job analysis monika final print

A

PROJECT REPORT

ON

“ A Study of JOB ANALYSIS OF SAISUN GROUP OF COMPANY”

submitted in partial fulfillment of degree of

MASTER OF BUSINESS ADMINISTRATION

RANI DURGAWATI VISHWAVIDHALAYA JABALPUR

GLOBAL NATURE CARE SANGATHAN’S GROUP OF INSTITUTION, JABALPUR (M.P.)

Submitted by

Monika Agrawal

MBA 3RD SEM

Mrs. GeetaRai

Roll No : 14142084

Enrolment No BE9281

Under the Supervision of

SESSION 2015-16

GLOBAL NATURE CARE SANGATHAN GROUP OF INSTITUTION, JABALPUR (M.P.)

DEPARTMENT OF MANAGEMENT

STUDENT DECLARATIONI MONIKA AGRAWAL(MBA 3rd Semester) hereby declare that the

project entitled “ A Study of JOB ANALYSIS OF SAISUN GROUP OF

COMPANY”Submittedin partial fulfillment of the requirement for the

degree of MASTER OF BUSINESS ADMINISTATION to Rani

DurgawatiVishwavidyalaya Jabalpur.

This is my original work and that no part of this report has been

submitted for the award of any other degree,diploma,fellowship or

other similar titles or prizes and that the work has not been published

in any journals or magazines.

Signature

Name : MONIKA AGRAWALRoll No : 14142084EN NO: BE9281Date:


DEPARTMENT OF MANAGEMENT

ACKNOWLEDGEMENT

I extend my special gratitude to our beloved H.O.D.of MBA department

MR. SHAILENDRA BASEDIYA and all faculty members.

I wish to acknowledgement my sincere gratitude and indebtedness to

my project guide MRS. GEETA RAI

MONIKA AGRAWAL MBA 3rdsem


CERTIFICATE OF GUIDE

This is to certify that the project report entitled “A STUDY OF JOB ANALYSIS OF

SAISUN GROUP OF COMPANY”submitted byMONIKA AGRAWAL (MBA 3rd

Semester , Roll No 14142084 E/ No BE9281) in partial fulfillment of the degree

ofMASTER OF BUSINESS ADMINISTRATION of Rani

DurgavatiVishwavidayalayahas worked under my supervision and guidance.

The candidate is regular student of our institution. This report is upto the

standard both in respect of its contents and literacy presentation for being

referred to all examiner.

Signature

Date : Mrs. GeetaRai

Global Nature Care Sangathan’s

Group of Institutions, Jabalpur


DEPARTMENT OF MANAGEMENT~

**CERTIFICATE OF HOD**

This is certify that project entitled “ A Study of JOB ANALYSIS OF SAISUN

GROUP OF COMPANY”which is being submitted by MONIKA AGRAWAL of MBA

III semestermay be accepted towards partial fulfillment of master of business

administration with specialization in HR / Marketing.

Date : Prof. ShailendraBasedia

[H.O.D.]

Faculty of Management GNCSGI Jabalpur

INDEX

Sr. No. Topic PAGE

NO

1 Company Profile

2 Executive Summary

3 Objective of the study

4 Introduction

5 Research Methodology

6 Data Analysis and Interpretation

7 Finding

8 Suggestion

9 Conclusion

Questionnaire

Bibliography

SAISUN COMPANY PROFILE

ABOUT SAISUN :

SaiSun,a fastest growing ISO 9001 : 2008 certified , multi-process human resource outsourcing

consulting group having Global Presence.

Mr. ShaleshRaj pal is the Managing Director of SaiSun Group of company& also the member of

Executive Board of Global Group of Institutions.

An MBA from a premier Institute &certificate course in Management from University of

Australia. He started his own company in 2006, after having vast experiencein Human Resource

Management area. Under his guidance, SaiSun Group has become a dynamic business reality .

An astute businessman, his keenness for perfection& an eye for minute detail added with his firm

belief in his vision has taken SaiSun Group to reach unbelievable success in such a short span of

time.

