15 February 2015

PSY 113-I/O PSYCHOLOGY

JOB DESCRIPTION
Group 4: Rank and File

By:
AMAKIRI, Edward
CRUZAT, Queene
DELGADO, Jodelyn
HIPOLITO, Roselyne
NAMUJHE, Jess
NICOLAS, Anne

AMAKIRI EDWARD I
Clerical Officer
Brief Summary
A clerical officer, you will be responsible for undertaking a range of clerical duties and providing
excellent customer service including general office duties, as well as working with a team to
provide a high standard of admin duties. With good telephone skills and the ability to deal with
the general public on a daily basis, have a positive approach to customer care and be confident in
communicating clients.
Duties
Performing data entry duties
Producing and providing invoices to clients
Answering customer enquiries
Undertaking filing duties
Maintaining databases and office supplies
Carrying out general admin duties
Tools and Equipment
Computers
Fax Machine
Copier
Multi-Lined Telephones
Authority
You shall only perform duties/ functions stated in the job and as relates to clerical officers, any
such function that is outside the duties of clerical officers shall not be performed by you, unless
so requested by management.
Supervision
You will be answerable to the senior clerical officer, who in turn will be answerable
administrative officer of the organization and will be overseen by the manager of the
organization.
Qualifications/ Educational attainment
Minimum of 3 GCSEs at Grade C or above, or equivalent, including English and Maths
Good general standard of literacy
Knowledge and Experience
Previous clerical work including data input
Previous typing experience
Experience in customer service organization

Skills and Abilities

Good communication and interpersonal skills
Basic IT skills
Flexible able to multi task and prioritize
Understanding of the need for confidentiality
Good team player
Experience and skills required:
Must have experience in administration
Must have experience in data entry
Must have experience in invoicing and customer service
Computer literacy skills and experience
Good communication skills
Salary/ Benefits
P14, 629 per month with flexible benefits

CRUZAT, Queene Lorraine

Compensation and Benefits Analysts
A. JOB DESCRIPTION
Compensation and Benefits Analysts support the Compensation and Benefits Manager to ensure
employee packages are in alignment with company policies and guidelines, are competitive, and
are compliant with legal and fiscal regulations.
Successful Compensation and Benefits Analysts are strong guardians of company values and
principles. They have strong interpersonal skills and are approachable, responsive, results
oriented, proactive, and trustworthy.

B.

Responsibilities and Duties

Ensure compensation and benefits standards comply with company policies and/or other
regulations or legislation.
Analyze, review, recommend, and obtain approval for changes to compensation and benefits at
the country level.
Assist in development of home country policies and procedures to support the compensation and
benefits function.
Participate in market and salary surveys.
Monitor reviews of compensation and benefits packages to maintain market positioning.
Answer employee queries on compensation and benefit matters.
Coach and assist in development of new team members.
Participate in due diligence during mergers and acquisitions.
Coordinate communication of compensation and benefits information to employees and other
HR groups.
Assist in job evaluations and the annual merit process as required.
Help prepare government filings, plan audits, or other tax-reporting requirements.
Ensure compliance with Data Privacy and Protection Guidelines.
C.

Tools and equipment used

Desktop calculator 10-key calculators

Hard disk drives Electronic storage devices
Laser fax machine Laser facsimile machines
Personal computers
Photocopiers Photocopying equipment
D.
Technology used in this occupation:
Data base user interface and query software Clayton Wallis CompGeo Online
Professional Forecast Library; Microsoft Access; O*NET OnLine *; Salary.com

Document management software Actuarial Systems Corporation Document Generation

and Management System; Document management system software
Enterprise resource planning ERP software Lawson software; PeopleSoft Enterprise
Human Capital Management; SAP ERP Human Capital Management; SAP software
Human resources software Actuarial Systems Corporation AIM; Ultimate Software
UltiPro Workplace; Workscape Outsourced Employee Benefits Administration; Xactly
Compel
Time accounting software ADP Enterprise eTime; Kronos Workforce Timekeeper; Sage
Abra
f.
*candidate must possess at least a bachelors/college Degree, any field.
*required skills: 2 years background in compensation and benefits, good communication skills,
salary survey participation, job level/salary review and analysis, health insurance and benefits
administration, MS Excel
*required language: English
*at least 2 years of working experience in the related field is required for this position.
*applicants must be willing to work in 6676 ayala Ave. the enterprise center Makati city
*preferably 1-4 years experienced employees specializing in human resources or equivalent.
g. salary
Salary Range
According to the U.S. Bureau of Labor Statistics, 94,710 people worked nationwide as benefits
and compensation analysts as of May 2011. They earned an average annual wage of $61,030, or
$29.34 an hour. The best-paid 25 percent earned $73,170 annually or more, with the best-paid 10
percent earning $91,220 and up per year. The lowest-paid 25 percent, on the other hand, earned
$44,990 or less per year, with the bottom 10 percent making $36,830 or less per year.

