JINGJING LABRADOR

BA-MM 201

Position analysis questionnaire or "PAQ" is a method of Job analysis

questionnaire that evaluates job skill level and basic characteristics of
applicants for a set match of employment opportunity.
6 Sections that organize questionnaire
The PAQ was developed with the hope that it could be used with a minimum
of training on the part of the individual who uses it in analyzing a job.
[2]
Compared to many other methods in Job analysis PAQ has been created to
be more effective becoming easy to use for Human resource and trainees,
they are less time consuming to conduct and inexpensive. This
questionnaire's purpose is to further define the duties and responsibilities of
a position in order to determine the appropriateness of the position
classification, essential functions and/or whether or not the position is
exempt from overtime. Position analysis Questionnaire contains 194 items
called "job elements" and consists of six different divisions:
1. Information input
2. Mental processes
3. Work Output
4. Relationships with other persons
5. Job context
6. Job related variables
Task analysis is the process of learning about ordinary users by observing
them in action to understand in detail how they perform their tasks and
achieve their intended goals.
Importance of job analysis
Job analysis is an essential ingredient in designing a sound personnel
programme. Job information gathered from job analysis may be used for
following purposes
Organisation and Manpower PlanningJob analysis is helpful in
organisational planning, for it defines labour needs in clear terms. It
coordinates the activities of the work force and facilitates the division of
work, duties and responsibilities. Thus, it is an essential element of
manpower planning because it matches jobs with them.
Recruitment and SelectionJob analysis indicates the specific job
requirements of each job i.e. skills and knowledge. In this way, job analysis
provides a realistic basis for hiring, training, placement, transfer and
promotion of personnel. Basically, the goal of job analysis is to match the job
requirements with a worker's aptitude, abilities and interests.
Training and DevelopmentJob analysis determines the levels of standard of
job performance. Job analysis provides the necessary information to the

management of training and development programmes. It helps to

determine the content and subject matter of training courses. It also helps in
checking application information, interviewing, weighing test results and in
checking references.
Wage and Salary AdministrationJob analysis is the foundation for job
evaluation. By indicating the qualifications required for doing a specified job
and the risks and hazards involved in its performance, it helps in salary and
wage administration.
Performance AppraisalJob analysis helps in establishing clear cut standards
which may be compared with the actual contribution of each individual. Job
analysis data provide a clear cut performance for every job.
Job Re-engineeringJob analysis provides information which enables the
management to change jobs in order to permit their being manner by
personnel with specific characteristics and qualifications. This takes two
forms - industrial engineering activity and human engineering activity.
Industrial engineers may use the job analysis information in designing the
job by making the comprehensive study. It helps in time study and motion
study and work measurement Human engineering activities such as physical,
mental and psychological are studied with the help of job analysis.
Health and Safety-Job analysis provides an opportunity for identifying
hazardous and unhealthy conditions so that measures may be taken to
minimise the possibility of accidents and sickness corrective.
Job design (also referred to as work design or task design) is the
specification of contents, methods and relationship of jobs in order to satisfy
technological and organizational requirements as well as the social and
personal requirements of the job holder.
Job enlargement is an increase in job tasks and responsibilities to make a
position more challenging. It is a horizontal expansion, which means that the
tasks added are at the same level as those in the current position.

MELANIE FABON
POSITION ANALYSIS QUESTIONNAIRE (PAQ)
a generalized, ordered job analysis survey which examines the kind and degree of work
actions necessitates by a job, instead of the jobs or technologies engaged. It contains
194 items ordered in six sectors: data input- cognitive procedures engaged- unions with
other people- job framework- work output- and other characteristics.
6 Sections that organize questionnaire
The PAQ was developed with the hope that it could be used with a minimum of training
on the part of the individual who uses it in analyzing a job. [2] Compared to many other
methods in Job analysis PAQ has been created to be more effective becoming easy to
use for Human resource and trainees, they are less time consuming to conduct and
inexpensive. This questionnaire's purpose is to further define the duties and
responsibilities of a position in order to determine the appropriateness of the position
classification, essential functions and/or whether or not the position is exempt from
overtime. Position analysis Questionnaire contains 194 items called "job elements" and
consists of six different divisions:
1. Information input
2. Mental processes
3. Work Output
4. Relationships with other persons
5. Job context
6. Job related variables
task analysis
Systematic identification of the fundamental elements of a job,
and examination of knowledge and skills required for the job's performance.
This information is used in human resource
management for developing institutional objectives, training programs,
and evaluation tools. See also activity analysis, job analysis, and performance analysis.
Importance of job analysis
Job analysis is an essential ingredient in designing a sound personnel programme. Job
information gathered from job analysis may be used for following purposes