“ The problem of unemployment is not actually poor demand of people by the industry , but

rather the unavailability of well trained and oriented candidates who can perform in their jobs”.

SAISUN, a fastest growing Multi Process Human Resource Outsourcing Company in India.

With a vision to make SAISUN a leader in MPHRO and largest staffing Solution Provider

Globally.SAISUN seek to achieve clients delight through excellence in providing services ,

based on Transparency & Loyalty. SAISUN is focused on providing end to end solutions for all

types of Staffing and Employee related functions.We manage HR Consultancy and a range of

Temporary and permanent services for leading global organizations. Company deploys a cogent

mix of best experts, strong methodologies, process and domain specific knowledge and

technological expertise to execute the out sourced Business processes to near perfection …

Domain Expertise IT & Non IT

SAISUN SERVICES

1. Recruitments (Domestic PAN India & International)

2. Staffing Solutions through Third Party Payroll

3. Payroll Outsourcing

4. Campus Recruitments

5. Mass Scale Human Resource Provider in Government Sector through Tenders.

6. Customized House Keeping Services in Government Sector.

VISION AND MISSION

VISION :

To emerge as the best HR service provider in the world and be the most respected and sought –

after consulting firm for clients and employees.

MISSION :

To make SaiSun a pioneer in the MPHRO and largest staffing solution provider

globally. SaiSun seeks to achieve clients delight through excellence in providing services based

on creative combination of transparency, hard work and loyalty.

SiaSun is focused on providing end to end solution for all types of staffing and employee related

problem.

VISION AND VALUES :

At SaiSun , we believe that our success is best reflected through your success.

BE VALUE:

Partnership: WE act as an extension of our client’s office and work closely to

provide you with decisive and dedicated support. We understand what matters to you the most

and deliver accordingly.

INTEGRITY:

In a demanding business with high expectations and standards, we

honestly represent our clients to candidates and our candidates to clients. We do not

promise what we cannot deliver.

CONFIDENTIALITY:

We accord the highest respect to information that we have been entrusted.

SAISUN HIGHLIGHTS

An ISO 9001: 2008 certified company.

PAN India& Global Presence.

170 + strong & experienced Team.

Highest salary offered for COO / CEO - 92 lacs.

Having more then 4500 employees on our payroll under flexi- staffing.

Placed more then 11,000 senior level candidates till date in India & Overseas.

Empanelled with 500 + Multinational & Corporate Companies.

Started our journey with Recruitment in 2006 & later diversified into 10 new

business models.

Offices in Kenya / Mumbai / Ahmadabad / Banglore / Orissa / Bhopal / Delhi /

Chandigarh.

Overseas placement in US / Uk / Canada /Ukraine / South Africa / Dubai

/Afghanistan etc.

SAISUN SERVICES

Temporary staffing : The Temporary Staffing business division of SaiSun

offers flexible and cost effective solutions and address the headcount needs and

limitations of a client squarely.

Recruitment Solutions : The Recruitment Solutions that is offered by Saisun

helps recruiters with the non – core processes in recruitment

Payroll Process Outsourcing :The Payroll Outsourcing business of Saisun

offers error fre payroll processing to our clients through a fully customized

payroll engine that helps to process multiple clients with varied complexity.

Campus Hiring : The Campus Hiring is a cutting edge portal where colleges

and companies come together for the common purpose of recruitment of

students.

High End Solutions : This business vertical takes care of the COO /

CEO / CXO / CFO level hiring. We have an exclusive& experienced team

dedicated for the top

FACILITY MANAGEMENT SERVICES : The Facility Management

divisions takes care of outsourcing the housekeeping/facility management services

as per the need of the Corporate Sector or Public Sector.

STATUTORY COMPLIANCE OUTSOURCING: The Statutory

Compliance Outsourcing business of SaiSun offers knowledge and insights that

are imperative to getting the business statutorily and legally compliant.

SAISUN METHODOLOGY

IDEOLOGY

Progress is impossible without change and those who cannot change their Minds, cannot change analysis.

