JOB ORDER AND HUMAN

RESOURCE DESIRE
CABIGUEN, GLENDYL
FACTOR, JOSELLE MAY
ROCES, JESSA
How do you define what purpose or
contribution the employee will hold after
getting hired ?

 Brief revealed in job description.

At the time of hiring, the detail of the contribution
is revealed to the employee.

 Individuals who are clear about their

responsibility and accountability perform
accordingly and eventually gain job satisfaction
and job recognition sooner or later.
What is the rule of functional heads
in job analysis and job design?

 Functional heads tell the HR-need of recruitment.

 Information about the grade, responsibilities and

rule of the new recruit decided by functional
heads.
When is the job specification common
between different job rules and when is
it different between different job rules?

 There are job specification that are common for

all kind of jobs. Siemens has a few common
requirements for all kind of jobs for example,
Proficiency in MS office, written and verbal
communications skills, flexibility in terms of
location and travelling.
 Rest of the specifications depends on the kind of

job marketing/ sales / engineering.

How do you consider employees knowledge
skills while designing jobs?
Employees knowledge skills are a
requirement in any job
 Find employees who  It required provide
best fit the technical special training to the
and non technical new recruits to fit
requirements for the them technically into
job. the job.
How do you design jobs on the basis of job functions and club different functions into a job descriptions ?
Function that are similar to each other are clubbed together keeping the following factors in mind;

 Education and qualification requirements.

 Experience requirements of the work.
 Levels of difficulty and complexity.
 Similar skills and effort.
 Level of responsibilities.
How frequently is the employees work reviewed by the supervisor?

 Mid year reviews

 End year reviews
 Round table conference including employees

direct supervisor, business unit head and

business unit HR.
 Each employees performance discussed and

final decisions regarding increments and

promotions made.
What factors does the company consider while
providing increment and promotion to an employee?

Performance and
60% contribution in Productivity%
employees project
performance

Conducting
increment Innovation and trainings for
s development other
employees
40%
department
s Measure to
performanc save cost and
e time.
How do job description and specification
change with the change in technology?
 With change in technology, skill and technical
requirements change for a job.
 All jobs are reviewed twice a year and changes

are made accordingly.

 Audits are conducted once a year and job

descriptions are reviewed.

How does type and size of organization
affect while developing job description?
Different companies have highly unique job title
that are specific to their industries.

Small organizations Large Organizations

• Less time and • Large number of

resources department and
• Few position titles job titles
• Less time to write • Employees whose
job description. job includes
designing job
descriptions.
What should be the format or final form of
a job description/specification?

 Job title
 Job code for referencing system
 Job location
 Job grade
 Title of supervisor
 Pay range
 Job functions included
How much explanation does the company
give in a job description/ specification?

 Brief of the job explaining general

characteristics
 Listing only major functions or activities

involved.
 High level of clarity conveyed in a few words.
How do you describe an employees authority and
responsibility in a job description?
The following are formally and clearly defined in a job
description.

Control and Employees

Performance
responsibilit authority
expectations
ies and duties