1. JOB DEFINED
JOB
ANALYSIS
JOB DESCRIPTION
JOB SPECIFICATION
JOB
EVALUATION

2. JOB
DEFINED

3. Do you
have a job?

4. What is
a job?

5. Not me

6. JOB DEFINED
• As the group of duties,
responsibilities and
activities assigned to
an individual worker.

7. JOB DEFINED
• As the group of duties,
responsibilities and activities
assigned to an individual
worker.

8. JOB DEFINED
• As the group of duties,
responsibilities and activities
assigned to an individual worker.
• Job according to Otis and
Leukart
• A position

9. JOB DEFINED
• As the group of duties,
responsibilities and activities assigned
to an individual worker.
• Job according to Otis and Leukart
• A position
• A group of positions involving
substantially the same duties, skills,
knowledge and responsibilities or

10. JOB DEFINED
• As the group of duties, responsibilities and activities assigned
to an individual worker.
• Job according to Otis and Leukart
• A position
• A group of positions involving substantially the same
duties, skills, knowledge and responsibilities or
• A number of positions or groups of tasks which are
somewhat similar in nature and worker requirements and
which are performed by a number of workers who
customarily change about from one position to another

11. JOB DEFINED
• Job according to Labor Code of the
Philippines
• all tasks carried out by a particular person
in the completion of his prescribed duties.

12. JOB DEFINED
• Job according to Labor Code of the
Philippines
• all tasks carried out by a particular person
in the completion of his prescribed duties.
• Not merely a set of tasks or functions, it is
a solemn duty; an obligation

13. JOB DEFINED x
• Job according to Labor Code of the
Philippines
• all tasks carried out by a particular person
in the completion of his prescribed duties.
• Not merely a set of tasks or functions, it is
a solemn duty; an obligation
• Includes a group of similar positions in one
firm involving substantially the same major
duties and responsibilities and requiring
similar skills and knowledge.

14. JOB
ANALYSIS

15. What is
job analysis?

16. JOB ANALYSIS
• The process of studying
positions, of describing the
duties and responsibilities that
go with the jobs, and of
grouping similar positions into
job categories.

17. JOB ANALYSIS
• The process of studying the
operations, duties and
organizational aspect of the
job.

18. JOB ANALYSIS
• The process of studying the
operations, duties and
organizational aspect of the
job.
• Has to do with the anatomy of
the job.

19. Who
analyzes the
jobs?

20. JOB ANALYST
• The person who studies the
duties, responsibilities and
other requirements of a job
and writes the corresponding
job description and
specification.

21. When to
conduct job
analysis program?

22. JOB ANALYSIS
PROGRAM
• When the organization is
commencing operations.

23. JOB ANALYSIS
PROGRAM
• When the organization is
commencing operations.
• When a new job is created.

24. JOB ANALYSIS
PROGRAM
• When the organization is
commencing operations.
• When a new job is created.
• When a job is changed
significantly due to new
methods or procedures or
new technology.

25. What are the
methods used in
job analysis?

26. METHODS IN
JOB ANALYSIS
The Questionnaire
Method

27. QUESTIONNAIRE
METHOD
each employee is given a
question.

28. QUESTIONNAIRE
METHOD
each employee is given a
question.
in answering this, he
describes his job, its operations,
his duties, and his
responsibilities.

29. QUESTIONNAIRE
METHOD
EXAMPLE
1.Job
Description
Specification
Form

30. QUESTIONNAIRE
METHOD
EXAMPLE
2. Position
Analysis
Questionnaire
(PAQ)

31. METHODS IN
JOB ANALYSIS
The Interview
Method

32. INTERVIEW
METHOD
most frequently used in gathering
information about the work.

33. INTERVIEW
METHOD
most frequently used in gathering
information about the work.
obtains information about the
work by personally conferring with the
worker and latter’s supervisor or both,
either in the place of work or
supervisor’s office.

34. METHODS IN
JOB ANALYSIS
The
Questionnaire-
Interview
Method

35. QUESTIONNAIRE-
INTERVIEW METHOD
interviews the employee and
the supervisor checks the
accuracy of the description
given by the employee.

