performance of the
work assigned. It specifies the qualifications as to education, training,
experience and the statement as to the nature of the environment
where the employee is assigned.
This information could be used in the following personnel activities:

a. It serves as a guide in interviewing applicants.

b. It is a guide in the proper selection of the employee as to his
qualifications for the proposed vacant positions.
c. It used in the assessment of employees for training and
development.
 JOB DESCRIPTION
Position Title - Human Resource Assistant Department - Human Resources
Job Code - HR 002 Salary Grade - Pay Grade 5

Job Summary
Under the direct supervision of the Human Resource
Manager assist in the general functions in the
recruitment, selection, training, benefits
administration, performance appraisal and other
related duties inherent in the function of the
department.
 Specific Duties and Responsibilities
1. Assists in the processing of application by conducting preliminary interviews
to applicants todetermine their initial qualification for the position being
applied.
2. Determines the qualification requirement for the positions and makes
reports to the immediate supervisor for the applicants that meet the initial
evaluation
3. Assist in the giving of examination to applicants to determine their suitability
to the position being applied for and makes reports of the results.
4 Assist in the orientation program to ascertain that the new employees are
property oriented with company rules and regulations and other company
policies.
5. Prepare reports to the Social Security System, Pag-Ibig Fund, PhilHealth and
other government instrumentalities to comply with government requirements
as directed by the immediate superior
 6. Assist in the periodic Performance Evaluation of employees
and makes records in their HIRS or 201 file for references in
terms of salary adjustments or promotion.
7. Assist in Job Evaluation program conducted by the department
through the distribution and retrieval of questionnaires for
further analysis of the job analyst
8. Coordinates with other department an employees'
requirements such a leave of absence, sickleave notice,
maternity leave and other benefits
9. Does other related duties and assignments that may be
required from time to time
 JOB SPECIFICATIONS
1. Education -College Graduate Major in Human Resource or Psychology
2. Training - On the Job Training at the HRD for atleast 500 hours
3. Job Location - HRD at usually in air conditioner room
4. Assignment - May be assigned to liaison work with government offices
and may be exposed to traffic and dust.
JOB ANALYSIS METHODS
There is no best method in job analysis. The method to use depends upon
the purpose of the analysis, the time element devoted to it and the
amount of money that the company would like to spend for the activity
1. The job Questionnaire Method
2. The Interview Method
3. The Combination of Interview and Questionnaire Methods
4. Observation and Interview Method
 THANK
You
MEMBERS:
Encarnado, Romuald John
Villarosa, Mary Hope
Ybañez, Honey Mae