IO PSYCH REVIEWER.pdf

I/O PSYCHOLOGY LESSON 1: The Field of I/OPsychology Differences Between I/O and Business Programs.Major Fields of I/O Psychology Industrial/Organizational Psychology is the 1. Personnel Psychology is a subf...

I/O PSYCHOLOGY LESSON 1: The Field of I/OPsychology Differences Between I/O and Business Programs.Major Fields of I/O Psychology Industrial/Organizational Psychology is the 1. Personnel Psychology is a subfield of I/O scientific study of human behavior in psychology concerned with employee organizations and the workplace. recruitment, selection, training, performance I/O Psychologists apply psychological appraisal, and other personnel functions. This theories and principles to solve problems field focuses on finding the best candidates for related to human behavior in the workplace. jobs, developing fair and effective methods for I/O Psychology focuses on understanding evaluating their performance, and creating and improving the efficiency, satisfaction, training programs to enhance their skills. and well-being of employees, while also Developing a structured interview process to addressing organizational goals. ensure fair hiring practices across a company. It encompasses a range of topics from recruitment and selection to training, 2. Organizational Psychology examines how performance management, and organizational structures, cultures, and processes organizational development. influence employee behavior and well-being. It An I/O psychologist might develop a new focuses on improving organizational effectiveness employee selection process to improve hiring and employee satisfaction by addressing issues decisions, ensuring that candidates not only like leadership, motivation, job satisfaction, and have the necessary skills but also fit well with work-life balance. Implementing a new the company culture. leadership training program to improve team I/O Psychology Course Work and cohesion and productivity. Typical Business Program Course Work 3. Human Factors/Ergonomics is the study of I/O Psychology Coursework courses typically how people interact with machines, tools, and include topics like Personnel Psychology, their work environments. This field aims to design Organizational Behavior, Human Factors, Research workplaces and tools that improve efficiency, Methods, and Psychometrics. These courses safety, and comfort for employees. Redesigning a emphasize the application of psychological workspace to reduce the risk of repetitive Strain principles to workplace issues. injuries among employees. Brief History of I/O Psychology Business Program Coursework often include courses in Marketing, Finance, Management, Accounting, The Army Alpha and Army Beta tests were the and Economics. These courses focus more on the first large-scale applications of psychological operational and strategic aspects of running a testing to evaluate military recruits during World business rather than the human element. War I. These tests were developed to quickly assess the intellectual abilities of soldiers and While business programs focus on broader determine the most suitable roles for them. business operations, I/O psychology hones in on Frank and Lilian Gilbreth were pioneers in the understanding employee behavior and applying study of time and motion, aiming to increase psychological research to improve workplace efficiency in work processes. outcomes. They developed methods to reduce the number of (b) Types of Programs motions involved in tasks, which improved - Programs vary from general psychology degrees productivity and reduced worker fatigue. Their with a focus on I/O to specialized I/O Psychology work led to the development of ergonomically programs. In the Philippines, several universities designed tools and efficient work practices that offer master's programs in I/O Psychology, and are still in use today. some have begun offering doctoral programs. The Hawthorne Studies were a series of Research in I/O Psychology experiments conducted at the Western Electric Hawthorne Works in the 1920s and 1930s, focusing A. Why Conduct Research? on how different work conditions affected Answering Questions and Making Decisions productivity. These studies found that employees' - Research in I/O psychology helps answer critical productivity increased when they felt observed questions about employee behavior, job and valued, a phenomenon known as the performance, and organizational practices, leading Hawthorne Effect. The increased productivity was to informed decision-making. Using research to not necessarily due to changes in the physical determine the best selection methods for hiring new work environment but rather because the employees. workers felt that someone cared about their working conditions. Research and Everyday Life - The principles of I/O psychology research can be applied to everyday life, improving interactions, Employment of I/O Psychologists productivity, and satisfaction in various settings. Research findings on motivation can be used to In Abroad, I/O