SAISUN SELECTION PROCESS:

Job Analysis.

Sourcing of the candidates.

Initial Screening.

Inteview.

Final Interview.

Job Offer.

JOB ANALYSIS :

The first step in selection process is analyzing the job. Job analysis

consists of two parts :

1. Job Description.

2. Job Specification

Proper job analysis helps the job properly. Accordingly, the right candidates may apply for

the job, thus saving a lot of time and effort of the selection.

SOURCING OF THE CANDIDATES :

Here are the various ways of the hiring is mention :-

Head Hunting.

Mass Mailing.

Portals- Nakri.com / Monster.

Advertising.

Job Positing.

References.

INITIAL SCREENING :

This is the way of checking the candidates on the general personality, age, qualification,

communication , family background of the candidate. The candidate may also be

informed of salary , working conditions , etc.

INTERVIEW

O2O Interaction with HR.

FEEDBACK :

This is the step in which we Generally take the feedback of a candidate whether

candidate suitable or not.

OFFER THE JOB & FORMALITIES :

Before making a job offer , the candidates may be subjected to one more oral

interview to find out their interest in the job and their expectations, At this stage,

salary and other perks may be negotiated.

Benefits for clients

Focus on delivery of specialized activity / functions.

Manage unexpected business Demands / manpower.

Staffing flexibility- Managing short – term & temporary business needs.

Screen candidates for permanent employment.

Reduce HR Administration on cost and time involvement.

Feedbacd and mentoring sessions with the Associates based on the client’s

feedback.

Comprehensive Regulatory 7 Statutory compliance.

EXECUTIVE SUMMARY

Managing human resource in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has lead to increase trends in employee maintenance, job security, etc. My research project deals with “Job Analysis as carried out at Saisun Group of Company.” In this report, I have studied and evaluate the job analysis process as it is carried out in the company.

Job Analysis is a systematic process of identifying and determining the particular job, its duties, requirements and the relative importance of these duties for a given job. It is a process where judgments are made through data collected on a job.

An important concept of Job Analysis carried out by the Graph Method and the analysis is conducted of the Job. While Job Analysis data is collected through various means like interviews or questionnaires, the product of the analysis is a job description, job specification, a structured interview plan and rating scale.

OBJECTIVES OF THE STUDY

To review the human resources department.

Analysis of the functionalities of human resources department.

To do a comparative analysis of the organization with the other in the same business

and capacity .

Finding out the weaknesses, short comings, strengths and beauties of the human

resource department.

To put some suggestions & recommendations for the development and polishing of the

human resource department.

To know the process of job analysis of an organization.

To study the system and the method of job analysis in SaiSun Group of Company.

To study the impact of job analysis on employee job satisfaction.

INTRODUCTION

Job Analysis is one of the most important functions of Human Resource Manager.

Performance Appraisal , Job Designing, Personnnel selection, employee training, career

development and planning are among the many activities that depends upon the

information gathered in the job analysis.

MEANING OF JOB ANALYSIS :

Job and Analysis are two different words. Job means combination of all types

of works, Duties and responsibilities assigned to an employee relating to his employment.

Analysis means a process of deep examination. When job and Analysis are merged

together, it gives birth to a new word, “ JOB ANALYSIS” The term, ‘ Job Analysis’ is also

knownas “Job Review”, or “Job Study.”

JOB ANALYSIS :

DIFINITION OF JOB ANALYSIS :

“ Job Analysis is a systematic exploration, study and recording the responsibilities, duties,

skills, accountabilities, work environment and ability requirements of a specific job.”

Bayers and Rue

“Job Analysis is the process of studying and collecting information relating to the

operations and responsibilities of a specific job”.

Edwin B. Flippo

“ A job analysis is an accurate study of the various components of a job. It is concerned not

only with an analysis of the duties and conditions of work, but also with the individual

qualifications of the worker”.

Blum.

