Summary Reviewer

1.

Job Analysis and Evaluation

 Job Analysis: This involves systematically gathering information about a job to

understand its requirements. This includes:
o Tasks: What are the specific duties and responsibilities of the job?
o Knowledge, Skills, and Abilities (KSAs): What knowledge, skills, and

abilities are needed to perform the job effectively?
o Working Conditions: What are the physical and environmental conditions
of the job?
 Job Evaluation: This involves determining the relative worth of different jobs
within an organization. This helps to ensure fair compensation and create a
system that values different roles appropriately.
o Methods: Common methods include job ranking, job classification, and
point-factor methods.
2. Legal Issues in Employee Selection Discrimination Laws:

The legal process and employee selection in the Philippine setting are governed by a
complex web of laws and regulations enforced by various government agencies,
including the Department of Labor and Employment (DOLE), the National Labor
Relations Commission (NLRC), and the Commission on Human Rights (CHR). Here's a
breakdown of relevant Republic Acts (RA) under each agency:
Department of Labor and Employment (DOLE)
 RA 7277, Magna Carta for Disabled Persons: This law mandates equal
employment opportunities for persons with disabilities and prohibits
discrimination in hiring and employment. [4]
 RA 10173, Data Privacy Act of 2012: This law governs the collection,
processing, and storage of personal data, including that of job applicants.
Employers must obtain consent and ensure the security of personal
information. [2] [5]
 RA 10869, Job Start Philippines Act: This law encourages employers to hire
graduates of the Job Start program, giving preference to these individuals in the
selection process. [5]
 RA 11166, Philippine HIV and AIDS Policy Act: This law prohibits
discrimination against individuals based on their HIV status, including in the
hiring process. [5]
 PD 442, Labor Code of the Philippines: This law establishes the basic
framework for labor relations, including provisions on employment contracts,
probationary periods, and termination of employment. [4]
National Labor Relations Commission (NLRC)
 RA 875, Labor Code of the Philippines: The NLRC is responsible for resolving
labor disputes, including those related to unfair labor practices, discrimination,
and termination of employment. [4]
Commission on Human Rights (CHR)
 RA 10361, Domestic Workers Act: This law protects the rights of domestic
workers, including those related to fair employment practices and non-
discrimination. [5]
 RA 6725, Anti-Discrimination Law: This law prohibits discrimination based on
age, race, gender, disability, religion, and other factors. [2]
Key Considerations for Employers:
 Non-discrimination: Employers must ensure that their selection processes are

fair and do not discriminate against any individual based on protected
characteristics. [2]
 Data Privacy: Employers must comply with the Data Privacy Act and obtain
consent before collecting and processing personal data of job applicants. [2] [5]
 Transparency: Employers should communicate job requirements clearly and
maintain transparency throughout the selection process. [2]
 Written Contracts: While not always legally required, written employment
contracts are recommended to clearly outline the terms and conditions of
employment. [5]
Additional Notes:
 This is not an exhaustive list of all relevant laws and regulations. Employers
should consult with legal counsel to ensure compliance with all applicable laws.
 The Philippine legal landscape is constantly evolving, so it's important to stay
updated on any changes or new legislation.
: This involves adhering to ethical principles and avoiding discriminatory practices in the
recruitment and selection process.
 Affirmative Action: This refers to programs designed to increase opportunities

for historically disadvantaged groups in employment.
3. Employee Selection: Recruiting and Interviewing
 Recruitment: This involves attracting qualified candidates for open positions.

Methods include:
o Job Advertising: Posting job openings on online job boards, company
websites, and other platforms.
o Networking: Utilizing professional connections and referrals to find
candidates.
o Employee Referrals: Encouraging current employees to refer potential
candidates.
 Interviewing: This involves structured conversations with candidates to assess
their qualifications and fit for the role.
o Types of Interviews: Common types include structured interviews,
behavioral interviews, and situational interviews.
4. Employee Selection: References and Testing
 References: This involves contacting previous employers or other references to

gather information about a candidate's work history and performance.
 Testing: This involves using standardized tests to assess a candidate's abilities,
skills, and personality.
o Types of Tests: Common types include aptitude tests, personality tests,
and skills assessments.
5. Evaluating Selection Techniques and Decisions
 Validity: This refers to the extent to which a selection method accurately predicts
job performance.
 Reliability: This refers to the consistency of a selection method over time.
 Legal Compliance: Ensuring that all selection methods are legal and do not
violate any discrimination laws.
6. Evaluating Employee Performance
 Performance Appraisals: This involves formally assessing an employee's

performance against established standards.
 Feedback Systems: Providing regular and constructive feedback to employees
about their performance.
 Goal Setting: Setting clear and measurable goals for employees to help them
focus their efforts and track progress.
7. Designing and Evaluating Training Systems
 Needs Assessment: Identifying the training needs of employees based on job

requirements and performance gaps.
 Training Design: Developing training programs that are effective, engaging, and
relevant to the needs of employees.
 Training Delivery: Implementing training programs using various methods such
as classroom instruction, online learning, and on-the-job training.
 Evaluation: Assessing the effectiveness of training programs by measuring their
impact on employee performance and organizational outcomes.

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1.

Job Analysis and Evaluation

 Job Analysis: This involves systematically gathering information about a job to

o Knowledge, Skills, and Abilities (KSAs): What knowledge, skills, and

2. Legal Issues in Employee Selection Discrimination Laws:

Department of Labor and Employment (DOLE)

National Labor Relations Commission (NLRC)

Commission on Human Rights (CHR)

Key Considerations for Employers:

 Non-discrimination: Employers must ensure that their selection processes are

 Affirmative Action: This refers to programs designed to increase opportunities

3. Employee Selection: Recruiting and Interviewing

 Recruitment: This involves attracting qualified candidates for open positions.

4. Employee Selection: References and Testing

 References: This involves contacting previous employers or other references to

5. Evaluating Selection Techniques and Decisions

6. Evaluating Employee Performance

 Performance Appraisals: This involves formally assessing an employee's

7. Designing and Evaluating Training Systems

 Needs Assessment: Identifying the training needs of employees based on job

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