Job Analysis and Interview PDF

INDUSTRIAL/ORGANIZATIONAL BSP 100 FIRST SEMESTER – MS. JAYMEE CORTEZ – TUESDAY extensive training or have high stakes. W1: JOB ANA...

INDUSTRIAL/ORGANIZATIONAL BSP 100 FIRST SEMESTER – MS. JAYMEE CORTEZ – TUESDAY extensive training or have high stakes. W1: JOB ANALYSIS AND INTERVIEW STEP 2: Writing task statements that accurately describe the tasks performed TOPIC OVERVIEW within a job. A. JOB ANALYSIS AND INTERVIEW Action and object a. Methods Of Conducting A Job Clarity and readability Analysis Consistency and tense b. Job Analysis Techniques Not competencies or policies c. Employment Profile Stand-Alone Clarity d. Job Evaluation Indicating Decision-Making Authority Consider Including "Bogus Tasks” A METHODS OF CONDUCTING A JOB STEP 3: Rating the task statements based on ANALYSIS their frequency and importance or criticality. STEP 4: Determining the essential Knowledge, STEP 1: Identify Tasks Performed Skills, Abilities, and other characteristics (KSAOs) required for performing the identified Gathering Existing Information tasks within a job role. Interviewing Subject Matter Experts (SMEs) KSAOs (Competencies) Defined - Individual - Knowledge: This refers to the - Group information and facts required to > Prepare perform specific job tasks > Open effectively. Knowledge can > Conduct include technical knowledge, industry-specific information, and Observing Incumbents procedural knowledge. - Advantage: It lets the job analyst - Skills: Skills represent the actually see the worker to do her proficiency to perform learned job and thus obtain information tasks. These can include both that the worker may have hard skills (technical or specific forgotten to mention during the job related skills) and soft skills interview. (interpersonal, communication, - Disadvantage: Very obtrusive leadership, etc.). - Abilities: Abilities are basic Job Participation: Job analysis can also capacities that individuals involve the job analyst performing the possess, which enable them to job themselves. This approach, called job perform a wide range of tasks or participation, is most effective when the develop specific skills. For analyst has previous experience or example, hand-eye coordination, training in the job. adaptability, or problem-solving - Advantage: Job participation abilities. allows the analyst to gain a deep understanding of the job by STEP 5: Selecting tests to tap KSAO’s directly experiencing it. - Limitations: It may not be Needed at the time of hire practical or feasible for all jobs, - Interviews especially those that require - Work samples PAGE 1 MARICAR E. PAALISBO – BSP 3-5 – [email protected] *DO NOT SHARE WITHOUT PERMISSION*  INDUSTRIAL/ORGANIZATIONAL BSP 100 FIRST SEMESTER – MS. JAYMEE CORTEZ – TUESDAY - Ability test Job Title: A job title is a brief label that - Personality test conveys the role and responsibilities of a - Reference checks specific position within an organization. - Integrity test Job Summary: The job summary is a - Biodata concise introduction to the position, - Assessment centers providing an overview of its purpose, key objectives, and its significance within the organization. B JOB ANALYSIS TECHNIQUES Key Responsibilities: Key responsibilities provide a detailed understanding of the 1. OBSERVATIONAL APPROACH: core tasks and duties that an employee is expected to perform in a particular role. - Direct observation: Direct Qualification and Requirements: This observation is a job analysis section of a job profile outlines the method that involves observing specific qualifications, skills, and and recording behaviour, events, experience that an ideal candidate activities, tasks, and duties while a should possess to be considered for the person or group is performing the position. job. Reporting Structure: This section - Work Methods Analysis: Work outlines the hierarchical position of the methods analysis is a term used worker within the organization. It to describe manual and repetitive typically includes details about who the production operations like factory software worker will report to and or assembly-line jobs. Time and whether they have any subordinates or motion studies, as well as teams reporting to them. micro-motion analysis, are part of Compensation and Benefits: This the work procedures analysis. section of a job profile provides information about the compensation 2. INTERVIEW TECHNIQUES package and additional benefits that an - Allows posing questions to employee can expect to receive in the incumbents and supervisors position. one-on one or in a group. Company Culture and Values: This part 3. QUESTIONNAIRE METHOD of the job profile provides insight into the - Employees fill out questionnaires, organization's culture, mission, and which are verified by managers or values. team leaders. D JOB EVALUATION C EMPLOYMENT PROFILE ★ The process of determining the monetary worth of the job ★ A job profile is a concise description of a job position, typically created by HR STEP 1: Determining Compensable professionals. Its primary purpose is to Factors provide potential candidates with a clear Level of Responsibility summary of the role's responsibilities and Physical Demands qualifications. Mental Demands Education Requirements Training and Experience Working Conditions PAGE 2 MARICAR E. PAALISBO – BSP 3-5 – [email protected] *DO NOT SHARE WITHOUT PERMISSION*  INDUSTRIAL/ORGANIZATIONAL BSP 100 FIRST SEMESTER – MS. JAYMEE CORTEZ – TUESDAY STEP 2: Determining the Levels for Each Compensable Factors For a factor such as education, the levels are easy to determine For factors such as responsibility, a considerable amount of time and discussion may be required STEP 3: Determining the Factor Weights Some factors are more important than other, weights must be assigned to each factor and to each level within a factor OTHER CONCEPT….. Wage Trend Line line that represents the ideal relationship between the number of points that a job has been assigned and the salary range for that job Salary Survey Questionnaire sent to other organizations to see how much they are paying their employees in positions similar to those in organization sending the survey. Direct Compensation amount of money paid to an employee (does not count benefit, time off and so forth) Comparable Worth The idea that jobs requiring the same level of skill and responsibility should be paid the same regardless of supply and demand. PAGE 3 MARICAR E. PAALISBO – BSP 3-5 – [email protected] *DO NOT SHARE WITHOUT PERMISSION*