PMS - MODULE 2.2

1. Describe the basic purpose of the job. 2. List the various duties in the order of importance. 3. Begin each sentence with action verb. 4. Use examples to add meaning. 5. Define jargons or initials. 6. Assume the readers inow nothing about the job. 7. Answer all the who, how, and why questions that the sentences generate. 8. Provide organization chart: including the names, title, and line numbers

Elements of a Good Job Description

ranking method

The simplest method of job evaluation.

climate for transfer

Trainees' perceptions about a wide variety of characteristics of the work environment that facilitate or inhibit the use of trained skills or behavior

-observation -work sampling -interviews -questionnaires -for a combination of one or more of these methods

Various ways of gathering data for job analysis

1. Position Summary 2. Principal Duties 3. Education and Experience 4. Internal and External Contact 5. Confidential or Sensitive Data 6. Organization Chart ​

Writing a Good Job Description

factor comparison method

a more scientific and systematic method of job evaluation

classification method

a predetermined number of job groups are job classes are established and jobs are assigned ro these classes

Job Analysis

a systematic procedure for getting information about the current or proposed duties and requirements of a position in order to determine the most appropriate classification

training

according to Noe, Hollenback, Gerhart, Write - it is a planned effort by a company to facilitate employees learning of job-related competencies

Pay

after all it is the main reason why people work

Pay

an important feature in human resource

accountabilities

are statements of the important end results which the job exist to achieve

behavior changes

assassin behavior involves observing whether the train is applied what they have learned

1. Ranking 2. Classification 3. Factor comparison 4.Factor-point system

basic method of job evaluation

practical administrative arrangement

before the training starts , a checklist is prepared which check if the staff support , course content , equipment and facilities are now ready

Responsibility/Accountability

breadth of responsibilities specialized responsibility , complex of the work, degree of freedom to act from a number and nature of subordinate staff , extent of accountability for equipment/plant , extent of accountability for products and materials

Training Plan

creating this encourages the management team to consider the training strategy and implementation rather than addressing training on an ad-hoc basis

job specification

derived from job analysis , it is a statement of employee characteristics and qualifications required for satisfactory performance of define duties and tasks comprising a specific job or function

divide each major factor in the number of sub factor

each sub factor is defined an expressed clearly in the order of importance , preferably along a scale

skill

education and training required , breadth/depth off experience required , social skills required , problem-solving skills , degree of discretion/use of judgment , creative thinking

salary information , employee performance issues marketing strategies

examples of sensitive or confidential data

broad-Banding

focus is on job responsibilities under development of new skills or competencies instead of the pay grade for the job

class 1 - executives

further classified under this category may be general manager , assistant general manager , plant manager , department supervisor , and the like

trainer

he must be prepared mentally and physically before the delivery. he prepares the material and activities well in advance

development

he prepares an employee to a future job

Select Key Jobs

identify the factors common to all the identified such as skills , effort , responsibility , among others

Observation

in this method, analyst can take notes and may even video tape the actual work and review them later

education and experience

include the minimum level and type of formal education required of an incumbent in order to perform the job duties

Pay

is a sensitive and controversial area that if not managed properly , can affect an organization's ability to attract , retain and motivate talented employees .

motivation to learn

it can be enhanced by explaining to the employees the potential job-related from a personal and career benefits they will get in attending the training programs

master training plan

it covers the entire training activities for the whole year could follow the same format

training plan

it describes the key decisions , task , and resources needed to develop a strategy for developing training

plan

it encourages human resource department and operating managers to claim ownership of the training process

training

it focuses and learning the necessary skills required to perform a job

Job Analysis

it focuses on a work behaviors , tasks , outcomes .

development

it focuses on the job preparation needed for future jobs

training and development

it has become more critical in the rapidly changing technology of operating a global competitive business

training and development

it has been known by several names including employee development , human resource learning and development

Person Analysis

it has the company to determine whether training is appropriate and who among the employees needs training

training

it improve individual performance

Implementation

it includes delivery of training materials and actual training itself

Broad-banding

it involves collapsing of several grades into fewer broad bands.

training and development

it is a never ending demand that a company must address

good physical setup

it is a prerequisite for effective and successful training proper because it makes the first impression on the participants

Job Analysis

it is a process used to collect information about the duties , responsibilities , necessary skills , outcomes comma and work environment of a particular job.

