Professional Documents
Culture Documents
responsibilities that go with jobs, and of grouping similar positions into job categories.
Job Description --- A list that a person might use for general tasks, or functions, and
responsibilities of a position. It may often include to whom the position reports, specifications
such as the qualifications or skills needed by the person in the job, and a salary range.
Job Profile --- Describes the job in terms of key result areas and functions and roles and
competencies.
Job Specification --- Indicates the qualifications in terms of skills, experience, training, and
other special qualifications as well as the traits required of the worker to satisfactorily perform
the job.
Position Analysis Questionnaire ---- An instrument based on the statistical analysis of worker-
oriented job elements developed by McCormick, Jeanneret and Mechan, consists of 194 items
covering the following categories:
Information input – where and how the worker gets information used for the job
Mental process – the reasoning, planning, and decision-making involved in the job
Work output – the physical activities performed by the worker and the tools or
equipment used
Relationships with other persons
Job context – physical and social contexts in which the work is done
Job Components Inventory --- Initiated in Britain, is a practical tool used in curriculum
development of career guidance and broad-based training
Interview --- To obtain a whole perspective of the job, it is better for you to interview the
employee and the immediate superior in their work place
Observation --- Some jobs are better understood by observation. So, do go to the workplace
and observe the people at work.
Draft and Review --- When you have adequately obtained job information, you are now
ready to write the job description and job specification.
Job Evaluation --- The process of determining the work of one job in relation to the other
jobs in company.
Equal pay for equal work – Those doing essentially the same work as expected to
receive the same pay
Differences in pay must be based on differences of work – Differences are the result
of complexity of duties and responsibilities, degree of skill required for the job, or
impact of the work or operations
Pay levels must be related to existing community pay scales – Paying at levels
comparable to those paid by the community or industry for similar work prevents
costly ‘’pirating’’ and reduces unplanned turnover due to inferior fare rates
Caution on Job Evaluation – Exercise caution in job evaluation. It is not guaranteed to
solve all problems in compensating employees.