Psychologists are employed in enhance personal goal-setting strategies. various sectors, including corporate organizations, government agencies, consulting Common Sense is Often Wrong firms, and academia. Their roles may include - Research challenges commonly held beliefs and human resources management, organizational assumptions that may not be accurate, providing development, training and development ,and evidence-based solutions. Contrary to the belief that research. monetary incentives are always the best motivator, research shows that intrinsic motivation can be more In the Philippines, I/O Psychology is an emerging effective in many cases. field with growing opportunities in corporate settings, particularly in human resources, B. Considerations in Conducting Research training, and organizational development. Ideas, Hypothesis, and Theories However, the field is still developing, and more - Research begins with an idea, which leads to the awareness and academic programs are needed formulation of a hypothesis—a testable prediction. to expand employment opportunities. The results of testing hypotheses contribute to the development or refinement of theories. Developing a Educational Requirements and Types hypothesis that flexible work hours improve job of Programs satisfaction and testing it through research. (a) ) Educational Requirements Example of Idea to Hypothesis Generation/Prediction - A career in I/O Psychology typically requires a 1. Start with an idea (e.g., remote work affects master’s or doctoral degree in psychology, with a productivity). specialization in I/O Psychology. Coursework 2. Form a hypothesis (e.g., remote work increases usually includes statistics, research methods, and productivity due to fewer distractions) various applied psychology topics. 3. Design a study to test this hypothesis.  Ethics in Industrial / Organizational Psychology Ethics in I/O psychology involves adhering to ethical Example: A well-written job description for a principles and guidelines to ensure research and marketing manager might include specific tasks such practice are conducted responsibly, respecting the as "developing marketing strategies" and "managing rights and welfare of individuals. social media campaigns." Key Ethical Principles 2. Employee Selection Informed Consent - Participants must be fully The information from a job analysis guides the informed about the nature of the study, selection process by identifying the knowledge, potential risks, and their right to with draw at skills, abilities, and other characteristics (KSAOs) anytime. necessary for job performance Confidentiality - Researchers must ensure that Example: If a job analysis reveals that attention to participants' data is kept confidential and used detail is crucial for a financial analyst, selection tests only for the purposes for which it was collected. can be designed to assess this trait. Avoiding Harm - Ensuring that research and practices do not cause physical or 3. Training psychological harm to participants or Job analysis identifies gaps between current employees. and desired performance levels, helping to Professional Conduct - Adhering to ethical design effective training programs. standards in interactions with clients and Example: If a job analysis shows that customer service participants, avoiding conflicts of interest, and representatives need better conflict resolution skills, maintaining professional competence. targeted training can be developed. LESSON 2: JOB ANALYSIS AND EVALUATION 4. Personpower Planning Importance of Job Analysis Job analysis supports workforce planning by forecasting the number of employees needed Job Analysis and the skills they must possess is a systematic process used to identify and 4.1: Peter Principle: The Peter Principle suggests that define the duties, responsibilities, and employees are often promoted based on their requirements of a particular job. performance in their current role rather than the skills It involves collecting and analyzing data about needed for the new role, leading to incompetence. the tasks ,tools, and conditions associated with a job to create accurate job descriptions and 5. Performance Appraisal inform various human resource practices. Job analysis provides the criteria for evaluating Job analysis is critical for several HR functions. employee performance by outlining the tasks It provides a foundation for developing job and KSAOs necessary for successful job descriptions, selecting employees, designing performance training programs, and ensuring compliance Example: A sales manager’s performance might be with legal standards. appraised based on their ability to meet sales targets and effectively manage their team. 1. Writing a Job Analysis Job analysis helps in drafting clear and accurate 6. Job Classification job descriptions by defining the roles, Job analysis helps classify jobs into categories or responsibilities, and requirements of the job. levels within an organization, which is essential This clarity is essential for both employees and for determining pay scales and career employers. progression paths. Example: A job analysis might classify positions as Example: "Senior Financial Analyst" clearly entry-level, midlevel, or senior-level based on indicates the role and its seniority. responsibilities and required experience. 