DELGADO , Jodelyn
Recruitment Consultants
a. Brief Summary
Recruitment consultants are responsible for attracting candidates and matching them to
temporary or permanent positions with client companies. They work with client companies,
building relationships in order to gain a better understanding of their recruitment needs and
requirements.
Recruitment consultants attract candidates by drafting advertising copy for use in a wide range of
media, as well as by networking, headhunting and through referrals. They screen candidates,
interview them, do background checks and finally match them to their clients. Consultants also
provide advice to both clients and candidates on salary levels, training requirements and career
opportunities.
b. Specific Duties

using sales, business development, marketing techniques and networking in order

to attract business from client companies;

visiting clients to build and develop relationships;

developing a good understanding of client companies, their industry, what they do

and their work culture and environment;

advertising vacancies by drafting and placing adverts in a wide range of media,

for example newspapers, websites, magazines;

using social media to advertise positions, attract candidates and build

relationships with candidates and employers;

headhunting - identifying and approaching suitable candidates who may already

be in work;

using candidate databases to match the right person to the client's vacancy;

receiving and reviewing applications, managing interviews and tests and creating
a shortlist of candidates for the client;

requesting references and checking the suitability of applicants before submitting

their details to the client;

briefing the candidate about the responsibilities, salary and benefits of the job in
question;

preparing CVs and correspondence to forward to clients in respect of suitable

applicants;

organizing interviews for candidates as requested by the client;

informing candidates about the results of their interviews;

negotiating pay and salary rates and finalizing arrangements between client and
candidates;

offering advice to both clients and candidates on pay rates, training and career
progression;


working towards and exceeding targets that may relate to the number of
candidates placed, a value to be billed to clients or business leads generated;

Reviewing recruitment policies to ensure effectiveness of selection techniques and

recruitment programs.
c. Tools and Equipment Used
Fax machine
Computer/Phone
d. Authorities
interview people looking for work, and record relevant personal and work details to match them
with appropriate jobs
receive and record job vacancy information from employers
e. Degree of Supervision
Senior Consultant
f. Qualification Requirements
- Educational Attainment
A degree in any discipline is acceptable for entry into the profession, although a qualification in
some subjects such as psychology, business studies or management can be advantageous. There
is strong competition for vacancies at graduate level, so relevant administrative, commercial,
sales or personnel work experience is normally beneficial. Experience appropriate to the
recruitment area may be necessary in some fields such as law and accountancy.
- Knowledge
Entry without a degree is possible for those with relevant experience, skills and abilities.
Postgraduate study is not essential. You may find that relevant experience and skills are more
useful. Work experience in sales, marketing or any customer-oriented role is useful for starting a
career in the recruitment industry. Active membership of student societies may also help you
provide evidence that you have the necessary skills.
- Skills and Ability

Good intuition and understanding of people's qualities

Good analytical and decision-making skills
Good oral and written communication skills
Tactful and discrete when dealing with people.
Creativity and Tenacity.
Sales and Negotiation Skills
Problem-solving ability
Time management and Organizational Skills
- Experience

 Some new recruitment consultants are graduates. Previous experience in sales, marketing or
customer services could help you get into this type of work without a degree. You could also get
into recruitment through an Apprenticeship. Getting experience in a recruitment agency will give
you the opportunity to meet and network with people who already work in the industry. Your
contacts could help you understand the industry better and may help you find longer term paid
work in recruitment.
g. Salary
Recruitment consultants with one to five years experience usually earn $55K-$90K
(NZD) or 1,815,349.18 2,970,571.39 PHP.
h. Benefits

Gain access to a wide range of employers and employees

Reduce the amount of time taken up by in-house recruitment
Get advice and information about the current market
Get advice on employment law
Extensive training program and ongoing support
Regular incentives: lunch clubs, holidays, Phone
Excellent social able working atmosphere with Fun day Fridays
Potential for international travel to meet clients and candidates