36. METHODS IN
JOB ANALYSIS
The
Observation
and
Interview
Method

37. OBSERVATION AND
INTERVIEW METHOD
the job analyst
gathers the worker
while actually
performing the job.

38. Let me show you
the process of
job analysis

39. THE PROCESS
OF JOB ANALYSIS
People Analyzing
Jobs or Source

40. THE PROCESS
OF JOB ANALYSIS
SOURCES OF DATA
Job Analyst
Employee
Supervisor

41. THE PROCESS
OF JOB ANALYSIS
SOURCES OF DATA
Job Analyst
Employee
Supervisor
Methods in Job
Analysis or Methods
in Collecting Data

42. THE PROCESS
OF JOB ANALYSIS
SOURCES OF DATA
Job Analyst
Employee
Supervisor
METHODS OF
COLLECTING DATA
Interview
Questionnaire
Observation
Records
O*NET

43. THE PROCESS
OF JOB ANALYSIS
SOURCES OF DATA
Job Analyst
Employee
Supervisor
METHODS OF
COLLECTING DATA
Interview
Questionnaire
Observation
Records
O*NET

44. THE PROCESS
OF JOB ANALYSIS
SOURCES OF DATA
Job Analyst
Employee
Supervisor
METHODS OF
COLLECTING DATA
Interview
Questionnaire
Observation
Records
O*NET

45. THE PROCESS
OF JOB ANALYSIS
SOURCES OF DATA
Job Analyst
Employee
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire
Observation
Records
O*NET

46. Why use job
analysis?

47. DETERMINING
JOB REQUIREMENTS x
Nature of: Basis for:
Job Analysis
• What employee does
• Why employee does it
• Determining job
• How employee does it requirements
4–47

48. JOB
DESCRIPTION

49. What is job
description?

50. JOB DESCRIPTION
• A summary of the most
important features of the job
in terms of its general nature
and of the type of operative
required to perform it in an
efficient manner.

51. JOB DESCRIPTION
• As an abstract of information derived
from the job analysis report,
describing the duties performed, the
skills, the training and experienced
required, the responsibilities involved,
the condition under which the job is
done, and the relation of the job to
the other jobs in the organization.

52. What are the two
features of position
in relation to
job description?

53. FEATURES OF
POSITION
1. The nature of work
involved

54. FEATURES OF
POSITION
1. The nature of work
involved
2. The type of worker
that appears best
fitted for the position

55. What are the
contents of job
description?

56. JOB DESCRIPTION
CONTENT
1. Major duties
performed

57. JOB DESCRIPTION
CONTENT
1. Major duties
performed
2. Percentage of time
devoted to each duty

58. JOB DESCRIPTION
CONTENT
1. Major duties
performed
2. Percentage of time
devoted to each duty
3. Performance
standards

59. JOB DESCRIPTION
CONTENT
1. Major duties
performed
2. Percentage of time
devoted to each duty
3. Performance
standards
4. Working conditions
including possible
hazards

60. JOB DESCRIPTION
CONTENT
1. Major duties 5. Number of persons
performed working on the same job
2. Percentage of time
devoted to each duty
3. Performance
standards
4. Working conditions
including possible
hazards

61. JOB DESCRIPTION
CONTENT
1. Major duties 5. Number of persons
performed working on the same job
2. Percentage of time 6. Reporting
devoted to each duty relationships
3. Performance
standards
4. Working conditions
including possible
hazards

62. JOB DESCRIPTION
CONTENT
1. Major duties 5. Number of persons
performed working on the same job
2. Percentage of time 6. Reporting
devoted to each duty relationships
3. Performance 7. Machine and
standards equipment used
4. Working conditions
including possible
hazards

63. JOB DESCRIPTION
CONTENT
1. Major duties 5. Number of persons
performed working on the same job
2. Percentage of time 6. Reporting
devoted to each duty relationships
3. Performance 7. Machine and
standards equipment used
4. Working conditions 8. Major responsibilities
including possible (money, men etc.)
hazards

64. Let me show you
the process of
job description

65. THE PROCESS
OF JOB DESCRIPTION
SOURCES OF DATA
Job Analyst
Employee
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire
Observation
Records
O*NET