2. Brief Summary 7. Job Evaluation A concise description of the job’s purpose and Job analysis provides data for job evaluation, primary responsibilities. which assesses the relative worth of jobs Example: The Senior Financial Analyst is within an organization to ensure equitable responsible for analyzing financial data, preparing pay. reports, and providing insights to support strategic Example: Comparing the responsibilities of a decision-making. software developer and a network engineer to determine appropriate compensation levels. 3. Work Activities A detailed list of the tasks and responsibilities 8. Job Design associated with the job. Job analysis aids in designing or redesigning Example: Conduct financial analysis, prepare jobs to improve efficiency, employee monthly reports, and collaborate with the satisfaction, and productivity budgeting team to forecast financial performance. Example: Redesigning a manufacturing job to include more varied tasks based on a job analysis 4. Tools and Equipment Used that identifies monotonous work as a source of Specific tools, software, or equipment the job employee dissatisfaction. requires. Example: Proficient in using Microsoft Excel, and 9. Compliance with Legal Guidelines financial modeling software. Job analysis ensures that employment practices comply with legal standards by 5. Job Context providing objective criteria for hiring, The working conditions, physical promotions, and other HR decisions. environment, and context in which the job is Example: Ensuring that job requirements are based performed. on job-related criteria to avoid discrimination Example: This role is based in a corporate office claims. setting with occasional travel to client sites. 10. Organizational Analysis 6. Work Performance Job analysis contributes to broader Standards or expectations for job organizational analysis by aligning jobs with performance. the strategic goals of the organization. Example: Must consistently meet or exceed 10.1. Job Analysis Interview quarterly performance targets. Interviews with job incumbents and 7. Compensation Information supervisors are commonly used in job analysis Details about the salary range a nd any other to gather detailed information about job compensation-related information. duties and requirements. 7.1. Salary Grade Writing a Good Job Description The salary grade or range for the position, based on job evaluation. - A good job description clearly outlines the job's Example: Salary Grade 10, with a starting range of title, summary, tasks, and requirements, serving PHP60,000 to PHP 80,000 per month. as a guide for both employers and employees. 1. Job Title 8. Job Competencies The job title should accurately reflect the nature The required knowledge, skills, abilities, and of the job and its level within the organization. other characteristics (KSAOs) for the job.  8.1 Job Specifications / Competencies 2.1. Job Crafting Detailed list of qualifications necessary for Employees may alter aspects of their job to the job. better fit their strengths, interests, or skills, Example: Bachelor's degree in Finance, 5+ years of which should be reflected in updated job experience in financial analysis, strong analytical descriptions. skills. 3. Which Employees Should Participate? A representative sample of employees who 7. Example of a Job Description as a Psychometrician perform the job should participate in the Job Title: Psychometrician analysis. Brief Summary: The Psychometrician is responsible 3.1. Job Competence for administering psychological tests, scoring Employees with a range of competencies should assessments, and assisting in the interpretation of be included. test results to support the clinical team. 3.2. Race Work Activities: Ensure diversity to avoid bias in job descriptions. Administer standardized psychological tests to 3.3. Gender clients. Consider input from both male and female Score and interpret test results under the employees to ensure inclusivity. supervision o fa licensed psychologist. 