Organisation and Manpower PlanningJob analysis is helpful in organisational

planning, for it defines labour needs in clear terms. It coordinates the activities of the
work force and facilitates the division of work, duties and responsibilities. Thus, it is an
essential element of manpower planning because it matches jobs with them.
Recruitment and SelectionJob analysis indicates the specific job requirements of
each job i.e. skills and knowledge. In this way, job analysis provides a realistic basis for
hiring, training, placement, transfer and promotion of personnel. Basically, the goal of
job analysis is to match the job requirements with a worker's aptitude, abilities and
interests.
Training and DevelopmentJob analysis determines the levels of standard of job
performance. Job analysis provides the necessary information to the management of
training and development programmes. It helps to determine the content and subject
matter of training courses. It also helps in checking application information, interviewing,
weighing test results and in checking references.
Wage and Salary AdministrationJob analysis is the foundation for job evaluation. By
indicating the qualifications required for doing a specified job and the risks and hazards
involved in its performance, it helps in salary and wage administration.
Performance AppraisalJob analysis helps in establishing clear cut standards which
may be compared with the actual contribution of each individual. Job analysis data
provide a clear cut performance for every job.
Job Re-engineeringJob analysis provides information which enables the management
to change jobs in order to permit their being manner by personnel with specific
characteristics and qualifications. This takes two forms - industrial engineering activity
and human engineering activity. Industrial engineers may use the job analysis
information in designing the job by making the comprehensive study. It helps in time
study and motion study and work measurement Human engineering activities such as
physical, mental and psychological are studied with the help of job analysis.
Health and Safety-Job analysis provides an opportunity for identifying hazardous and
unhealthy conditions so that measures may be taken to minimise the possibility of
accidents and sickness corrective.
job design
Work arrangement (or rearrangement) aimed at reducing or
overcoming job dissatisfaction and employee alienation arising from repetitive
and mechanistic tasks. Through job design, organizations try to raise productivity levels
by offering non-monetary rewards such as greater satisfaction from a sense of personal
achievement in meeting the increased challenge and responsibility of one's work. Job
enlargement, job enrichment, job rotation, and job simplification are the
various techniques used in a job design exercise.
job enlargement
A job design technique in which the number of tasks associated with a job is increased
(and appropriate training provided) to add greater variety to activities, thus reducing
monotony.
Job enlargement is considered a horizontal restructuring method in that the job is
enlarged by adding related tasks. Job enlargement may also result in
greater workforce flexibility.

JHOANA GATILLO
Position Analysis Questionnaire (PAQ)
This is one of the most sophisticated and yet easily administered techniques
to analyze job. It consists of a standard form that takes about two hours to
complete, is easily scored, and is applicable to a wide variety of jobs. The
PAQ analyzes jobs in terms of 187 job elements. These elements are of a
worker-oriented nature, meaning that they characterize or imply the human
behaviors that are involved in various jobs
6 Sections that organize questionnaire
The PAQ was developed with the hope that it could be used with a minimum
of training on the part of the individual who uses it in analyzing a job.
[2]
Compared to many other methods in Job analysis PAQ has been created
to be more effective becoming easy to use for Human resource and trainees,
they are less time consuming to conduct and inexpensive. This
questionnaire's purpose is to further define the duties and responsibilities of
a position in order to determine the appropriateness of the position
classification, essential functions and/or whether or not the position is
exempt from overtime. Position analysis Questionnaire contains 194 items
called "job elements" and consists of six different divisions:
1. Information input
2. Mental processes
3. Work Output
4. Relationships with other persons
5. Job context
6. Job related variables
Task analysis is a way of assessing what people, machines, or a combination
thereof do and why they do it. Analyses examine how and where specific
information flows, how it is modified at various stages (what is done to the

information), who performs those modifications (a computer or person), and

whether he, she, or it is the appropriate vehicle for efficient and effective
completion of those tasks.
Importance of job analysis
Job analysis is an essential ingredient in designing a sound personnel
programme. Job information gathered from job analysis may be used for
following purposes
Organisation and Manpower PlanningJob analysis is helpful in
organisational planning, for it defines labour needs in clear terms. It
coordinates the activities of the work force and facilitates the division of
work, duties and responsibilities. Thus, it is an essential element of
manpower planning because it matches jobs with them.
Recruitment and SelectionJob analysis indicates the specific job
requirements of each job i.e. skills and knowledge. In this way, job analysis
provides a realistic basis for hiring, training, placement, transfer and
promotion of personnel. Basically, the goal of job analysis is to match the job
requirements with a worker's aptitude, abilities and interests.
Training and DevelopmentJob analysis determines the levels of standard of
job performance. Job analysis provides the necessary information to the
management of training and development programmes. It helps to
determine the content and subject matter of training courses. It also helps in
checking application information, interviewing, weighing test results and in
checking references.
Wage and Salary AdministrationJob analysis is the foundation for job
evaluation. By indicating the qualifications required for doing a specified job
and the risks and hazards involved in its performance, it helps in salary and
wage administration.
Performance AppraisalJob analysis helps in establishing clear cut standards
which may be compared with the actual contribution of each individual. Job
analysis data provide a clear cut performance for every job.
Job Re-engineeringJob analysis provides information which enables the
management to change jobs in order to permit their being manner by
personnel with specific characteristics and qualifications. This takes two
forms - industrial engineering activity and human engineering activity.
Industrial engineers may use the job analysis information in designing the
job by making the comprehensive study. It helps in time study and motion
study and work measurement Human engineering activities such as physical,
mental and psychological are studied with the help of job analysis.
Health and Safety-Job analysis provides an opportunity for identifying
hazardous and unhealthy conditions so that measures may be taken to
minimise the possibility of accidents and sickness corrective.

