Job Analysis and Evaluation PDF

JOB ANALYSIS AND EVALUATION* Prepared by:  Mr. JOEY C. LANDICHO Lecturer Learning Objectives Understand the Definition and Uses of Job Analysis Know How to Write a Job Description Know How to Conduct a Job Analysis...

JOB ANALYSIS AND EVALUATION* Prepared by:  Mr. JOEY C. LANDICHO Lecturer Learning Objectives Understand the Definition and Uses of Job Analysis Know How to Write a Job Description Know How to Conduct a Job Analysis Learn When to Use the Various Job Analysis Methods Understand the Concept of Job  Evaluation Understand the Concept of Pay Equity Job Analysis Job analysis is the systematic process of gathering, documenting, and analyzing information about a job’s tasks, responsibilities, necessary skills, outcomes, and work environment. It provides a comprehensive understanding of what a job entails and is foundational for various HR practices, including recruitment, training, performance evaluation, and compensation. Uses: 1. Recruitment and Selection: Helps in creating accurate job descriptions and specifications to attract the right candidates.** 2. Training and Development: Identifies training needs based on the tasks and skills required.** 3. Performance Management: Provides criteria for evaluating employee performance against job requirements.** 4. Compensation Management: Assists in determining the value of a job for fair pay and benefits.** How to Write a Job Description Components of a Job Description: ✓Job Title: Clearly reflects the nature of the job. ✓Job Summary: A brief overview of the role’s purpose and its contribution to the organization. ✓Key Responsibilities: Detailed list of the main tasks and duties involved in the job. ✓Required Qualifications: Necessary skills, education, and  experience required for the job. ✓Work Conditions: Information about the working environment, hours, and any physical demands. Customer Support Specialist I. Job Title: Customer Support Specialist II. Job Summary: The Customer Support Specialist is responsible for assisting customers with inquiries, troubleshooting issues, and providing product knowledge. The role contributes to maintaining customer satisfaction and loyalty by delivering exceptional service through multiple communication channels. III. Key Responsibilities: Respond to customer queries via email, phone, and live chat in a timely manner. Troubleshoot and resolve technical issues related to product use.  Provide customers with product information and recommend solutions based on their needs. Maintain detailed records of customer interactions and resolutions using the company’s CRM system. Collaborate with team members to improve service processes and product knowledge. Assist in training new customer support representatives. IV. Required Qualifications: Bachelor’s degree in Business, Communications, or a related field. Minimum of 2 years of experience in customer service or technical support. Excellent verbal and written communication skills. Proficient in using CRM systems and helpdesk software. Strong problem-solving and multitasking abilities. Ability to remain patient and calm under pressure. V. Work Conditions: Full-time, 40 hours per week. Office-based role with the possibility of remote work.  Must be available to work weekends and holidays if needed. Physical demands: Prolonged periods sitting at a desk and working on a computer. Marketing Coordinator I. Job Title: Marketing Coordinator II. Job Summary: The Marketing Coordinator will support the marketing team in executing campaigns, managing content creation, and tracking performance. This role plays a key part in enhancing brand awareness, driving traffic, and acquiring leads through various marketing initiatives. III. Key Responsibilities: Assist in the development and implementation of marketing campaigns across digital and traditional platforms. Coordinate content creation, including social media posts, email newsletters, and website updates.  Track and analyze campaign performance to measure effectiveness and identify areas for improvement. Collaborate with internal teams to ensure consistency in messaging and branding. Maintain marketing calendars and ensure timely delivery of projects. Conduct market research to identify trends and opportunities. IV. Required Qualifications: Bachelor’s degree in Marketing, Communications, or a related field. At least 1-2 years of experience in a marketing or communications role. Strong knowledge of digital marketing, including social media, email, and content marketing. Proficiency with tools like Google Analytics, social media management platforms, and email marketing software. Excellent organizational and multitasking skills. Creative thinker with attention to detail. V. Work Conditions: Full-time, 9 AM – 5 PM, Monday to Friday.  Primarily office-based, with some flexibility for remote work. May require occasional travel to attend industry events or conferences. Must be comfortable working in a fast-paced, deadline-driven environment. How to Write a Job Description (Cont.) Tips for Writing: ✓Use clear and precise language. ✓Focus on essential functions and requirements. ✓Be concise but comprehensive. How to Conduct a Job Analysis  Steps in Conducting Job Analysis: 1. Planning: Define the purpose and scope of the analysis.** 2. Data Collection: Use methods such as interviews, questionnaires, observations, and job diaries to gather information from employees, supervisors, and relevant stakeholders. 3. Data Analysis: Organize and analyze the collected data to identify job tasks, responsibilities, and required skills. 4. Documentation: Develop a job description and specifications based on the analysis. 5. Validation: Review and validate the findings with employees and supervisors to ensure accuracy. How to Conduct a Job Analysis (Cont.)  Methods: ✓Interviews: Direct conversations with employees or supervisors. ✓Questionnaires: Structured forms to collect information from a large number of employees. ✓Observations: Directly observing employees performing their job tasks. ✓Job Diaries: Employees keep a log of their daily activities and tasks. Learn When to Use the Various Job Analysis Methods  Interviews: Best used when detailed qualitative data is needed, and for roles with complex tasks. Questionnaires: Ideal for collecting data from a large number of employees efficiently. Observations: Useful for jobs with observable tasks and when direct insight into job performance is needed. Job Diaries: Effective for capturing the sequence and variety of tasks performed over time. Job Evaluation Job evaluation is the process of assessing the relative worth of jobs within an organization to establish a fair and equitable pay structure.**  Methods: ▪ Point-Factor Method: Assigns points to various job factors (e.g., skill, effort, responsibility, working conditions) to determine job value.** ▪ Ranking Method: Jobs are ranked in order of their value or importance.** ▪ Classification Method: Jobs are classified into predefined categories or grades based on job descriptions.** Purpose: Ensures internal equity by comparing job worth within the organization and establishing appropriate compensation. Pay Equity Pay equity refers to the principle of ensuring that employees  are compensated fairly based on their job’s value, regardless of gender, race, or other personal characteristics. Types of Pay Equity: 1. Internal Equity: Fairness in pay relative to other jobs within the same organization.** 2. External Equity: Fairness in pay compared to similar jobs in the external labor market.** Pay Equity (Cont.) Strategies for Ensuring Pay Equity: Conduct regular pay audits.*  Implement transparent pay practices.* Ensure equitable job evaluation processes.* References Mathis, R. L., & Jackson, J. H. (2018). Human Resource Management (15th ed.). Cengage Learning. Dessler, G. (2020). Human Resource Management (16th ed.). Pearson. Gatewood, R. D., Feild, H. S., & Barrick, M. R. (2016). Human Resource Selection (8th ed.). Cengage Learning. Milkovich, G. T., Newman, J. M., & Gerhart, B. (2016). Compensation (11th ed.). McGraw-Hill Education. Brannick, M. T., & Levine, E. L. (2002). Job Analysis: Methods, Research, and Applications for Human Resource Management in the New Millennium. Sage Publications.