3.4. Educational Level Maintain accurate and confidential client records. Include employees with varying levels of Prepare reports summarizing test findings. education to capture all aspects of the job. Tools and Equipment Used: Psychological test 3.5. Personality materials, scoring software, computer, and secure Diverse personality types can offer different filing systems. perspectives on job tasks. Job Context: Work is performed in a clinical setting, 3.6. Viewpoint with strict adherence to ethical guidelines and client Employees with different viewpoints can confidentiality. provide a comprehensive understanding of the Work Performance: Must accurately administer and job. score tests within designated timelines and ensure 4. What Types of Information Should Be Obtained? high-quality report preparation. Information on job tasks, KSAOs, work context, Compensation Information: Salary Grade 8, with a tools, and equipment, as well as performance starting range of PHP 40,000 to PHP 50,000 per standards, should be gathered. month. Job Competencies: Conducting a JobAnalysis Bachelor’s degree in Psychology. Registered Psychometrician. STEP 1: Identify Tasks Performed Strong attention to detail and ethical standards. Gathering Existing Information Review existing job descriptions, training. Preparing for a Job Analysis manuals, and performance appraisals. Interviewing Subject Matter Experts 1. Who Will Conduct the Analysis Gather insights from those who are Typically, HR professionals, job analysts, or knowledgeable about the job. external consultants with expertise in job Job Analyst analysis conduct the analysis A trained job analyst should conduct the 2. How Often Should a Job Description Be Updated? interviews and observations. Job descriptions should be updated SME Conference regularly, at least annually, or whenever A meeting of subject matter experts to discuss significant changes occur in the job. and validate job tasks. Ammerman Technique 1. Methods Providing General Information About A method where a panel of experts identifies Worker Activities job tasks and responsibilities. These methods focus on collecting data Observing Incumbents related to the tasks and responsibilities of Directly observe employees performing their workers in various job roles. jobs to understand tasks. 1.1. Position Analysis Questionnaire (PAQ) Job Participation The PAQ is a structured job analysis The analyst may perform the job tasks questionnaire that measures job themselves to gain first hand experience characteristics and relates them to human characteristics. It focuses on six major STEP 2: Writing Task Statements categories: information input, mental Task Inventory processes, work output, relationships with Develop a comprehensive list of tasks other persons, job context, and other job performed on the job. characteristics. Example: The PAQ might be used to analyze the job STEP 3: Rate Task Statements of a data entry clerk, assessing factors like the level Task Analysis of information processing required and the Rate tasks based on frequency, importance, complexity of interactions with other team and difficulty. members. Critical Incident Technique Focus on specific instances of successful or 1.2. Job Structure Profile (JSP) unsuccessful job performance to identify The JSP is an adaptation of the PAQ, designed critical tasks. to make the process of job analysis more efficient. STEP 4: Determine Essential KSAOs It refines certain aspects of the PAQ to Types of KSAOs improve its applicability across different job Identify the knowledge, skills, abilities, and types, particularly in industrial settings. other characteristics necessary for the job. Example: The JSP might be used to assess the job of Competency Modeling an assembly line worker, focusing on the physical Align KSAOs with broader organizational tasks involved and the structure of their workday. competencies. 1.3. Job Elements Inventory (JEI) STEP 5: Selecting Tests to Tap KSAOs The JEI provides detailed information about Creating a Matrix specific job elements by focusing on Develop a matrix to match KSAOs with particular tasks or responsibilities. appropriate assessment methods. It is used to determine the significance of Identify the Best Test various job elements in relation to overall job Choose the most reliable and valid tests for performance. each KSAO. Example: The JEI could be used to analyze the job of a customer service representative, identifying Using Other Job Analysis Methods key tasks such as handling customer complaints or processing returns. -Job analysis methods can be categorized based on the type of information they provide. These 1.4. Functional Job Analysis (FJA) methods ensure a comprehensive understanding FJA is a method that evaluates jobs based on of job roles, worker activities, tools, equipment, the worker’s interaction with data, people, work environments, and competencies. and things.  It provides a detailed analysis of job functions Example: An HR manager might use O*NET to identify and the importance of these functions to the the competencies required for a software developer, job. such as proficiency in programming languages, Example: FJA might be applied to the role of a problem-solving skills, and the ability to work in a construction supervisor, assessing how they team. manage data (e.g., project schedules), people (e.g., 4.2. Critical Incident Technique (CIT) team coordination), and things(e.g., construction CIT involves collecting specific, observable equipment). examples of behaviors that contribute to success or failure in a job. It focuses on identifying 2. Methods Providing Information About Tools and critical incidents that significantly impact job Equipment performance. These methods focus on understanding