What step is this?
kailangan mag prepare ng job analysis para sa job description and job specifications for hiring, recruitment, training, evaluate/ performance appraisal and legal compliance
Step 6. Develop a job description and specifications
WHAT STEP IS THIS?
after ma draft ang job description, dapat i-confirm ang nakalagay sa job Description (ex. Guidance counselor sa principal)
Step 5. verify the job analysis information
WHAT STEP IS THIS?
isang core sa job analysis
- dapat detailed na ang information na nakukuha natin
-like Interview, questionnaires, work diaries,
Step 4. actually analyze the job
WHAT STEP IS THIS?
- sa pagpili ng representative dapat meron every employee (depende sa agency)
- dapat may representative per branch
- dapat may variation (para makuha si general information na ilalagay sa job description sa isang specific na position
Step 3. select a representative
3 WAYS TO REDESIGN (under step 2)
1. Job _____
- Lumalaki lang ang job (nadagdagan ang job pero same level of activity, pero walang dagdag na sahod)
2. Job____
- move employee from one job to another schedule basis
- Ex. Sa hospital, pag night shift, mag assist lang sa doctors
3. Job____
- nadagdagan na ang work pero dina same level (lumalaki ang responsibilities at opportunity sa another experience)
- increase growth and recognition
enlargement
rotation
enrichment
WHAT STEP IS THIS?
kailangan dapat aralin ang organizational chart/ background ng company or agency
- _____ (dito pinapakita pano nag f-flow ang work, input and output of work itself) (flow mismo ng work)
-_____(dito tinatanong kung connected ba ang work sa job position, tinitingnan kung meron bang dual roles, para maiwasan ang mga di talaga trabaho)
Step 2. Review relevant background information
PROCESS CHART
WORK FLOW ANALYSIS
WHAT STEP IS THIS?
Dapat clear kung bakit ginagawa ang job analysis
- kung ano ang goal (Ex. Sa pag susulat ng job description at compare ng salary)
- gumagamit ng PAQ (POSITION ANALYSIS QUESTIONNAIRE)
- Ginagamit ang job analysis for comparing salary
Step 1. Decide how you will use the information
STEP BY STEP PROCESS OF MAKING JOB ANALYSIS
- Importance of job analysis
2. Writing a good description
3. Preparing and doing job analysi
WHAT IS BEING ASKED?
Sa _____ (education, technical skills, certificate, TOR)
- ______ requirements (di listed pero essential) (Ex. Hobbies, other qualities, Patience, adaptability)
Formal and informal requirements
WHAT IS BEING ASKED?
dapat specific
- ang kinukuha ay why is done? How often? Or how often?
- hindi dapat very vague
- Ex. Handles financial documents
Level of specificity
possible na 2 ways (sila ang gumagawa ng work or sila ang ang supervise ng work)
- Ex. Registrar (analyze job ng registrar) either ako ang ang registrar or ako ang nag supervise)
SME’s (SUBJECT MATTER EXPERTS)
Ito ang hear ng job description
- dapat ang nakalagay ay yung mga significant/ revelant na duties ng employee
- nakalagay din ang authority or power ng employee (kung ano ang authority ni employee at authority limits)
Responsibilities and duties
dapat nakalagay sa job description kung kanino ba direct na nag r-report / nag su-supervise
- pwedeng inside and outside
Relationship
_____ kung ano ang kailangan alam ng employee (what should the employee should know)
_____what the person should be able to do
______natural talents/capacity na gawin ang isang bagay
______attitudes, values, di included sa job description pero dapat meron tayo/ Year of experience or training
K (KNOWLEDGE )
- S (SKILLS)
- A (ABILITIES)
- O (OTHER CHARACTERISTICS)
specific qualifications para ma hire
- dito nakalagay ang KSAO’S (knowledge, skills, abilities, and other Characteristics)
- sa KNOWLEDGE (what the employee should know, basic na dapat alam natin)
- SKILLS ( what the person should be able to do)
- ABILITIES ( natural talents/ capacity na gawin ang isang bagay)
- OTHER CHARACTERISTICS ( attitudes, values, di included sa job description pero dapat meron tayo, EX. year of experience or training)
Job competencies / specification
di nilalagay ang mismong salary
- ang salary is dapat pinag uusapan sa final interview
- sa job description ay salary rate lang ang nakalagay (di mismong amount) para hindi magkakaron ng confusion sa mag a-apply
- SG and number lang ang nilalagay
Compensation information
nakalagay dito kung pano na evaluate ang trabaho ni employee
- Nagbibigay ng document kung pano ba tayo i-evaluate
- (ex. The bookeeper is evaluated annually)
Work performance
dapat nakalagay sa job description, kung anong klaseng workplace/environment - ang pagt-trabahuan
- EX. kung tayo ba ay may sar-sariling cubicle, makikipag share sa iba, etc.
- dapat nakalagay ang level na stress na pwedeng maranasan sa workplace
Job context
Tools na ginagamit (dapat nakalagay sa job description ang mga tools na dapat gagamitin)
- nakalagay ang mga possible na tools and machine na gagamitin ni employee kapag na hire
Tools and equipment used
- dini- describe ang responsibilities ni employee (step by step)
- direct ang pag vision na gagawin (Ex. Job of cleaner, cleaning, )
- Sinasagot ang why? (why does it need to be done) How? (how the task will be done)
- When and how often (duration or frequency ng employee)
Work activity
sa ____ nakalagay ang pinaka task ng isang employee
- ang summary na nilalagay sa Job description ay
- ____ paragraphs na pwedeng ilagay sa job posting, online, website, etc.
(ang nakalagay ay pinaka task ng employee na hinahanap)
Brief summary
2-3
similar sa job position
- dapat aware na sa job position ni employee, sa job title mag base kung ano ang work na ginagawa
- sa job mab-base kung ano bang merong position ang employee
- nagbibigay ng clarity sa authority ng isang employee
- EX. instructor and job position ay instructor din
Job title/ job identification