“ Job analysis is the process of critically evaluating the operations, duties and relationship

of the job “

Scott, Clothier and Spriegel

In simple words Job Analysis is a formal programme which examines the tasks, duties and

responsibilities contained in an individual unit of work.

What to Collect during Job Analysis ?.

Job Content :It contains information about various job activities included in a

specific job. It is a detailed account of actions which an employee needs to perform

during his tenure. The following information needs to be collected by a job analyst:

Duties of an employee.

What actually an employee does.

Machines , tools and equipments to be used while performing a specific job .

Additional tasks involved in a job.

Desired output level ( What is expected of an employee ? )

Types of training required.

Job Context: Job context refers to the situation or condition under which an

employee performs a particular job. The information collection will include:

Working Conditions.

Risks involved.

Whom to eport

Who all will report to him or her.

Hazards

Physical and mental demands.

Judgements.

Well like job content, data collected under this category are also subject to change

according to the type of job in a specific division or department.

Job Requirements :This include basic but specific requirements which make

a candidate eligible for a particular job. The collected data includes:

Knowledge or basic information required to perform a job successfully.

Specific skills susch as communication skills, IT skills, operational skills,

motor skills, processing skills and so on.

Pesonal ability including aptitude, reasoning, manipulative abilities, handling

sudden and unexpected situations, problem-solving ability, mathematical

abilities and so on.

Educational Qualifications including degree, diploma, certification of license.

Personal Characteristics such as ability to adapt to different environment,

endurance, willingness, work ethic, eagerness to learn and understand things,

behavior towards colleagues , subordinates and seniors, sense of

belongingness to the organization, etc

For different job, the parameters would be different. They depend upon the type of job,

designation, compensation grade and responsibilities and risks involved in a job.

Purpose of Job Analysis

The main purpose of conducting a job analysis process is to use this particular information to create a right fit between job and employee, to assess the performance of an employee, to determine the worth of a particular task and to analyze training and development needs of an employee delivery that specific job.

Rcruitment and Selection :Job Analysis helps in determining what kind of

person is required to perform a particular job. It points out the educational

qualifications, level of experience and technical, physical, emotional and personal

skills required to carry out a job in desired fashion. The objective is to fit a right

person at a right place,

Performance Analysis : Job Analysis is done to check if goals and objectives of

a particular job are met or not. It helps in deciding the performance standards,

evaluationcriteria and individual’s output. On this basis, the overall performance of an

employee is measured and he or she is appraised accordingly.

Training and Development : Job Analysis can be used to assess the

training and development needs of employees. The difference between the expected

and actual output determines the level of training that need to be imparted to

employees. It also helps in deciding the training content, tools and equipments to be

used to conduct training and methods of training.

Compensation Management : Of course, job analysis plays a vital role in

deciding the pay packages and extra perks and benefits and fixed and variable

incentives of employees. After all, the pay package depends on the position, job tile

and duties and responsibilities involved in a job. The process guides HR managers in

deciding the worth of an employee for a particular job opening.

Uses Of Job Analysis

Job analysis helps to prepare sound human resource practice and policies. Because job analysis

provides a deeper understanding of the behavioral requirements of the job, it plays a vital role in

the defense of employment practices. Following are the main importance and uses of job

analysis:

HR PlanningPerformance Appraisal

1. HR Planning

Job analysis provides useful information for human resource planning. It is the foundation for

forecasting demand for and supply of human resources in an organization. It is also necessary for

preparing HR inventory and HR information system in the organization.

2. Recruitment And Selection

Job analysis provides necessary information for conducting recruitment and selection of

employees in the organization. Recruitment generates a pool of candidates who are willing to

perform in the organization, whereas selection selects the best suited candidate out of the

available candidates who are supposed to perform well in the organization.

3. Training And Development

Up-to-date description and specification statements help to ensure the requirement of training

and development needs in the organization. By comparing knowledge and skill of current

employees with the expected level of performance, the need of training and development

requirement can be assessed.

4. Compensation Management

Job analysis provides necessary information for managing compensation of employees. It helps

to rank the job in order to determine pay surveys. Hence, it helps in compensation decisions.