Job design
is a systematic and purposeful allocation of tasks to individuals and groups
within an organization.
Job enlargement is another method of job design when any organization
wishes to adopt proper job design it can opt for job enlargement. Job
enlargement involves combining various activities at the same level in the
organization and adding them to the existing job. It increases the scope of
the job. It is also called the horizontal expansion of job activities.
JOCELYN KILATON
JOB ANALYSIS QUESTIONNAIRE
Job analysis questionnaires are structured tools used to gather information about work as it is
performed in each organization
6 Sections that organize questionnaire
The PAQ was developed with the hope that it could be used with a minimum of training on the
part of the individual who uses it in analyzing a job.[2] Compared to many other methods in Job
analysis PAQ has been created to be more effective becoming easy to use for Human
resource and trainees, they are less time consuming to conduct and inexpensive. This
questionnaire's purpose is to further define the duties and responsibilities of a position in order to
determine the appropriateness of the position classification, essential functions and/or whether or
not the position is exempt from overtime. Position analysis Questionnaire contains 194 items
called "job elements" and consists of six different divisions:
1. Information input
2. Mental processes
3. Work Output
4. Relationships with other persons
5. Job context
6. Job related variables
Task analysis is a term covering several techniques. Common elements for the techniques is that
they all describe interactions between humans and their environments in a systematic way. Task
analysis can be defined as the study of what a user is required to do, in terms of actions and/or
cognitive processes, to achieve a system goal. Task analysis therefore is a methodology which is
supported by a number of techniques to help the analyst collect information, organise it, and then
use it to make various judgements or design decisions.
Importance of job analysis
Job analysis is an essential ingredient in designing a sound personnel programme. Job
information gathered from job analysis may be used for following purposes

Organisation and Manpower PlanningJob analysis is helpful in organisational planning, for it

defines labour needs in clear terms. It coordinates the activities of the work force and facilitates
the division of work, duties and responsibilities. Thus, it is an essential element of manpower
planning because it matches jobs with them.
Recruitment and SelectionJob analysis indicates the specific job requirements of each job i.e.
skills and knowledge. In this way, job analysis provides a realistic basis for hiring, training,
placement, transfer and promotion of personnel. Basically, the goal of job analysis is to match
the job requirements with a worker's aptitude, abilities and interests.
Training and DevelopmentJob analysis determines the levels of standard of job performance.
Job analysis provides the necessary information to the management of training and development
programmes. It helps to determine the content and subject matter of training courses. It also
helps in checking application information, interviewing, weighing test results and in checking
references.
Wage and Salary AdministrationJob analysis is the foundation for job evaluation. By
indicating the qualifications required for doing a specified job and the risks and hazards involved
in its performance, it helps in salary and wage administration.
Performance AppraisalJob analysis helps in establishing clear cut standards which may be
compared with the actual contribution of each individual. Job analysis data provide a clear cut
performance for every job.
Job Re-engineeringJob analysis provides information which enables the management to
change jobs in order to permit their being manner by personnel with specific characteristics and
qualifications. This takes two forms - industrial engineering activity and human engineering
activity. Industrial engineers may use the job analysis information in designing the job by
making the comprehensive study. It helps in time study and motion study and work measurement
Human engineering activities such as physical, mental and psychological are studied with the
help of job analysis.
Health and Safety-Job analysis provides an opportunity for identifying hazardous and unhealthy
conditions so that measures may be taken to minimise the possibility of accidents and sickness
corrective.
Job Design
Job design is the process of Work arrangement (or rearrangement) aimed at reducing or
overcoming job dissatisfaction and employee alienation arising from repetitive and mechanistic
tasks. Through job design, organizations try to raise productivity levels by offering non-monetary
rewards such as greater satisfaction from a sense of personal achievement in meeting the
increased challenge and responsibility of one's work. Job enlargement, job enrichment, job
rotation, and job simplification are the various techniques used in a job design exercise.
Job Enlargement is the horizontal expansion of a job. It involves the addition of tasks at the
same level of skill and responsibility. It is done to keep workers from getting bored. It is different
than job enrichmen