Job Analysis Job Description and Job Specification

for Mgnt. 2 subject - Human Resource and Development

Pasig Catholic College

1. Presented by.:
Jean Baylon
BSBA4

Mgnt.2
Mrs. L. Fernandez

2. Job Analysis
Job Description
Job Specification
Job Analysis Program and its uses
Methods of Collecting Job
Analysis Information
Employment terms

3. The procedure through
which you determine the
duties of the positions and
the characteristics of the
people to hire for them.

4. it indicates what all a job
involves.

5. refers to what kind of people to
hire for the job
Personal characteristics
Physical characteristics
Mental characteristics
Social and
Psychological characteristics

6. Recruitment and replacement
Better utilization of workers
Job restructuring
Vocational Counseling
Training
Performance evaluation
Occupational safety

7. Interview
Questionnaires
Observation
Participant Diary/Logs
Quantitative Job Analysis
Techniques
Using Multiple Sources of
Information

8. A contract is an agreement that sets out
an employee’s:
employment conditions
rights
responsibilities
duties

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. 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. 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. 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.