6

CHAPTER

Process Model of job Organization and

information

Job Organization and

Information

The function of job organization and information

is an offshoot of the organization structure which
clearly delineates the different departments, divisions
section and units in light of its philosophy resources
and needs. It is the analysis and evaluation of each job
that exists within the organization. It is a detailed,
organized and systematic study of jobs. The entire
process of job org. and information involves 3 steps: Job
analysis, Job design and job evaluation.

JOB ANALYSIS
This Phase consists of the determination of the
duties, responsibilities, working conditions and working
relationships of and between jobs and the qualifications
of the employee who should man each job.
This method and procedure is highly complicated
utilizing observation, interview, questionnaire survey or
a combination of the three techniques.
Job analysis has two phases; job description and
Job specification. While Job description or position
description gives the what in a job, job specification
identifies who should qualify for the job.

JOB DESCRIPTION
This refers to the content of the job, specifically
the following items: job title, code number,
division/department, nature of the job, duties and
responsibilities, methods and tools used, hours of work,
the person the worker is responsible to, funds and
properties responsible for, compensation and benefits,
hazards and risks, potentialities for promotion.

JOB SPECIFICATION
This record is an enumeration of the
qualifications of the employees who is supposed to be
appointed for the job that is described. It specifies the
educational qualifications of the employee who is
supposed to be appointed for the job that is described
It specifies the educational qualifications, work
experiences, psychological traits, particularly the
mental and personality characteristics health status,
special qualifications like age, sex, status and special
skills needed.

Public Organization Samples

Unlike those used in private organizations, the
Position Description Form in government agencies
follows the same format and content as authorized by
the Civil Service Commission.

Who does the job analysis?

The Human Resources Department is tasked to
prepare job descriptions and job specifications with the
cooperation of the line departments. In big and medium
scale organizations, depending on the resources, either
a job analyst who is a specialist in this area is hired and
is a permanent staff of the department or a
management consulting group that does a job analysis
is commissioned for this purpose.

Uses of Job
Information

analysis

Records

and

1. Serve as a guide to job applicants in their

description making of entry into the organization.
2. Make the organizing and re-organizing processes
in the entire org smooth and systematic.
3. Assist in the Hiring of personnel
4. Serve as standard for performance evaluation
5. Are used as guides for orientation and training.
6. Are used as basis for job evaluation
7. Serve as a guide to determine movement of
employees
8. Promote wholesome relationships among staff
and employees of the organization.

JOB DESIGN

Who does Job Evaluation?

According to Carrell and Kuzmits, Job Design

determines what work is done and, therefore, greatly
affects how an employee feels about a job, how much
authority an employees has over and work, how much
decision making the employee has on the job, and how
many tasks the employee has to complete. Managers
realize that job design determines both their working
relationships with their employees and the relationships
among the employees themselves Parameters under
consideration in job designing include job rotation, job
enlargement, job enrichment, autonomous work
groups, work simplification, robotics, work environment,
quality of working life(QWL) programs, quality
circles(QCs).

It should be done by a professional expert

or group either of the Human Resources Department or
of an external organization that is commissioned by
management.

Generally, job designs are made up by the

Production/Operations Department of an Organization.
The Human Resources Department is only co-opted for
its advice and suggestions on how job content and
technology affect human behavior and vice versa. Job
designing,
therefore,
is
the
domain
of
the
Production/Operations Department.

JOB EVALUATION
Job evaluation is the costing of each job
attaching to its proper money value. It is also called job
rating or job valuation.

Four standard approaches used

evaluation as given by Robbins.

in

job

1. Ranking method. Jobs are arranged in a simple

rank order from highest to lowest.
2. Classification or grading method. Key
components or factors in each job as found in the
job analysis are isolated.
3. Point method. The components in each job are
determined like responsibility, effort and skills
and points are allocated to each component.
4. Factor Comparison. From a cross section of
jobs, key jobs are chosen as standards and as
representative of duties and responsibilities.

Main use of Job Evaluation. Job Evaluation serves

as a tool for compensation system. The job rating plan
provides information and clues that can be used as a
framework for the entire organizations compensation
administration program which should be reviewed
periodically.

Prepared by:
Group 6
Charlyn De Jesus
SeychelleCereno
Christine Mancenido
Fetil