the Example: In the role of an emergency room nurse, tools and equipment necessary for job critical incidents might include successfully managing performance. a patient in cardiac arrest, which requires quick 2.1. Job Components Inventory (JCI) decision-making and effective communication. The JCI collects data about the tools and 4.3. Job Components Inventory (JCI) equipment used in various jobs, as well as As mentioned earlier, the JCI not only provides the physical and perceptual skills required to information a bout tools and equipment but also use them effectively. It helps in identifying about the competencies required to use them. It the necessary job component s that identifies the necessary skills and abilities that contribute to job performance. contribute to effective job performance. Example: The JCI might be used to analyze the role Example: For a graphic designer, the JCI might assess of a machinist, detailing the types of machines competencies like creativity, proficiency in design they operate, the tools they use, and the specific software, and attention to detail. skills needed to perform the job effectively. 4.4. Threshold Traits Analysis (TTA) 3. Methods Providing Information About the Work TTA focuses on identifying the minimum traits or Environment competencies required to perform a job. It helps These methods focus on the physical and in establishing baseline qualifications necessary social environment in which the job is for job candidates. performed, including factors such as working Example: For a pilot, threshold traits might include conditions, physical demands, and the work quick reaction times, stress tolerance, and excellent setting. vision, all of which are critical for safely operating an aircraft. 4. Methods Providing Information About 4.5. Fleishman Job Analysis Survey (F-JAS) Competencies F-JAS is a systematic method for assessing the Competencies refer to the knowledge, skills, abilities required to perform a job. It focuses on abilities, and other characteristics (KSAOs) a wide range of physical, cognitive, and sensory required to perform a job effectively. The abilities that are important for job performance. following methods focus on identifying and Example: The F-JAS might be used to analyze the job evaluating these competencies. of a firefighter, assessing abilities like physical 4.1. Occupational Information Network(O*NET) strength, problem-solving under pressure, and spatial O*NET is a comprehensive database of worker orientation. attributes and job characteristics. It provides 4.6. Job Adaptability Inventory (JAI) detailed information on various occupations, The JAI assesses a worker's ability to adapt to including the skills, abilities, work activities, changes in the job environment, such as new and work contexts associated with them. technologies, procedures, or work conditions. It focuses on the flexibility and adaptability required for various roles. including supervisors, peers, subordinates, and Example: In a rapidly changing industry like IT, the JAI sometimes clients. might assess how well software developer s can Purpose: To provide a well-rounded view of adapt to new programming languages or employee performance and competencies. development frameworks. Application: Used in leadership development, performance appraisal, and career planning. 4.7. Personality-Related Position Requirements Form 4. Benchmarking The PPRF is used to assess the personality traits Comparing the competencies and that are important for job success. It identifies performance levels within an organization the personality characteristics that are against industry standards or competitors. predictive of performance in specific job roles. Purpose: To identify areas for improvement and Example: For a sales position, the PPRF might evaluate establish performance goals. traits like extroversion, assertiveness, and emotional Application: Used in strategic planning, stability, which are important for interacting with performance improvement, and HR development.. customers and achieving sales targets. Job Evaluation Evaluation Methods Determining Internal Pay Equity - Evaluation methods refer to various approaches - Internal pay equity ensures that employees are used to assess the effectiveness of job performance, compensated fairly relative to their colleagues the adequacy of job competencies, or the success of within the same organization, based on the value training and development programs. work of their jobs. environments, and competencies. - These methods help ensure that the right STEP 1: Determining Compensable competencies are being developed and applied Job Factors effectively in the workplace. Compensable Factors These are the criteria used to evaluate jobs, 1. Performance Appraisals such as skills, effort, responsibility, and A systematic evaluation of an employee's job working conditions. performance, typically against predefined Example: A job requiring a high level of technical criteria. skill and responsibility might be rated higher in