5. Performance Appraisal

Job analysis helps to appraise the performance of employees by providing clear cut standards of

performance for each job. It compares each employee's actual performance with the

predetermined standards.

6. Information Of Duties

Job analysis provides valuable information regarding the duties and responsibilities of an

incumbent through job description statement. It also provides the content and skill requirement

of each job.

7. Health And Safety

In course of job analysis, certain unsafe environmental and operational conditions or personal

habits are discovered and thus, that may lead to safety improvements.

JOB DESCRIPTION :

CONCEPT :

One of the main end products of a job analysis is Job Description. Job Description

is a broad, general and written statement of a specific job based on the findings of a job

analysis. It generally includes duties, purpose, responsibilities, scope and working

conditions of a job along with he job’s tittle and the name or designation of the person to

whom the employee reports. Job description usually forms the basis of Job Specification .

It is generally regards as a legal documents. It is an outline of what the job consists of.

Definition : “ A job description is a word picture (in writing ) of the organizational

relationship, responsibilities and specific duties that constitute a given job or specific.”

Paul Pigors and Charles Myers

CONTENTS OF JOB DESCRIPTION

Job Title:Tells about the job title, code number and the department where it is to done.

Job Summary :A brief write up-about what the job is all about.

Job activities :

JOB SUMMARYJOB ACTIVITIES WORKING CONDITIONSSOCIAL ENVIRONMENTJOB TITLE

A description of the tasks done, facilities used, extent of supervisory help, etc.

Working conditions :The physical environment of job in terms of heat, light , noise and other hazards.

Social EnvironmentSize of work group and interpersonal interactions required to do the job.

General Purpose of Job Description

General purpose job description are used by organization to find the very basic information about

a particular job opening. Though data includes worker’s duties but does not contain sub tasks,

performance standards and basis for evaluating jobs and establishing right compensation

packages.

Specific Purpose of Job Description

Specific purpose job description includes detailed information about job responsibilities of an

employee. It also ccovers sub tasks, essential functions and detailed job duties. It involves huge

amount of details such as what an employee needs to do, how it is to be done and what are the

performance standards, etc.

Benefits of Effective Job Descriptions

There are 4 key benefits to effective job descriptions:

1) Better Recruitment

Well-written job descriptions serve as communication tools that allow both employees and

candidates to clearly understand the expectations of the role, its essential duties, and the required

competences, educational credentials, and experience for the role. By doing this well, it can

improve both internal and external recruitment, and can retain and motivate the best talent by

BETTER RECRUITMENT PEOPLE PLANNING

ensuring that employee expectations are aligned with business expectations of what the role

entails.

2) Better Compensation Data

While the direct compensation probably shouldn’t be on the job description, the job description

should allow you to do research to determine the market value of that role. It should also allow

HR to assess the internal value too – to see how it fits within your compensation structure as

compared to other jobs.

If done well, the job description will help HR assess where the job falls within any existing pay

structures so that you don’t create inequity or compression issues when filling the role.

3) Legal Compliance

While maintaining job descriptions is not required by law, doing so can help your organization

stay in compliance with many existing employment laws. Here are some examples:

Fair Labor Standards Act. Your job description can help to ensure proper classification of roles

as exempt vs. non-exempt, which will then affect the overtime eligibility of the person filling the

role.

Equal Pay Act of 1963. This law is aimed at abolishing disparity based on gender. Obviously,

your job description should not indicate that there are gender pay differences or bias.

Title VII of the Civil Rights Act of 1964. This prohibits unlawful discrimination against any

individual with respect to hiring, compensation or other terms, conditions and privileges of

employment based on race, color, religion, sex or national origin. By matching up the best

candidates based on factors that are relevant – as noted in the job description – you’ll be able to

better prove that employment decisions were taken based on the ability to perform the job, not

based on illegal factors.

Occupational Safety and Health Act (OSHA). By describing the working conditions in your job

description, you also set out how to safely perform the job. This is also an opportunity to note

whether the employee will need to be able to perform hazardous activities.

