After being a teacher for six years, it feels weird to not have any teaching load for this schoolyear. Apparently, I am to handle the coordinatorship when the incumbent PS coordinator, T. Joy, leaves for the States. Apart from this gargantuan responsibility, I am to assist in HR matters, specifically, job analysis. Graduating with a degree in Psychology does not make me an expert in the area. However, I do intend to read about the matter, and probably seek expert help through my blog page…
www.job-analysis.net offers a brief but useful info about job analysis:
Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgements are made about data collected on a job.
The Job; not the person An important concept of Job Analysis is that the analysis is conducted of the Job, not the person. While Job Analysis data may be collected from incumbents through interviews or questionnaires, the product of the analysis is a description or specifications of the job, not a description of the person.
In my organization, we are actually planning to ask employees to fill out forms that would help us in our attempt to conceptualize a job design for each position. The forms are still pending for review. Anyway, our head suggested defining each department’s key results areas first- in a framework format, prior to this plan. Suggestions as to what else needs to be done are welcome…