Purpose: To assess the effectiveness and efficiency of terms of compensable factors employees in their roles Application: Used in HR decisions such as promotions, STEP 2: Determining the Levels for compensation, and training needs assessment. Each Compensable Factor Levels 2. Competency Assessments Each compensable factor is divided into levels These evaluations focus on measuring the that reflect the degree to which that factor is specific competencies required for job present in a job. performance, such as problem-solving, Example: The skill factor might have levels ranging teamwork, and leadership. from basic to advanced, with corresponding points Purpose: To determine whether employees possess assigned to each level. the necessary skills and traits for their roles. STEP 2: Determining the Factor Application: Used in recruitment, training, and career Weights development. Factor Weights 3. 360-Degree Feedback Each compensable factor is weighted A method where feedback on an employee’s according to its importance to the performance is gathered from multiple sources, organization. Example: If responsibility is considered the most This often involves: important factor, it might be given a higher weight Grievance Procedures: Many organization shave in the job evaluation process. established grievance procedures where employees can file complaints about discrimination, unfair Determining External Pay Equity treatment, or other workplace issues. - External pay equity involves ensuring that the pay Mediation: Companies may use mediation, where a for a job is competitive with what is offered for neutral third party helps resolve disputes between the similar jobs in the labor market. employee and employer. Internal Investigations: The company may conduct 1. Salary Surveys internal investigations to gather facts and evidence Salary Surveys: These are conducted to gather data regarding the complaint. on compensation levels for similar jobs in other Resolution: The goal is to resolve the complaint organizations. amicably through dialogue, corrective actions, or Purpose: To ensure that the organization’s pay rates compensatory measures if necessary. are competitive with the external labor market. Example: An employee who feels they have been 2. Direct Compensation unfairly passed over for promotion due to gender may Direct Compensation: This refers to the base salary, file a complaint with HR, triggering an internal bonuses, and other financial rewards given to investigation and possibly leading to mediation or employees. other corrective actions. Purpose: To attract and retain talent by offering competitive compensation packages. B. Filing a Discrimination Charge in the Philippine Setting Sex and Race Equity - If the complaint cannot be resolved internally, the 1. Comparable Worth employee may file a formal charge with external Comparable Worth: This principle argues that jobs agencies. with similar levels of skill, effort, responsibility, and working conditions should be compensated equally, For Example: regardless of who performs them. Department of Labor and Employment (DOLE): In the Purpose: To eliminate pay disparities based on gender Philippines, employees can file complaints with or race. DOLE, which oversees labor practices and enforces labor laws. Equal Employment Opportunity (EEO) Mechanisms: LESSON 3: Legal Issues in Employee Although not as formalized as in some countries, the Selection Philippines has mechanisms in place through DOLE The Legal Proces to address discrimination charges. Legal Proceedings: If mediation or administrative - The Legal Process in employee selection involves remedies fail, the employee may file a case with the several steps to ensure fairness and compliance with National Labor Relations Commission(NLRC) or the laws. It is critical for organizations to understand the regular courts. legal framework to avoid discrimination and other legal issues. Example: An employee who believes they were terminated due to age discrimination might file a A. Resolving the Complaint Internally case with the NLRC after failing to resolve the issue in the Philippine Setting internally. - In the Philippines, companies are encouraged to resolve employment-related complaints internally before they escalate to formal legal action.  