Equal Employment Opportunity. Be sure your job description allows you to conduct a fair

interviewing and hiring process without leaving out any groups of potential candidates.

Age Discrimination in Employment Act. Job descriptions should not discriminate on the basis of

age unless there is a valid reason for doing so.

Americans with Disabilities Act. The job description can be an essential component in

determining the essential functions of the job when working out reasonable accommodations

for disabled individuals. The job description should directly specify the essential and non-

essential job functions, and should be periodically reviewed for accuracy on this point.

4) People PlanningPeople planning is critical to the company’s business plan. In order to execute and measure success of the goals and objectives for the organization the following people components are vital:

Headcount – both current and gaps. A full list of job descriptions across the organization shows all of the roles for the organization, and thus can show what roles are not filled and help with future planning.

Succession planning. Job descriptions can note the role of the position within the organization and the future career path so that recruitment is forward-looking to future roles. Hiring managers can then consider candidate fit for not just the current vacancy, but also consider the fit of the individual for future advancement.

Training, development, and performance. Job descriptions can be matched up with the performance evaluation system to identify areas where additional training is needed.

Job Specification

CONCEPT:

Job specification specifies information about the skills or qualities requiredfor doing the job. Job specification is also called as Man or Employee Specification.

Job Specification is a statement which tell us minimum acceptable human qualities which helps to perform a job. Job specification translates the job description into human qualifications so that a job can be performed in a better manner. Job Specification helps in hiring an appropriate person for an appropriate position.

Job specification is also known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities

involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability.

DEFINITION :

“ A job specification is a statement of the minimum acceptable human qualities necessary to perform a job properly.”

CONTENTS OF JOB SPECIFICATION :

PHYSICAL SPECIFICATION:These specifications include physical features like, weight, health, age, height, vision,

hearing capacity to use and operate machines, tools, equipments,etc. Physical

specifications vary from job to job.

MENTAL SPECIFICATION:

CONTENT OF JOB SPECIFICATION

Mental specifications consist of decision making ability, creativity , analytical ability, judgements,

memory, data interpretationability, etc.

EMOTIONAL AND SOCIAL SPECIFICATION:Emotional and social specifications comprises stability , flexibility, adaptability, personal

appearance, drive, initiative to lead a team, to maintain interpersonal relationships, etc.

OTHER PERSONAL SPECIFICATION:Other personal specifications include education, family, backgrounf, job experience, extra

curricular activities , sex, hobbies, etc.

Purpose of Job Specification

Described on the basis of job description, job specification helps candidates analyze

whether are eligible to apply for a particular job vacancy or not.

It helps recruiting team of an organization understand what level of qualifications,

qualities and set of characteristics should be present in a candidate to make him or her

eligible for the job opening.

Job Specification gives detailed information about any job including job responsibilities,

desired technical and physical skills, conversational ability and much more.

It helps in selecting the most appropriate candidate for a particular job.

Job description and job specification are two integral parts of job analysis. They define a job

fully and guide both employer and employee on how to go about the whole process of

recruitment and selection. Both data sets are extremely relevant for creating a right fit between

job and talent, evaluate performance and analyze training needs and measuring the worth of a

particular job.

ADVANTAGES OF JOB ANALYSIS

1..Present immediate information: after the process is finished, we can obtain job-

related information such as tasks, responsibilities, duties, risks and hazards and not to mention

the skills and abilities needed to perform the job.

2. Assist in designing the requirements to perform a job: perhaps is the

most important result of job analysis. Job description is the result of job analysis which informs

us which person qualifies to fill in a certain job, what qualities and requirements needed to work.

3.Assist in the hiring process: Employer sometimes has difficulties when to recruit the

right candidate. Job analysis is the answer. Job analysis process gives answers how employers

can create, establish and maintain effective hiring practices.