HIPOLITO, Roselyne Gomez

Human Resources Assistant
a. Brief Summary
The Human Resources assistant helps the administration with their daily human resources
function and duties They contribute assists with the implementation of services, policies, and
programs amongst the employees. The Human Resources Assistant reports to the HR director
and helps company managers with HR issues.
b. Specific Duties

Operate on customer service functions by replying to employee requests and questions

Updates HR spreadsheet with employee
Assists with recruitment and the interview process
Assists with employee relations and preparation of the performance revew forms
Helps the HR Director with research or special projects
Makes photocopies, faxes documents and perform other clerical functions
Files papers and documents and performs other clerical functions
c. Tools and Equipment Used

Fax Machine
Scanners
Photocopier
Printer
Desktop Calculators
Paper Punching or Binding machine
d. Authorities

The Human Resource Assistant is responsible for assisting the administration on day to day
human resources duties and responsibilities. The Human Resource Assistant helps the director
with work-related projects and perform basic clerical functions

e. Degree of Supervision

 Human Resources Assistant is under supervision by the HR Director and Sr. Human Resources
Manager
f. Qualification Requirements
- Educational Attainment
Obtained a High School Diploma (GED)
Recommended but not required, an Associates degree or Bachelors degree in human resource
management, business or any related field
- Knowledge
Personnel and Human Resources: Knowledge of the procedures and moral codes for personnel
recruitment, selection, training, compensation and benefits, and personnel information systems
Customer and Personal Service: Knowledge of principles and processes for serving customer and
personal services, meaning customer needs assessment, meeting quality standards for services
and evaluation of customer satisfaction.
Administration and Management: Knowledge of business and management principles including
strategic planning, human resources modeling, leadership technique, protection methods and
coordination of people and resources
- Skills and Ability

Computer software and data entry skills

Interpersonal skills
Oral Comprehension
Deductive Reasoning
Oral Expression
Written Comprehension

- Experience
Human Resource Assistant must have previous work-related experience. They need one or two
years of training consisting of on-the-job experience and informal training with experienced
workers.
g. Salary

 Entry Level: 152, 421 Php annually

h. Benefits

Compensation
Vacation, holiday and Sick pay
Tuition reimbursement
Retirement Plan
Group Medical, dental, life, disability and EAP insurances

NAMUJHE, Jessica
Payroll Specialist

Brief Summary
Maintains and processes payroll records and reports for accounting of salary/wages due,
accruals, deductions and other payroll functions. Acts as a resource and provides leadership to
subordinates. Incumbents perform duties similar to the Payroll Assistant classification, but are
distinguished in that specialists typically are assigned more technical responsibilities, have
expertise in most areas of the payroll function to enable them to be a resource to payroll
assistants, make independent judgements within established limits and have some lead
responsibilities.
Duties:
Reviews, analyzes and checks payroll reports for accuracy and makes necessary adjustments
or corrections through journal entries or other established procedure.

Completes appropriate forms to adjust wage/salary account funds or to correct or balance a

special situation.

Researches, analyzes and resolves difficult or technical problems or questions presented by

other workers, faculty, staff, students or outside agency representatives using knowledge of
common problems and of entire payroll function.

Recommends or participates in the development of new procedures and policies related to

payroll operations utilizing knowledge of university, state and federal policies and regulations.

Compiles financial, tax and payroll reports for both internal and external purpose; submits to
supervisor for review.

Acts as liaison with staff, faculty, administrators and students in answering questions,
providing alternatives and facilitating decision-making.

Coordinates schedules and conducts training sessions for departmental payroll

representatives to explain payroll policies and procedures, state and federal regulations and laws.

Prepares correspondence of a technical nature pertaining to payroll issues.

Coordinates and interacts with federal and state agencies on issues pertaining to employee
compensation and deductions.

Compiles and analyzes payroll data, makes recommendations and determinations and
prepares related reports.

Tools and equipment used:

Positions in this class may require prolonged sitting and CRT viewing. Some positions may
require a Class D Driver's License. This class specification is intended to indicate the basic
nature of positions allocated to the class and examples of typical duties that may be assigned. It
does not imply that all positions within the class perform all of the duties listed, nor does it
necessarily list all possible duties that may be assigned.
Authorities:
Provides work direction to other District departments, assigned payroll staff, temporaries and
students.
Degree of Supervision:
This position reports to the Payroll Coordinator and/or Payroll Supervisor; receives general
direction regarding routine and standard matters and specific instructions regarding non-routine
and sensitive matters.
Qualification Requirements:

Knowledge of payroll principles, practices, regulations and procedures.

