Job Analysis Job Description and Job Specification


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for Mgnt. 2 subject - Human Resource and Development

Pasig Catholic College

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Job Analysis Job Description and Job Specification

  1. 1. Presented by.: Jean Baylon BSBA4 Mgnt.2 Mrs. L. Fernandez
  2. 2. Job Analysis Job Description Job Specification Job Analysis Program and its uses Methods of Collecting Job Analysis Information Employment terms
  3. 3. The procedure through which you determine the duties of the positions and the characteristics of the people to hire for them.
  4. 4. it indicates what all a job involves.
  5. 5. refers to what kind of people to hire for the job Personal characteristics Physical characteristics Mental characteristics Social and Psychological characteristics
  6. 6. Recruitment and replacement Better utilization of workers Job restructuring Vocational Counseling Training Performance evaluation Occupational safety
  7. 7. Interview Questionnaires Observation Participant Diary/Logs Quantitative Job Analysis Techniques Using Multiple Sources of Information
  8. 8. A contract is an agreement that sets out an employee’s:  employment conditions  rights  responsibilities  duties
  9. 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. 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. 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. 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.