. 4..Helps in performing evaluation and appraisal processes: it is quite a

troublesome for managers when performing evaluation and appraisal evaluation. They need to be

objective and have to use the right tool. Job Analysis helps managers evaluating the performance

of employees by comparing the standard or desired output with delivered or actual output. On

these bases, they appraise their performances. The process helps in deciding whom to promote

and when. It also guides managers in understanding the skill gaps so that right person can be fit

at that particular place in order to get desired output.

5.Assists in delivering appropriate training: it is one important function of HRD to

deliver training for the employees. The suitable training will increase the productivity however

how do we know which training is suitable for the employees? Job analysis can answer that

question.

6. Assists in Deciding Compensation Package for a Specific Job: A genuine

and unbiased process of job analysis helps managers in determining the appropriate

compensation package and benefits and allowances for a particular job. This is done on the basis

of responsibilities and hazards …

DISADVANTAGES OF JOB ANALYSIS

1. .Subjective matters:it is a challenging job for a job analyst to avoid personal biasness

when observing a target employee. The feelings of likes and dislikes may interfere with the job

analyst when collecting genuine and accurate data.

2. Lengthy projects:the most frustrating part when a job analyst doing his job is this

requires lots of time: this is time consuming to collect the data needed.

3. . Require lots of human efforts:with so many people involved, there’s no wonder that

doing job analysis is quite troublesome. The process involves lots of human efforts.

4. .Source of Data is Extremely Small:Because of small sample size, the source of

collecting data is extremely small. Therefore, information collected from few individuals needs

to be standardized.

5. Unqualified Job Analyst: the skilled and qualified job analyst is a must. He/she needs to

master the appropriate skills to conduct the process. Training for a job analyst has to be

completed in order to get authentic data.

6. Mental Abilities Cannot be Directly Observed: Last but not the least, mental

abilities such as intellect, emotional characteristics, knowledge, aptitude, psychic and endurance are

intangible things that cannot be observed or measured directly. People act differently in different

situations. Therefore, general standards cannot be set for mental abilities.

JOB ANALYSIS METHOD

Most Common Methods of Job Analysis

1.Obsevation Method : A job analyst observes an employee and records all his

performed and non – performed task, fulfilled and un fulfilled responsibilities and duties,

methos, ways and skills used by him or her to perform various duties and his mental or

emotional ability to handle challenges and risks.

This particular method includes three techniques :Direct

observation, Work Methods Analysis and Critical Incident Technique. The first method

includes direct observation and recording of behavior of an employee in different

situations.

The Secondinvolves the study of time and motion and is specially used for assembly line or

factory workers .

The Third one is about identifying the work behaviours that result in performance.

Interview Method :In this method, an employee is interviewed so that he or she

omes up with their own working styles, problems faced by them, use of particular skills and

techniques while performing their job and insecurities and fears about their careers.

This methods helps interviewer know that what exactly an employee thinks about his or her

own job and responsibilities involved in it. It involves analysis of job by employee himself.

In order to generate honest and true feedback or collect genuine data, questions asked

during the interview should be carefully decided. And to avoid errors, it is always good to

interview more than one individual to get a pool of responses. Then it can be generalized

and used for the whole group.

Questionnaire Method : Another commonly used job analysis method is getting the

questionnaires filled from employees, their superiors and managers. However, this method also

suffers from personal biasness. A great care should be takes while framing questions for different

grades of employees.

Job Analysis Process

An effective and right process of analyzing a particular job is a great relief for managers. It helps

them to maintain the right quality of employees, measure their performance on realistic tandards,

assess their training and development needs and increase their productivity. Let’s discuss the job

analysis process and find out how it serves the purpose.

Identification of Job Analysis Purpose :Well any process is futile until

its purpose is not identified and defined. Therefore, the first step in the process is to

determine its need and desired output. Spending human efforts, energy as well as money

is useless until HR managers don’t know why data is to be collected and what is to be

done with it.

Who Will Conduct Job Analysis ?

