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Job Analysis Job Description and Job Specification
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Job Analysis Job Description and Job Specification


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for Mgnt. 2 subject - Human Resource and Development …

for Mgnt. 2 subject - Human Resource and Development

Pasig Catholic College

Published in: Business, Career

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  • 1. Presented by.: Jean Baylon BSBA4 Mgnt.2 Mrs. L. Fernandez
  • 2. Job Analysis Job Description Job Specification Job Analysis Program and its uses Methods of Collecting Job Analysis Information Employment terms
  • 3. The procedure through which you determine the duties of the positions and the characteristics of the people to hire for them.
  • 4. it indicates what all a job involves.
  • 5. refers to what kind of people to hire for the job Personal characteristics Physical characteristics Mental characteristics Social and Psychological characteristics
  • 6. Recruitment and replacement Better utilization of workers Job restructuring Vocational Counseling Training Performance evaluation Occupational safety
  • 7. Interview Questionnaires Observation Participant Diary/Logs Quantitative Job Analysis Techniques Using Multiple Sources of Information
  • 8. A contract is an agreement that sets out an employee’s:  employment conditions  rights  responsibilities  duties
  • 9. Contract terms could be: • in a written contract, or written statement of employment • verbally agreed • in an employee handbook or on a company notice board • in an offer letter from the employer • required by law • in collective agreements - negotiated agreements between employers and trade unions or staff associations • implied terms - automatically part of a contract even if they’re not written down
  • 10. What a written statement must include  the business’s name  the employee’s name, job title or a description of work and start date  if a previous job counts towards a period of continuous employment, the date the period started  how much and how often an employee will get paid  hours of work  holiday entitlement  where an employee will be working and whether they might have to relocate  if an employee works in different places, where these will be and what the employer’s address is.
  • 11. Written statement must also contain information about:  how long a temporary job is expected to last  the end date of a fixed-term contract  notice periods  collective agreements  pensions  who to go to with a grievance  how to complain about how a grievance is handled  how to complain about a disciplinary or dismissal decision
  • 12. If an employee has a problem receiving their written statement, they could:  Try to solve the problem with their employer informally.  If this doesn’t work, take out a grievance against their employer (employers can also get advice about handling grievances).  Take a case to an employment tribunal as a last resort. The tribunal will decide what the employment particulars in the statement should have been.