Name: Yzel O.

Alfeche Date: 02-05-2024

I/O Psychology – PSYCH 3A

KSAO #3: Job Analysis and Evaluation

Knowledge Skills Abilities Other Characteristics

• Knowledge about the specific • Communications skills for • Provide accurate job • Capability to research and stay
tasks and duties associated communicating with descriptions and requirements updated on industry trends,
with a job, involving break employees, supervisors, and to facilitate effective regulations, and job market
down of job responsibilities other stakeholders to gather recruitment and hiring. conditions affecting job roles.
into detailed components. information and ensure a • Ability to document and • Understanding and adhering to
• Identifying the skills, abilities, comprehensive understanding organize job analysis findings ethical standards, particularly
and competences needed for of the job. effectively. when dealing with sensitive
effective job performance. • Analytical skills to break down • Ability to analyze data and employee information.
• Knowledge about the work complex job roles into specific identify patterns. • Familiarity with HR principles,
environment, including tasks, skills, and competencies. • Being meticulous in data policies, and practices to align
physical needs, safety issues, • Proficiency in conducting collection and documentation job analysis findings with
and any job-related interviews to gather relevant to ensure accuracy and broader organizational goals.
requirements. information from employees, completeness in job reports. • Clearly articulate the roles and
• Determine the educational managers, and subject matter • Ability to address challenges responsibilities associated with
background, experience, experts about job duties and and solve problems that may each position within the
qualifications, or licenses requirements. arise during the job analysis, organization.
 required for successful job • Organizational skills for ensuring a comprehensive • Establish a basis for
performance. managing and organizing data, understanding in job roles. determining fair and equitable
• Understanding the documentation, and • Ability to use tools and compensation and benefits
interpersonal relationships and information gathered during software used in job analysis, packages for employees.
communication requirements the job analysis process. including survey tools, data • Use job analysis insights to
of the job, such as team • Interpersonal skills for analysis software, and HR inform workforce planning and
collaboration or client building relationships with information systems. organizational development
interactions. employees, managers, and • Being able to handle sensitive strategies.
• Creating explicit performance team members to foster information and make ethical • Review and update job
expectations and benchmarks cooperation and open decisions while conducting descriptions to reflect any
to assess work performance. communication during analysis analysis. changes in responsibilities or
• Familiarity with various data process. • Ability to identify specific requirements.
collection methods for • Effective management and training needs and areas for • Share results of job analysis to
gathering job-related coordinating multiple tasks and professional development facilitate better understanding
information, such as deadlines involved in job based on job requirements. and decision-making.
interviews, surveys, and analysis projects. • Being able to use analysis data
observations. to evaluate and appraise
employee performance
objectively.
Name: Yzel O. Alfeche Date: 02-05-2024
I/O Psychology – PSYCH 3A

KSAO #4: Legal Issues in Employee Selection

Knowledge Skills Abilities Other Characteristics

• Understand fair and lawful • Analytical skills to analyze • Adhere to legal and ethical • Uphold ethical standards,
employment practices, complex legal situations, guidelines to ensure fairness, ensuring HR practices align
ensuring that hiring decisions interpret regulations, and equal opportunity, and with legal requirements and
are based on merit and job- assess their impact on HR compliance with relevant ethical considerations.
related criteria. policies. employment laws. • Updated on the changes in
• Knowledge with the legal • Communication skills to • Ability to protect employees employment laws and
aspects of employment clearly communicate legal who report illegal activities regulations, adapting HR
contracts, including terms and information to employees and within an organization. practices accordingly.
conditions of employment, colleagues, both verbally and • Demonstrate the capability to • Flexible and adaptable to
non-compete clauses, and in writing, ensuring identify legal challenges, changes in legal requirements.
confidentiality agreements. understanding and compliance. develop solutions, and mitigate • Updated on legal landscapes,
• Knowledge about wage and • Skill in reviewing and risks within HR context. participate in ongoing
hour laws to ensure understanding employment • Ability to mediate disputes and professional development to
compliance with minimum contracts, agreements, and resolve conflicts in a legally remain informed about
wage, overtime, and working legal documents relevant to compliant manner, fostering changes in employment laws.
hour requirements. HR matters. positive workplace relations.
• Knowledge with labor laws • Thoroughly document HR • Pay close attention to details • Assess legal risks associated
including discrimination, processes, decisions, and when reviewing legal with HR decisions and
harassment, and workplace actions to maintain a clear documents to ensure accuracy policies, and implement
safety regulations. record of legal compliance. and compliance. strategies to minimize potential
• Awareness of laws protecting • Collaboration skills to work • Handle sensitive information liabilities.
employee privacy, especially with legal professionals, with confidentiality, • Offer sound legal advice to
regarding personal information ensuring HR policies align particularly when dealing with management and HR staff
and monitoring of employees. with broader legal strategies legal matters and employee regarding employment matters,
• Understand legal requirements and compliance goals. privacy. balancing business needs with
for terminating employees, • Skills in resolving workplace • Ability to negotiate and draft legal requirements.
including notice periods, conflicts and disputes in a employment contracts, • Conduct thorough and
severance packages, and the legally manner, possibly ensuring legal compliance and unbiased investigations into
documentation needed to through mediation or protection of the organization’s HR-related complaints,
support termination decisions. alternative dispute resolution interests. ensuring proper documentation
• Awareness of the legal methods. • Develop and implement HR and adherence to legal
implications of using social policies that align with legal procedures.
media in the hiring process and requirements, promoting fair
addressing employee behavior working environment.
on social platforms.