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