66. THE PROCESS
OF JOB ANALYSIS
SOURCES OF DATA
Job Analyst
Employee
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire
Observation
Records
O*NET

67. THE PROCESS
OF JOB DESCRIPTION
SOURCES OF DATA Tasks
Job Analyst Duties
Employee Responsibilities
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire
Observation
Records
O*NET

68. THE PROCESS
OF JOB DESCRIPTION
JOB DESCRIPTION
SOURCES OF DATA Tasks
Job Analyst Duties
Employee Responsibilities
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire
Observation
Records
O*NET

69. Why use job
description?

70. DETERMINING
JOB REQUIREMENTS x
Nature of: Basis for:
Job Analysis
• What employee does
• Why employee does it
• Determining job
• How employee does it requirements
Job Description
• Summary statement of the job • Employee orientation
• List of essential functions of the • Employee instruction
job • Disciplinary action
4–70

71. JOB
SPECIFICATION

72. What is job
specification?

73. JOB SPECIFICATION
is the statement of the
qualifications and traits required
of the workers so that he may
perform the job properly.

74. JOB SPECIFICATION
is the statement of the
qualifications and traits required of the
workers so that he may perform the
job properly.
it specifies the type of employee
which the job for in terms of skills,
experience, training and other special
qualifications.

75. JOB SPECIFICATION
useful in recruitment and selection
of employees for a particular job since
it indicates the desirable personal
qualities required of the man to be
hired.
useful guide for employee
placement, transfer and promotion.

76. Let me show you
the process of
job specification

77. THE PROCESS
OF JOB DESCRIPTION
SOURCES OF DATA
Job Analyst
Employee
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire
Observation
Records
O*NET

78. THE PROCESS
OF JOB DESCRIPTION
JOB DESCRIPTION
SOURCES OF DATA Tasks
Job Analyst Duties
Employee Responsibilities
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire
Observation
Records
O*NET

79. THE PROCESS
OF JOB SPECIFICATION
JOB DESCRIPTION
SOURCES OF DATA Tasks
Job Analyst Duties
Employee Responsibilities
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire
Skills requirements
Observation Physical demands
Records Knowledge requirements
O*NET Abilities needed

80. THE PROCESS
OF JOB SPECIFICATION
JOB DESCRIPTION
SOURCES OF DATA Tasks
Job Analyst Duties
Employee Responsibilities
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire JOB SPECIFICATION
Observation Skills requirements
Records Physical demands
O*NET Knowledge requirements
Abilities needed

81. THE PROCESS
OF JOB SPECIFICATION
JOB DESCRIPTION
SOURCES OF DATA Tasks
Job Analyst Duties
Employee Responsibilities
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required
Skills required
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire JOB SPECIFICATION
Observation Skills requirements
Records Physical demands
O*NET Knowledge requirements
Abilities needed

82. THE PROCESS
OF JOB SPECIFICATION
JOB DESCRIPTION
SOURCES OF DATA Tasks
Job Analyst Duties
Employee Responsibilities
Supervisor JOB DATA
Tasks
Performance
Standards
Responsibilities
Knowledge required HUMAN RESOURCES
Skills required FUNCTION
Experience needed
METHODS OF Job context
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire JOB SPECIFICATION
Observation Skills requirements
Records Physical demands
O*NET Knowledge requirements
Abilities needed

83. THE PROCESS
OF JOB SPECIFICATION
JOB DESCRIPTION
SOURCES OF DATA Tasks
Job Analyst Duties
Employee Responsibilities
Supervisor JOB DATA
Tasks
Performance
Standards HUMAN RESOURCES
Responsibilities FUNCTION
Recruitment
Knowledge required Selection
Skills required Training and development
Experience needed Performance appraisal
METHODS OF Job context Compensation management
COLLECTING DATA Duties
Interview Equipment Used
Questionnaire JOB SPECIFICATION
Observation Skills requirements
Records Physical demands
O*NET Knowledge requirements
Abilities needed

