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Qualifying Exam Reviewer 2024
Qualifying Exam Reviewer 2024
Job Description
CHAPTER I List of job’s duties and responsibilities,
reporting relationships, working conditions
INTRODUCTION TO
and supervisory responsibilities-one product
JOB ANALYSIS AND DESIGN
of a job analysis.
Job Design
Job Context Identification of job duties, characteristics,
Included here is information about such competencies, and sequences taking into
matters as physical working conditions, work consideration technology, work force,
schedule, and the organizational and social organization's character, and environment.
context for instance, the number of people
with whom the employee would normally JOB DESIGN CONSIDERATION
interact.
b. Variety
It should always be ASCERTAIN,
An attribute of jobs wherein the direct to the point
worker has the opportunity
3. Performance Standards.
RESPONSIBLE "R" (The Doer) - Individual Provides the basics of writing a job
(s) who actually complete the task. description and covers the following sections
Responsible for action/implementation. of the job descriptions:
● Position Details
The degree of responsibility is determined by ● Job Duties
the individual with the "A" ● Performance Standard
● Job Factors
ACCOUNTABLE "A" (The Buck Stops
Here) - Individual (s) who is ultimately Position Details
answerable for the activity or decision. Contains general information about the job -
the current or requested classification,
Only one "A" can be assigned to an action. working title, pay range, exemption status,
department name and number, position
CONSULT "C" (In the Loop) - Individual (s) number, percentage of effort, the job
to be consulted prior to final decision or description summary, comparable positions,
action. etc.
Working Title
Based on the main function or role of the job. THE PROCESS
Stray away vague and very specific job titles, 1. Request an Update
instead create a working title that 2. Review of Request
appropriately describes both the level of 3. Implementation
responsibility and role of the job. Special Process - Fiscal Year End
3. Structural Change
Can occur due to strategic changes CHAPTER VII
as in the case where a company JOB DESIGN: ROTATION
decides to acquire another business
and must integrate it as well as due to A job rotation program moves employees
operational changes or changes in through a variety of positions a within or
managerial style among departments, enabling them to gain
exposure to different parts of the business
4. People Change while growing and expanding their skill sets
Can become necessary due to other
changes, or sometimes companies Job Rotation
simply seek to change workers' A structured interchange of workers between
attitudes and behaviors in order to different jobs at a certain time intervals.
increase their effectiveness or to
stimulate individual or team creative- Job Rotation is also defined as a
ness. management approach where employees are
shifted between two or more assignments or
The science of organization development jobs at regular intervals of time in order to
was created to deal with changing people on expose them to all verticals of an
the job through techniques such as education organization.
and training, team building, and career
planning.
QUALIFYING EXAM 2024 FOR INCOMING 2ND YEAR
BSBA Maj. in Human Resource Management
HR101: Job Analysis & Design | Sotea, Janelle Alexa A. | 2023-2024
program provided that they fully understand measurements for the three variables needed
the benefits of job rotation, and upper to calculate the Exertion Index (EI).
management is fully committed to it.
Exertion Effort - This rating is based on a
perceived exertion scale which is similar to
DETERMINE JOBS SUITABLE FOR the Borg Scale², with fewer choices (5 rather
ROTATION
than 10-15).
Reactive job rotation reduces employee Exertion Posture - Base this rating upon
exposure to jobs that have been identified as observation of work tasks along your
"high-risk" based on an objective ergonomic knowledge of human movement and joint
assessment. Rotation can be used until posture.
engineering controls are implemented.
Exertions / Minute - Determine the
Proactive job rotation can be implemented frequency of exertions for each muscle group
to prevent muscle fatigue due to exposure to by counting the average number of exertions
job tasks that focus the work load on single in a short sampling period, and then, dividing
muscle groups, and for additional benefits the total number of exertions by the number
outlined above. of minutes observed.
The organizational aspect of the definition Job simplification tools include flow
involves easy-to understand tools, which process charts, flow diagrams, and economy
enable people who are not engineers to study of movements.
their work quickly and with confidence.
Process Charts
The common sense in the definition refers to A simpler form of workflow charting and are
the experience of those people who know the still in regular usage but are less common
most about the work - the people who do it that they once were.
4 COMPONENTS OF
Outline Process Chart
DATA FLOW DIAGRAM
It is known as the simplest form of process
chart and it records an overview or outline of
a process. 1. External entity: an outside system that
sends or receives data, communicating with
Data Flow Diagram the system being diagrammed. They are the
It maps out the flow of information for any sources and destinations of information
process or system. It uses defined symbols entering or leaving the system. They might be
like rectangles, circles and arrows, plus short an outside organization or person, a
text labels, to show data inputs, outputs, computer system or a business system. They
storage points and the routes between each are also known as terminators, sources and
destination. sinks or actors.
One main difference in their symbols is that Job enlargement is a job design technique
Yourdon-Coad and Yourdon- DeMarco use wherein there is an increase in the number of
circles for processes, while Gane and tasks associated with a certain job.
Sarson use rectangles with rounded corners,
sometimes called lozenges.
QUALIFYING EXAM 2024 FOR INCOMING 2ND YEAR
BSBA Maj. in Human Resource Management
HR101: Job Analysis & Design | Sotea, Janelle Alexa A. | 2023-2024
The increase in scope is quantitative in Hulin and Blood (1968) define job
nature and not qualitative and at the same enlargement as the process of allowing
level. individual workers to determine their own
pace (within limits), to serve as their own
Job enlargement is a horizontal restructuring inspectors by giving them responsibility for
method that aims at increase in the workforce quality control, to repair their own mistakes,
flexibility and at the same time reducing to be responsible for their own machine
monotony that may creep up over a period of set-up and repair, and to attain choice of
time. method.
