HUMAN RESOURCE MANAGEMENT

JOB ORGANIZATION AND

INFORMATION

ANNA MARIEL GARCIA-QUIMEN

MPA Student

PRESY A. ANTONIO, MMPM, CSEE

Subject Professor
JOB ANALYSIS

Job - the collection of tasks, duties and responsibilities.

Analysis - the systematic investigation or procedure.

- a formal, detailed examination and a systematic investigation of

the tasks, duties and responsibilities necessary to do a job.

- the process of gathering information about job

METHODS OF JOB ANALYSIS:
Observation Method: A job analyst observes an employee and records all
his performed and non-performed task, fulfilled and un-fulfilled
responsibilities and duties, methods, ways and skills used by him or her to
perform various duties and his or her mental or emotional ability to handle
challenges and risks.

Interview Method: In this method, an employee is interviewed so that he or

she comes up with their own working styles, problems faced by them, use of
particular skills and techniques while performing their job and insecurities
and fears about their careers (what exactly an employee thinks about his or
her own job and responsibilities involved in it).

Questionnaire Method: Another commonly used job analysis method is

getting the questionnaires filled from employees, their superiors and
managers
USES OF JOB ANALYSIS:

1. Human resource planning

2. Recruitment
3. Selection of personnel
4. Training and development
5. Organization audit
6. Job evaluation
7. Job design
8. Performance appraisal
9. Career planning
10. Safety and health
JOB ANALYSIS AIMS TO ANSWER THE QUESTIONS:

1. Why does the job exist?

2. What physical and mental activities does the worker
undertake?
3. When is the job to be performed?
4. Where is the job to be performed?
5. Under What conditions it is to be performed?
A PERSONNEL MANAGER CARRIES ANALYSIS IN TWO
WAYS :

1. Job Description
2. Job Specification

JOB DESCRIPTION Is an organized factual statement of job

contents in the form of duties and responsibilities of a
specific job (telling in brief the nature and type of job)
JOB SPECIFICATION Is a statement which tells us minimum
acceptable human qualities which helps to perform a job. It
translates the job description into human qualifications so
that a job can be performed in a better manner.
Basis for
Job Description Job Specification
Comparison

Job Description is a concise written The statement which explains the

statement, explaining about what are minimum eligibility requirements, for
Meaning
the major requirements of a particular performing a particular job is known as
job. Job Specification.
Job title, duties, tasks and Employee's qualification, skills and
Lists out
responsibilities involved in a job. abilities.
It expresses what a prospective
It expresses what an applicant must
What is it? employee must do when he will get the
possess for getting selected.
placement
Prepared from Job Analysis Job Description
Describes Jobs Job Holders

Designation, place of work, scope, Educational qualifications, experience,

Comprises of salary range, working hours, skills, knowledge, age, abilities, work
responsibilities, reporting authority etc. orientation factors, etc.
JOB EVALUATION is a systematic way of determining the
value/worth of a job in relation to other jobs in an
organization. It tries to make a systematic comparison
between jobs to assess their relative worth for the purpose of
establishing a rational pay structure.
 JOB EVALUATION VS. JOB ANALYSIS
JOB ANALYSIS JOB EVALUATION
- a systematic way of - requires at least some basic
gathering information about job analysis in order to provide
a job. factual information about the
jobs concerned.

CONCLUSION
job evaluation begins with job analysis and ends at that
point where the worth of a job is ascertained for achieving
pay equity between jobs and different roles.
METHODS OF JOB EVALUATION

(1) Ranking,
(2) Classification,
(3) Factor Comparison Method Or Point Method

A. Ranking method
- Jobs are arranged from highest to lowest, in order of their
value or merit to the organization where the jobs are examined as
a whole rather than on the basis of important factors in the job
(THE TOP LIST HAS THE HIGHEST VALUE)
METHODS OF JOB EVALUATION

B. CLASSIFICATION METHOD (GRADING METHOD)

- a predetermined number of job groups or job classes are
established and jobs are assigned to these classifications
Class I - Executives:
Class II - Skilled workers: (Purchasing assistant,Cashier,)
Class III - Semiskilled workers: (Steno-typists, Machine-
operators)
Class IV - Unskilled workers: (messengers,
housekeeping staff)
METHODS OF JOB EVALUATION

C. FACTOR COMPARISON METHOD OR POINT METHOD

- Jobs are expressed in terms of key factors. Points are
assigned to each factor after prioritizing each factor in order
of importance. The points are summed up to determine the
wage rate for the job. Jobs with similar point totals are placed
in similar pay grades.
PRINCIPLES OF JOB EVALUATION
Definition: Jobs must be clearly defined such that they are
identifiable and easily distinguishable.
Evaluation: A job evaluation scheme must be arrived upon and used
as a standard and all jobs in the organization must be evaluated as per that
scheme only.
Job Understanding: Job evaluators need to have deep insights into
the job design process.
Concern: Job evaluation must be concerned with the job and not
with the person. i.e. it is the job that has to be evaluated and not the person
Assessment: The assessment has to be carried out in an
acceptable manner and by competent people.
REFERENCES
https://www.managementstudyguide.com/

https://en.wikipedia.org/

https://studiousguy.com/

https://keydifferences.com/

https://www.managementstudyguide.com/

https://businessjargons.com/
Thank you for
listening!