4 stage training cycle

it is a systematic approach in developing a good training program

simulation

it is a training method that represents a real life situation

dual training

it is another work study training method patterned after the german system

training

it is both focused upon, evaluated against, the job that an individual currently holds

job evaluation

it is defined as assessment of the relative worth of varied consistent set of job and personal factors such as qualifications and skills required

distance learning, web-site based, and E-learning

it is emergent and sophisticated method of training done through the internet or intranet

Task analysis

it is important to determine what needs to be done in the job and what qualifications are required to accomplish these task

social support

it is necessary in terms of allowing employees to practice new skills or behavior to their work , giving feedback and reinforcement if employees with butter on the job after training.

bull's eye technique

it is one effective method in person analysis

motivation

it is related to knowledge gained , behavior change , or skills acquisition in training programs

Practicum

it is required by schools for graduating college students to undertake

overall corporate strategy

it is the central point for the assessment of the company's training needs

motivation to learn

it is the desire of the trainee to learn the content of the training program

training and development

it is the field concerned with organizational activities aimed at enhancing the performance of individuals and groups in organizational settings

Job Analysis

it is the gathering and analyzing of data about a specific jobs so that a job description and job specification can be written .

training implementation

it is the hardest part of the system because one wrong step can lead to the failure of the whole training program

training

it is the means to an end

transfer of learning

it is the proof that training was effective

operating managers

it is the responsibility to ensure the transfer of learning , to monitor its transfer , and to charge it's success

Employment

it is viewed as a contract between two parties employer and employee.

factor comparison method

it may be complex method , but it is consistent an appreciable

training and development

it must be a line to the corporate goals and strategies of the organization

training and development

it must be systematic and follow the normal flow from assessing the training needs to evaluating its results

plants and equipments

it needs retooling and maintenance not only to maintain their efficiency but also to improve output performance

training needs analysis (TNA)

it provide a systematic assessment on the organization , the task , and the employees

task analysis

it provides a good insight of this information from the job description and the job specification

broad-banding

it provides a more flexible approach to compensation.

paper analysis

it should be validated by observing employees on the job and interviewing them and their managers

position analysis questionnaire

it uses six scales to determine the degree to which these standardized found in the job analyst.

Hay Job evaluation system

it was originally designed for executive positions and therefore is bias towards managerial and executive levels.

knowledge , skills , behavior

job-related competencies

impact on corporate objectives

management is much interested in assessing results as they impact and corporate objectives

Employee

masipi as a return and exchange between their employer and themselves , as an entitlement for being an employee of the company but more as a reward for a job well done

effort

mental demands of a job , physical demands of a job , degree of potential stress

Observation

observing people while doing their work can provide insight into the vital functions of the job

1. ensuring employee readiness for training 2. creating a learning environment 3. ensuring transfer of training

other issues on training needs assessment

Employee

performs services for the employer

Managers

play a pivotal role in creating a learning environment

training and development

refers to an organized learning activities in the organization to improve performance and our personal growth for the purpose of improving the job , the employee and the organization

Employees

regardless of frank and stage were combined to learn new skills , develop new abilities and competencies to respond to these changes.

goal of training

the goal is for employees to master the knowledge , skills , and behaviors in the size and training programs and to apply them to their day-to-day activities

trainers

the key to the success of the training

position summary

the statement should clearly distinguished this job from all other jobs

hay job evaluation system

the system , however , is now applicable to all positions in organization including the blue collar jobs.

hay job evaluation system

the system is copyrighted and cannot be used without the permission of the hay & associates

bands

these are established at major breaks or difference in work skills or competency requirements

mentoring and coaching

these are than mostly in white color or supervisory jobs to improve trainees knowledge , skills and abilities required of the job

organizations and jobs

they are never static , they keep on changing. the changes as the competitive global economy changes

Outsourcing training

they provide high-quality training and exposed trainings to situations which they have not experienced before

managers

they should be a role models , walk the talk , practice what they preach.

Manager's

they should be supportive of the training activities that allowing time off from job to join training programs

task analysis

this activity involves identifying the important task and job-related knowledge , skills , and attributes (KSA)

Class 4 -semi skilled workers

this category may comprise of filing clerk , messenger , utility man , and the like.

functional job analysis

this examines the degree to which people , data , and things are involved in the functions of the job

person analysis

this face identifies gaps between skills and competencies

Point Method

this is the most widely used method

on the job training

this is the training done while the employee is on the job

on the job training

this kind of training takes many forms: learnership , apprenticeship , internship , practical , mentoring , coaching , simulation , distance learning , learning or web-based learning and others.

readiness for training

this means personal characteristics - such as ability , attitudes , beliefs , and motivation

apprenticeship and learnership

this medium of training has been transferred to the TESDA

critical incident method

this method is a qualitative technique that focuses on behaviors that are critical for job success

classification method

this method plces groups of jobs into classes or job grades

job specification

this refers mostly to the so-called "soft-skills"

position analysis questionnaire

this requires that each job be analyzed with regards to 194 specific tasks commonly found in many jobs

internal and external contacts

this section considers what contacts are within and outside of the company, how often they occur and why

Principal Duties

this section describes the result for which the position has ongoing accountability

position summary

this section is a brief , specific statement of why the position exists what is the major end result

training implementation

to put the training program into effect according to definite plan or procedure

learning that occurred

trainees may be given a paper and pencil test to determine if they have master the knowledge and information presented

Class 2- skilled workers

under this category may come the purchasing assistant, cashier secretary , warehouse clerk , clerk or typist , among others

class 3 - semi skilled workers

under this category may come to stand hypebeast , machine operator , switchboard operator , among others.

Job Analysis

you need as much data as possible to put together a job description which is the frequent come of the job analysis