A Research Paper
Submitted in Partial Fulfillment
Of the requirements in EN1023
(Writing in the Discipline)
Polytechnic University of the Philippines
I would like to extend my profound gratitude to the following whose valuable assistance has made this research project possible. This report has highly helped to expand my knowledge regarding Job Analysis and how the work goes on.
Dr. Winefredo Ranes, Professor and adviser, for his assistance, guidance, constructive criticism, and for imparting the principles of research that geared towards the improvement of this study.
Members of the families, for the understanding, and providing financial and moral support.
Classmates and friends, for the help, and assistance, and guidance.
And most of all, to GOD ALMIGHTY, without WHOM everything is not possible. HE who gave me strength, courage, and perseverance when doing this work.
TABLE OF CONTENTS
TITLE PAGE I
LIST OF TABLES III
LIST OF FIGURES IV
CHAPTER 1 - THE PROBLEM AND ITS BACKGROUND
Statement of the Problem 2 Scope and Limitation 3
CHAPTER 2 - REVIEW OF LITERATURE
Conceptual Review 5 Job Analysis 6 Job Specification and Job Description 10 Job Design 11
CHAPTER 3 – METHODOLOGY
Data Gathering Procedure
CHAPTER 4 - PRESENTATION, ANALYSIS, AN D
CHAPTER 5 - SUMMARY OF FINDINGS, CONCLUSIONS, AND
Summary of findings
CHAPTER – 1
THE PROBLEM AND ITS BACKGROUND
Job analysis is a very important human resources function. It involves matching the employee with the most appropriate skills to the best suited job position at the most opportune time. The Human Resources department and management define job descriptions and specifications for each position within the organization. Each position in the organization is unique and, therefore, has different needs and necessities. The skills, past experience and education qualifications differ for each job. Companies undertake job analysis to understand the requirements for the job. This is a mechanism through which the company fixes on duties, responsibilities and authority for each of its positions. Through this, it is able to define the skill set needed for each job. The human resource department prepares this analysis for each job in the organization and then appoints the...