IO

• Job Analysis


  The process of studying positions, of describing the duties and responsibilities that go with jobs, and grouping similar positions into job categories
• Job Analysis Program


  1. Company Policy and Administration of the Program

  2. Job Information

  3. Methods of Securing Job Information
• Parts of the study of any Job

  • Job Description - descriptions of the function and duties performed and the responsibilities involved
  • Job Specification - minimum personal qualifications in terms of a trait, skill, knowledge and ability required of a worker to perform the job satisfactorily
  • The review of the job description draft by the employee and the superior concerned for verification and confirmation
  • The identification of the job by its job title that reflects the job's function
• Job Profile


  Describes the job in terms of key result areas and the functions and the roles and the competencies
• Conducting A Job Analysis

  1. Identify tasks performed

  2. Write the Task statements

  3. Rate the task statements

  4. Determine Essential KSAOs
• Knowledge


  Body of information needed to perform a task
• Skills


  Proficiency to perform a learned task
• Ability


  Basic capacity for performing a wide range of different tasks, acquiring a knowledge, or developing a skill
• Other Characteristics

  • Subject Matter Experts (SME) - Sources such as supervisors and incumbents who are knowledgeable about a job
  • Job Analyst - The person conducting the job analysis
  • SME Conference - a group analysis interview consisting of subject matter expert
  • Task Inventory - a questionnaire containing a list of tasks each of which the job incumbent rates on a series of scales
  • Task Analysis - the process of identifying the tasks for which a employees need to be trained
• Job Analysis Data Gathering

  • Questionnaires - an effective way of obtaining job information is to have employees accomplish well designed and adequately explained Job Analysis Questionnaires
  • Position Analysis Questionnaires (PAQ) - Statistical analysis of worker-oriented job elements
  • Job Elements Inventory (JEI) - alternative to the PAQ (Easier to Read)
  • Functional Job Analysis (FJA) - used by federal government to analyze and compare thousands of jobs. It analyzes INFORMATION AND DATA, PEOPLE, and THINGS
  • Job Structure Profile (JSP) - a revised version of PAQ to be used more by the analyst than the worker
• Recruitment


  Search and securing applicants for various job positions so that the right people in the right number can be selected to fill the job positions which arise from time to time in organization
• Internal Source


  • Qualified candidates from the company and within the ranks of its present employees
• Different Methods of Human Resource Recruitment

  • Job Posting - posted in the company bulletin board for the information of all interested parties
  • The Worf-Of-Mouth System - the word will eventually spread around
  • Advertising Media - advertising through media, newspaper, magazines, radio, or television. Blind Ads - box number where the resume will be forwarded, thus the company is unknown
  • Walk Ins and Unsolicited Applicants
  • Campus or University Recruitment - send recruiters in college to answer questions about themselves and interview students for available positions
  • Job Fair and Open House - Representatives of companies gather and interview several applicants over a period of one or two days in some specified field
  • Government Agencies - employment services by government designed to match applicants with job openings
  • HEAD HUNTERS - executive search firms
  • Radio and Television
  • The internet
• Selection


  Process of determining among the applicants who can meet the job requirements and can be offered the vacant positions
• Selection Process


  1. Gathering and Evaluating Information about applicants

  2. Identifying and choosing selecting criteria, predictors, and instruments to be used

  3. Gather and evaluate information about applicants

  4. Make communication decisions whether to select or reject
• Types of Interviews


  • Structured Interview - follow a set of procedure
  • Unstructured Interview - no specific reference or procedure
  • One on One
  • Serial Interview - series of interview
  • Panel or Round Table Interview - multiple interviewers
  • Group Interview - multiple applicants
• Problems with Unstructured Interview

  • Poor Intuitive Ability
  • Lack of Job Relatedness
  • Primacy Effect - first impression
  • Contrast Effect - affects the next applicants
  • Interviewer-Applicants similarities - bias on similarities such as personality, race
  • Interviewee Appearance - bias occurred on men and women
  • Non Verbal Communication
• Types of Interview Questions

  • Clarifier - allow the interviewer to clarify information
  • Disqualifier - a wrong answer will disqualify a person
  • Past focus (Behavioral Description) - what the person has done
  • Skill or Knowledge Focus
  • Future Focus (Situational questions) - how the applicants would handle it
  • Organizational Fit Focus - how will you fit in the company with your skills and abilities
• Steps in the Selection Process

  • Preliminary Screening
  • The Application Form
  • Testing and Evaluation of Results
• Psychological Test


  Two Purpose: Selections - right qualifications, Placements - emphasis is on the individual