Skill in evaluating and analyzing technical payroll activities.

Skill in both verbal and written communication.

Knowledge of accounting practices and procedures.

Skill in preparing detailed reports.

Skill in performing detailed computations.

Accurate and rapid data entry skills

Knowledge of current payroll related laws and regulations

Highly organized and detail oriented

Excellent communication skills oral and written; able to communicate effectively with all
levels within the organization.

Advanced HRIS and Microsoft Office skills

Demonstrated ability to analyze problems and develop creative solutions

Demonstrated ability to work in a fast-paced office environment with specific deadlines.

Excellent customer service skills.

Ultipro experience is a plus

Educational attainment/ experience:

Four years of related experience which includes two years of clerical accounting experience; OR,
Any equivalent combination of experience and/or education from which comparable knowledge,
skills and abilities have been achieved.

Salary:
P 31,000 per month

Benefits:
Medical benefits are awarded to a fair number, and a strong majority earn dental coverage

NICOLAS, Anne Rafayelle L

Recruitment Specialist

a. Brief Summary
The recruitment specialist is responsible for the monitoring and improvement of the
recruitment process in the organization. The specialist evaluates different recruitment channels
and sources and their performance for particular job positions. The specialist recommends best
performing recruitment agencies and channels to be used. The optimization of the recruitment
budget is another focus.
b. Specific Duties
Analyzes the recruitment process performance, prepares the recruitment dashboards, presents
dashboards, recommends changes to the recruitment process and implements changes
Analyzes the performance of recruitment agencies, the cost per hire, time to hire and
recommends changes and improvements
Tracks the list of the recruitment agencies and their terms and conditions; introduces
standardized terms and conditions for the recruitment vendors if possible
Analyzes the recruitment software and recommends and implements changes to it
Measures the performance of HR Recruiters and provides feedback to them
Identifies difficult job vacancies and investigates the best recruitment approach for them
Analyzes the recruitment software and implements changes and improvements
Keeps the documentation of the recruitment process up to date
Trains new HR Recruiters (induction program)

c. Tools and Equipment Used

Tools used in this occupation:
Inkjet Printers - Office inkjet printers
Notebook computers - Laptop computers
Photocopiers - photocopying equipment
Scanners - Computer scanners
Video Cameras - Web conferencing cameras

Technology used in this occupation:

Customer relationship management CRM software - Applicant tracking software; Vendor
management
Data base user interface and query software - Database software; Google; LinkedIn; Microsoft
Electronic mail software - Email software; Microsoft Outlook
Human resources software - Ad Cast; Human resource information system HRIS software; VCT
Time accounting software - Kronos Workforce Payroll; MPAY Millennium
d. Authorities
The Enrollment and Recruitment Manager, COB is supervised by the Dean of the College
of Business and may supervise full-time, part-time and student employees.
e. Degree of Supervision
Typically, little, if any, supervision of others is required. The job may require irregular but
occasional responsibility to direct the work of student workers and/or temporary or part-time
workers. The nature of supervision is largely confined to assigning tasks to others and does not

include a full range of supervisory responsibilities. The amount of time spent on directing the
work of others is normally a small portion of total work time.
f. Qualification Requirements
- Educational Attainment
Bachelors degree in Human Resources or related field or equivalent combination of education
and work experience (Required)

- Knowledge
Knowledge and understanding of the guiding principles for employment diversity in higher
education.
Knowledge and understanding of higher education and/or public sector recruitment and
employment processes.
Knowledge of organization structure, staffing patterns, and job design.
Knowledge of on-line, electronic job application systems and processes.
Knowledge of recruitment advertising and marketing techniques and best practices.
Effective speaking and writing skills and the ability to address small and large groups.
- Skills and Ability
Strong interpersonal skills and the ability to effectively communicate with a wide range of
individuals and constituencies in a diverse community.
Ability to provide clear technical guidance and instruction to non-technical personnel.
Ability to compose and edit written materials.
Strong interpersonal skills and the ability to work effectively with a wide range of constituencies
in a diverse community.
Ability to use independent judgment and to manage and impart information to a range of
clientele.
- Experience
Minimum of 5 years recruiting experience required
Experience with recruiting in the utility industry preferred
Experience with developing and administering effective employee recognition and service
programs preferred
g. Salary
Entry Basic Salary - Php 13,000.00

h. Benefits
SSS
PAG-IBIG
PHILHEALTH
13th Month Pay
Paid Leaves