Psychometrician Reviewer 2017

Maria Nikka Coleen H. Felizardo

Bachelor of Science in Psychology

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Industrial Organizational Psychology

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Employee Selection - Major Consideration and Principles

Job Analysis
Job Analysis

Foundation for almost

ALL Human Resource Activities

Process of:

Studying Positions

Describing the Duties and Responsibilities that go with the JOB

Grouping Similar Positions into Job Categories

Key Inputs/Tools for various Human Resource Management Activities:

Recruitment

Performance Appraisal

Compensation Survey Comparison

Training and Development

Career Planning

Guide for Variety of Uses

Recruitment, Selection, Placement and Employee Counseling

Job Evaluation and Salary Determination

Job Hierarchy for Promotion and Transfer Purposes

Performance Standard Setting

Work Procedures Review or Setting

Job Design and Redesign

Training Need Analysis and Skill Requirements and Documentation

Supervision Effectiveness

Working Conditions Review and/or Correction

Job Control System consisting of an Inventory of Authorized Positions

 Inventory of Positions and Employees

Identification of Vacant, Open, Duplicate, Expanded and Reduced Positions

Job Analysis Program

Undertaken when:

The organization is Starting Operations

A New Job is Created

A Job is Changed Significantly by the Nature of Operations

Technology Introduction

Restructuring

THREE (3) Elements of a JOB ANALYSIS PROGRAM:

Company Policy and Administration of the Program

What is the purpose of the Job Analysis?

Who will be responsible for the gathering the information?

Job Information

When should Job Information be updated?

Methods of Securing Job Information

How will the information be gathered?

FOUR (4) Parts of Studying a JOB

Job Descriptions
 Descriptions of the functions and duties performed and the responsibilities involved
and the relation of the job to other jobs in the company.

Describes the job in terms of its level of duties and tasks or procedures needed to do
the job.

Duties performed, the skills, training, and the experience required, the
responsibilities involved, the conditions under which the jobs is done and the relation odf
the job to the other jobs within the organization.

A detailed and accurate description of the job and not the worker.

 Job Functions or Purpose

 Major Duties Performed

 Performance Standards

 Percentage of Time Devoted to each Duty

 Major Responsibilities

 Reporting Relationship

 Machine and Equipment to be Used

 Working Conditions including Possible Hazards

 Number of Persons Working on the Same Job

Job Specifications

Specification of the minimum personal qualifications in terms of trait, skill,

knowledge and ability required of a worker to perform the job satisfactorily.

The qualifications in terms of Skills, Experience, Training and Traits required for
the worker to perform, also the KSAO (knowledge, skills, ability and other
characteristics) to perform the tasks.

Review of the Job Descriptions Draft by the Employee and the Superior concerned for

Verification and Confirmation.

Identification of the Job by its Job Title that reflects the Job’s Functions

Conducting Job Analysis

Goal:

Identify the task performed

Conditions under task are performed

Knowledge, Skills, Abilities and Other Characteristics to perform

Steps:

1. Identify the task performed

Major Dimensions

Task Performed for each Dimensions

Tools and Equipment to be Used

Conditions

 Gathering Existing Information

 Interviewing Subject Matter Expert

 Observing Incumbents

 Job Participation

2. Write the Task Statements

Task Inventory

 Written at a level that can be Read and Understood

 Written in the Same Tense

 Includes the Tools and Equipment

 Should not be Competencies

 Should not be a Policy

 Should make Sense by itself

 Level of Authority

3. Rate the Task Statements

Conducts a Task Analysis

 4. Determine Essential KSAO’s

Knowledge

Information needed to perform a task

Skill

Proficiency to perform a task

Ability

Capacity for performing a wide range of different task, acquiring a knowledge

or developing a skill.

Other Characteristics

Personality

Willingness

Interest

Motivation

Tangible Factors

 License

 Degrees

 Years of Experience

Job Analysis Data Gathering

Questionnaires

Effective way of obtaining job information is to let employees accomplish well

designed and adequately explained Job Analysis Questionnaires.
Position Analysis Questionnaire (PAQ)

Structure instrument

Developed by:

McCormick

Jeanneret

Mechan

Purdue University

Based on a statistical analysis of Worker-Oriented Job

Elements

Consist of 194 items

Categories:

Information Input

 Where and how the workers gets information

used for the Job.
Mental Process

 Reasoning

 Planning

 Decision Making

Work Output

 Physical Activities performed by the worker

 Tools and Equipment used

Relationship with Other Person

Job Context

 Physical Context

 Social Context

Job Elements Inventory (JEI)

Instrument designed alternative to PAQ

 Developed by:

Cornelius

Hackel

Consist of 153 items

Easier to Read

Functional Job Analysis (FJA)

Quick Method used by Federal Government to Analyze and

Compare Job

Developed by:

Fine

Analyze three (3) Functions

Data

 Information

 Ideas

People

 Clients

 Customers

 Co-Workers

Things

 Machines

 Tools

 Equipment

Job Components Inventory (JCI)

Practical tool used in

 Curriculum Development
  Career Guidance

 Broad Based Training

Developed by:

Banks

Jackson

Standford

Warr

England

Consist of more than 400 questions

Tools and equipment

Perceptual and Physical Requirements

Mathematical Requirements

Communication Requirements

Decision Making and Responsibility

Job Structure Profile (JSP)

Revised version of PAQ

Designed to be used more by the analyst than the workers

Developed by:

Patrick

Moore

Interview

To obtain a whole perspective of the job

Interview the:

Employees

Immediate Supervisor
 Clarify All Aspects

Obtain a Better Personal Information

Make the Employee and the Superiors to Participate on the Process

Maximized Understanding

Observation

Observes the people performing the job in their work setting.

Advantage:

Job analyst actually see the workers do their

Obtain information that the worker don’t mention on the interview

Disadvantage:

Very obstructive

Once employees know they are being watched, their behavior changes.

Recruitment and Selection

Recruitment

Process of Searching and Securing applicants for the various job positions.

Right People, Right Number to fill the Job Positions

Process of:

Studying Positions

Describing the Duties and Responsibilities that go with the JOB

Grouping Similar Positions into Job Categories

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Functions Involved in Human Resource Management

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Leadership
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Foundation Concepts of Motivation

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Managing Changes in an Organization

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Theories of Group Dynamics

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Training and Development

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Performance Management and Rewards