Determining Whether an Employment A. Types of Harassment Decision is Legal - There are several types of harassment recognized - To determine the legality of an employment under Philippine law. decision, organizations must ensure that their For Example: practices do not violate any laws related to Verbal Harassment: Insults, jokes, or derogatory discrimination, harassment, or other protected comments related to race, gender, or other protected classes. characteristics. A. Protected Class in the Philippines Physical Harassment: Unwanted physical contact or threatening behavior. Protected Classes are groups shielded by law from Psychological Harassment: Creating a work discrimination in the workplace. environment that is intimidating or abusive through In the Philippines, protected classes include: non-physical means. Gender: Protection against gender discrimination, Example: Making repeated, unwelcome jokes about a including issues related to pay equity and colleague’s religious beliefs could constitute verbal promotions. harassment. Age: Protection against age discrimination, particularly for older employees. B. Sexual Harassment Law in the Religion: Employees are protected from Philippines discrimination based on their religious beliefs. Disability: Laws ensure that persons with disabilities Sexual Harassment is explicitly prohibited under are given equal opportunities in employment. Philippine law, particularly under the "Anti-Sexual Harassment Act of 1995" (Republic Act No. 7877). Example: An employer refusing to hire someone Scope: The law covers harassment in work, solely because they are over 50 years old would be education, and training environments. engaging in illegal age discrimination. Forms: Includes unwelcome sexual advances, requests for sexual favors, and other verbal or B. Discriminations in the Philippines physical conduct of a sexual nature. Discrimination in the Philippines can take many Example: forms and is illegal when based on protected A supervisor requesting sexual favors in exchange for characteristics.. a promotion would be in clear violation of this law For Example: C. Organizational Liability for Sexual Direct Discrimination: Treating an employee less favorably because of their membership in a Harassment protected class. - Organizations can be held liable for sexual Indirect Discrimination: Implementing policies that harassment if they fail to prevent or address it appear neutral but disproportionately affect a adequately. protected group. For Example: Example: Vicarious Liability: Employers may be held A company requiring all applicants to pass a physical responsible for the actions of their employees if they test that is not essential to the job might be indirectly knew or should have known about the harassment discriminating against older applicants. and failed to take appropriate action. Harassment Preventive Measures: Employers must implement measures such as clear anti-harassment policies, - Harassment involves unwanted conduct related to a regular training, and effective complaint protected characteristic that creates a hostile or mechanisms. offensive work environment. Example: If a company fails to investigate a B. Drug Testing reported case of sexual harassment properly, it Drug Testing in the workplace is allowed under certain could be held liable for damages. conditions: Legal Basis: The "Comprehensive Dangerous Drugs Act Leave in the Philippines of 2002" (Republic Act No. 9165) permits drug testing in - Leave entitlements in the Philippines are governed workplaces as part of a company’s policy. by the Labor Code and other relevant laws. Conditions: Testing must be done in a non- discriminatory manner and should be clearly stated in Sick Leave: Employees are entitled to a certain the company’s policies. number of paid sick leave days, depending on Example: company policy or collective bargaining agreements. A company requiring random drug testing must Maternity Leave: Female employees are entitled to 105 ensure it is done uniformly across all employees. days of paid maternity leave. Paternity Leave: Male employees are entitled to seven C. Psychological Tests days of paid paternity leave. Psychological Testing in the Philippines must comply Service Incentive Leave: Employees who have worked with ethical standards and legal requirements. for at least one year are entitled to five days of service Purpose: Tests must be job-related and used for incentive leave, which can be used for personal legitimate purposes such as selection or promotion. reasons. Confidentiality: Results of psychological tests must be Example: kept confidential and used only for the purpose for A female employee who has just given birth is which they were intended. entitled to 105 days of maternity leave with pay. Example: Privacy Issues Administering a psychological test as part of a selection process is permissible, provided it is relevant - Privacy Issues in the workplace involve the handling to the job and confidentiality is maintained. of personal data and the extent to which an employer can monitor employee activities A. Data Privacy Act in the Philippines The Data Privacy Act of 2012 (Republic Act No.10173) regulates the collection, use, and storage of personal data in the Personal Data Protection: Employers must protect the personal data of their employees and ensure that it is not misused. Consent: Employees must give their consent for their data to be collected and used. Data Subject Rights: Employees have the right to access, correct, and object to the processing of their personal data. Disability: Laws ensure that persons with disabilities are given equal opportunities in employment. Example: An employer must secure the consent of employees before sharing their personal information with third parties.