G-3 & G-6

• Is the procedure through which you determine the duties of the company’s positions and the characteristics of the people to hire for them.

  Job Analysis
• -It is a systematically managed procedure and strategic process of getting in the qualified, suitable, and right talent onboard and enabling them to develop to the fullest extent possible while keeping the organizational goals in mind.

  talent management
• focuses on developing employee skills and strengths through training, mentoring, and coaching.

  talent management
• The frequency and the duration of the activity

  Work activities
• Information about job requires like sensing and communicating

  Human Behavior
• Information regarding tools used, materials processed, knowledge dealt with or applied, and services rendered.

  Materials, tools, equipment and work aids
• often drawn from the goals of the company as well as job-specific needs

  performance standards
• refers to the broader environment and conditions in which a specific job role operates.

  job context
• Information such as knowledge or skills and required personal attributes.

  human requirements
• What are the uses of job analysis information?


  Recruitment and selection, EEO Compliance, Performance Appraisal, Compensation, Training
• compares an employee’s actual performance of his or her duties with the job's performance standards.

  Performance Appraisal
• Engaging in a systematic periodic evaluation of job descriptions and job specifications is good HR practice. Many companies employ a rotating process, in which a component of the organization is reviewed each year, with the entire organization being reviewed once every three, four, or five years.

  Periodic Review
• is the process of examining an organization’s workflows, generally to improve operational efficiency. It identifies areas of process improvement, such as redundant tasks or processes, inefficient workplace layouts, and bottlenecks in the workflow.

  Workflow Analysis
• is a process that companies use to modify a current job to reflect a changing business environment.

  Job Redesign
• is redesigning a business process to enhance product output, improve product quality, enhance speed or reduce costs.

  Business process reengineering
•  is a way to learn more about the responsibilities, abilities, and

  competences needed for a particular role.

  Interview
• is a dialogue with no pre-planned questions or research direction.

  But the interviewer needs to clarify

  Unstructured interview
• mapping out the order in which an employee performs their duties. One could utilize a questionnaire or inventory.

  Structured Interview
• an employee and documents all tasks completed and uncompleted, obligations and duties fulfilled and unfulfilled, techniques, approaches, and abilities utilized by him or her to carry out different tasks, as well as his or her capacity to handle risks and problems on an emotional and mental level.

  Observation
• An employee's record of the frequency and time of tasks is called a work diary or log. The worker maintains logs for several days or weeks.

  Participation Diary/Logs
•  analyze and define various aspects of a job.

  DOL Procedure
• Is the process of identifying, attracting, and selecting qualified candidates to fill job vacancies within an organization. It involves various activities such as sourcing candidates, screening resumes, conducting interviews, and making job offers.

  Recruitment
• Refers to the practice of sourcing and hiring talent from diverse geographical locations to meet the workforce needs of an organization.

  Global Recruitment
• What are the types of recruitment method

  Internal Recruitment method and External Recruitment Method
• Involve advertising job vacancies within the organization, allowing employees to apply for positions that match their skills and qualifications.

  Job Posting
• is an internal recruitment method used by organizations to fill job vacancies. This method involves current employees recommending potential candidates for open positions within the company.

  Employee Referral
• This shift into a new position is from a lower position to a higher one. This can include new responsibilities, a higher salary, and more benefits.

  promotion
• The process of transferring an employee from one position, department, or location to another within the same organization. These do not involve any significant change in job responsibilities or hierarchical level

  Transfer
• Refers to the external source of recruitment where the recruitment of qualified candidates are done by placing a notice of vacancy on the

  notice board in the organization.

  Direct
• Involves attracting candidates to a job opportunity through channels other than direct job postings or advertising. This can include methods like employee referrals, networking, social media engagement, and participation in industry events.

  Indirect
• Involves outsourcing the hiring process to external agencies or recruiters who specialize in sourcing, screening, and presenting candidates for job openings.

  Third Party Recruitment
• -It is a process whereby an assessment is made regarding how work is designed and structured. The intent is to determine required tasks, develop an efficient process flow, and eliminate any tasks and/or inefficiencies that exist in the current process.


  Work design
• Methods for Collecting Job Analysis Information

  Interview, observation, PARTICIPANT DIARY/LOGS
• designed to collect detailed information about the duties and responsibilities of the position you fill as it currently exists.

  position analysis questionnaire