It is also known as horizontal loading in that Frederick Herzberg referred to the addition of
the responsibilities increase at the same level interrelated tasks as 'horizontal job loading"
and not vertically.
It is also called the horizontal expansion of Difference Between Job Enlargement and
job activities. This contradicts the principles Job Enrichment
of specialization and the division of labor
whereby work is divided into small units, each Job enrichment means improvement, or an
of which is performed repetitively by an increase with the help of upgrading and
individual worker and the responsibilities are development
always clear.
Job enlargement means to add more duties,
BENEFITS OF JOB ENLARGEMENT and an increased workload.
CHAPTER X
HERZBERG’S 7 PRINCIPLES TO REVIEW
JOB DESIGN: JOB ENRICHMENT
Least Squares
uses the statistical formula
BASIC COMPONENTS OF
COMPENSATION PROGRAM 8 COMPONENTS OF EFFECTIVE
COMPENSATION PLAN
Base Pay
Refers to the cash that an employer pays for 1. Statement of overall objectives
the work performed 2. Relative importance of compensation
3. Performance measure
note: base pay can be computed by hourly, 4. Competitive reference points
daily-paid or monthly 5. Internal equity and consistency
6. Communication and involvement of
Wages employees
Hourly rate of pay regulated by the Dept. of 7. Competitive positioning
Labor and Employment (DOLE) together with 8. Governance
the National Wages and Productivity
Commission (NWPC) Pay Model
Are used to device new methods in the
note: These are the minimium wage earners payment structure within the organization
Salary
this is usually paid to managers and ESSENTIALS OF SOUND WAGE AND
SALARY ADMINISTRATION
professionals, calculated annually or monthly
and usually fixed amount regardless of the
time rendered 1. Rational Job Analysis
2. Proper Job Evaluation
Benefits 3. In Depth Knowledge about
Includes paid time off, health insurance, Organization & Market Factors
profit sharing, company cars, leave benefits,
QUALIFYING EXAM 2024 FOR INCOMING 2ND YEAR
BSBA Maj. in Human Resource Management
HR101: Job Analysis & Design | Sotea, Janelle Alexa A. | 2023-2024
STEPS IN THE
Objectives of Training & Development:
STEPS IN THE TRAINING PROCESS
● Health and Safety
● Equality and Diversity
● Staff Management 1. Training Needs Analysis
● Soft Skills ➔ This requires data collection in order
to justify the investment for training.
Training ➔ Identify WHO needs training and what
Short-term, specific, task-oriented, and aims KIND of training is needed.
at improving current job performance.
2. Training Design
[Imparting skills for an immediate need] ➔ This relies on the training objectives.
➔ Effective training designs reflect on
Development the learners, instructional strategies,
Long-term, broad, growth-oriented, and aims and how best to transfer the training
at preparing employees for future roles and from class to workplace.
personal growth.
3. Training Delivery
[Long term personal development growth] ➔ A great training plan can be upset by
a poor implementation.
➔ Rely on the training delivery method
THE NATURE OF TRAINING and the choice of trainer.
QUALIFYING EXAM 2024 FOR INCOMING 2ND YEAR
BSBA Maj. in Human Resource Management
HR101: Job Analysis & Design | Sotea, Janelle Alexa A. | 2023-2024
Human Resource Management (HRM) concerned with the obtaining of the proper
A relatively new approach to managing kind and number of personnel necessary to
people in any organization. accomplish organizational goals.
Development of Personnel
this has to do with the increasing skills of the
4 MAIN ACTIVITIES OF HRM employees necessary for proper job
performance through training.
1. Acquisition
2. Development Compensation to Personnel
3. Motivation determination of adequate and equitable
4. Maintenance of Human Resources remuneration of personnel for their
contribution to organization's objectives.
Directing
concerned with initiation of organized action Maintaining Good Industrial Relation
and stimulating the people to work. The intended to reduce strife, promote industrial
personnel manager directs the activities of peace, provide fair deal to workers and
people of the organization to get its function establish industrial democracy.
performed properly.
Record Keeping
Organizing personnel manager collects and maintains
organizing the operative functions by information concerned with the staff of the
designing structure of relationship among organization
jobs, personnel and physical factors.
Human Resource Planning
Personnel manager performs can be defined as the process of determining
(a) preparation of task force manpower requirements and the means for
(b) allocation of work to individuals meeting those requirements in order to carry
(c) integration of the efforts of the task force, out the integrated plan of the organization
(d) coordination of work of individuals with
that of the department. Forecasting
projecting future manpower requirements
Controlling
provides basic data for establishing
standards, makes job analysis and
STEPS IN HR PLANNING
performance appraisal.
diversification give an idea about the volume terms of knowledge, skills and aptitudes.
of future work activity. Each plan can further Employees deficient in qualifications can be
be analyzed into sub-plans and detailed trained whereas employees with higher skills
programs. It is also necessary to decide the may be given more enriched jobs.
time horizon for which human resource plans
are to be prepared. The future organization Matching Demand and Supply
structure and job design should be made It is one of the objectives of human resource
clear and changes in the organization planning to assess the demand for and
structure should be examined so as to supply of human resources and match both
anticipate its manpower requirements to know shortages and surpluses on both the
side in kind and in number. This will enable
the human resource department to know
about overstaffing or understaffing.
Per