84. What are the
statement of
specific purposes
of job

85. DETERMINING
JOB REQUIREMENTS
Nature of: Basis for:
Job Analysis
• What employee does
• Why employee does it • Determining job requirements
• How employee does it
Job Description
• Summary statement of the job • Employee orientation
• List of essential functions of the • Employee instruction
job • Disciplinary action
Job Specification
• Personal qualifications required in • Recruitment
terms of skills, education and • Selection
experience • Development
4–85

86. Here are the
employment terms
to remember

87. EMPLOYMENT
TERMS TO REMEMBER
TASKS OR DUTIES – are his responsibilities
and duties during his working hours.

88. EMPLOYMENT
TERMS TO REMEMBER
TASKS OR DUTIES – are his responsibilities
and duties during his working hours.
POSITION – a group of tasks, duties,
responsibilities regularly assigned to and performed
by a person.

89. EMPLOYMENT
TERMS TO REMEMBER
TASKS OR DUTIES – are his responsibilities
and duties during his working hours.
POSITION – a group of tasks, duties,
responsibilities regularly assigned to and performed
by a person.
JOB – all tasks carried out by a particular
person in the completion of his prescribed duties.

90. EMPLOYMENT
TERMS TO REMEMBER
TASKS OR DUTIES – are his responsibilities
and duties during his working hours.
POSITION – a group of tasks, duties,
responsibilities regularly assigned to and performed
by a person.
JOB – all tasks carried out by a particular
person in the completion of his prescribed duties.
OCCUPATION – a collection of jobs which is
sufficiently similar with regard to their main task to
be grouped together under a common title.

91. EMPLOYMENT
TERMS TO REMEMBER
TRADE – any industrial, craft or artisan
occupation which is officially recognized as
requiring special qualifications which can be
acquired by lengthy training experience and
practical and theoretical instruction.

92. EMPLOYMENT
TERMS TO REMEMBER
TRADE – any industrial, craft or artisan
occupation which is officially recognized as
requiring special qualifications which can be
acquired by lengthy training experience and
practical and theoretical instruction.
TRADE TEST – an examination or test to
determine whether a person meets the standards
of a particular trade.

93. EMPLOYMENT
TERMS TO REMEMBER
TRADE – any industrial, craft or artisan
occupation which is officially recognized as
requiring special qualifications which can be
acquired by lengthy training experience and
practical and theoretical instruction.
TRADE TEST – an examination or test to
determine whether a person meets the standards
of a particular trade.
EMPLOYEE – any person in the employ of an
employer.

94. EMPLOYMENT
TERMS TO REMEMBER
MANAGERIAL EMPLOYEE – one who is
vested with powers or prerogatives to lay down
and execute management policies and/or to hire,
transfer, suspend, layoff, recall, discharge, assign or
discipline employees, or to effectively recommend
such managerial actions.

95. EMPLOYMENT
TERMS TO REMEMBER
MANAGERIAL EMPLOYEE – one who is
vested with powers or prerogatives to lay down
and execute management policies and/or to hire,
transfer, suspend, layoff, recall, discharge, assign or
discipline employees, or to effectively recommend
such managerial actions.
PROFESSIONAL EMPLOYEES – are
individuals whose work is predominantly non-
routine and intellectual in character.

96. EMPLOYMENT
TERMS TO REMEMBER
JOURNEYMAN – is a skilled worker actively
engaged in a trade or occupation requiring
apprenticeship.

97. EMPLOYMENT
TERMS TO REMEMBER
JOURNEYMAN – is a skilled worker actively
engaged in a trade or occupation requiring
apprenticeship.
CRAFT – is a trade or occupation which
requires skill, manual activity, an understanding of
the principles of the trade, and a definite period of
training in the trade.

98. EMPLOYMENT
TERMS TO REMEMBER x
JOURNEYMAN – is a skilled worker actively
engaged in a trade or occupation requiring
apprenticeship.
CRAFT – is a trade or occupation which
requires skill, manual activity, an understanding of
the principles of the trade, and a definite period of
training in the trade.
ARTISAN – is a worker who is employed in
industry or who is skilled craftsman.

99. THANK YOU VERY MUCH
Prepared by:
JARED RAM A. JUEZAN
MAEd – Educational Management
July 10, 2012