The second most important step in the process of job analysi is to decide who will

conduct it. Some companies prefer getting it done by their own HR departments while

some hire job analysis consultants, Job Analysis consultants may prove to be extremely

helpful as they offer unbiased advice, guidelines and methods. They don’t have any

personal likes and dislikes when it comes to analyze a job.

How To Conduct The Process :

Deciding the way in which job analysis process needs to be conducted is surely the next

step. A planned approach about how to carry the whole process is required in order to

investigate a specific job.

Strategic Decision Making :

Now is the time to make strategic decision. It’s about deciding the extent of employee

involvement in the process, the level of details to be collected and recorded, sources from

where data is to be collected , data collection method, the processing of information and

segregation of collected data.

Training of Job Analyst :

Next is to train the job analyst about how to conduct the process and use the selected

methods for collection and recording of job data.

Preparation of Job Analysis Process :

Communicating it within the organization is the next step . HR managers need to

communicate the whole thing properly so that employees offer their full support to the

job analyst. The stage also involves preparation of documents, questionnaires, interviews

and feedback forms.

Data Collection :

Next is to collect job-related data including educational qualifications of employees, skills and

abilities required to perform the job., working conditions, job activities, reporting. Hierarchy,

required human traits, job activities, duties and responsibilities involved and employee behavior.

Documentation , Verification and Review :

Proper documentation is done to verify the authenticity of collected data and then review it. This

is the final information that is used to describe a specific job.

Developing Job Description and Job Specification

Now is the time to segregate the collected data into useful information. Job Description

describes the roles, activities, duties and responsibilities of the job while Job Specification is a

statement of educational qualification , experience, personal traits and skills required to perform

the job.

Thus, the process of job analysis helps in identifying the worth of specific job, utilizing the

human talent in the best possible manner, eliminatinf un-needed jobs and setting realistic

performance measurements standards.

Role of Job Analysis in Establishing Effective Hiring PracticesA major change has been observed in the world of work since 1980s. The era of structured jobs,

packed or fixed work schedules, male-dominated working culture and no family intruding started

diminishing gradually.

Companies and employees around the world faced dramatic effects of modernization, flexibility

in work schedules, job sharing, work from home options and employee-supportive policies, etc.

All thanks to the then managers who analyzed the importance of fitting an individual at a job he

or she excelled at to increase the company turnover, employee satisfaction and achieve a

professional-personal life balance. And all this was possible by analyzing the worth of a specific

job and collecting genuine job-related data.

A proper job analysis, hence, may prove to be a turning point for an organization . It not

only creates the right job-candidate fit but also enhance the success of management practices,

which in turn, lays the foundation for a strong organization.

A step-by-step process of discovering the different aspects of a job results in a proper regulation

of incoming and outgoing of the talent or human resource. Job Analysis thus, started gaining

popularity in early 1990s in order to create competitive advantage and has been considered as the

basis for other HRM practices since then.

The data collected during the process helps managers in identifying the risks and challenges

involved in a specific job and kind of person suitable for delivering the desired duties perfectly.

An employer’s recruitment and selection process purely depends on job analysis. Until the

recruiting managers do not know about job to be performed, expectations from prospective

candidate and the right individual profile required for performing a specific job, it is almost

impossible to source or target talent or human resource in order to fill the vacancy.

Job analysis process helps in establishing effective hiring practices and guides managers in

identifying the selection criteria required to deliver the expected output. Let’s discuss how.

How to Establish Effective Hiring Strategies ?

Identifying KRAs:

Job Analysis process helps in identifying Key Result Areas/Key Responsibilities Areas

(KRAs) such as knowledge, technical, communication and personal skills, mental,

aptitude, physical and emotional abilities to perform a particular task.

Different jobs have different requirements. Therefore, the process needs to be performed

every time when there is a requirement to fill the job opening. This is a basis for

developing questionnaires, devising interview questions and setting selection test papers.

The information in the form of scores or grades can then be used for hiring process.

Setting Selection Standards:

Job Analysis also helps managers in setting certain standards for selection process in

terms of educational qualifications, work experience, expertise, special skill sets, unusual

sensory abilities, specific career track, certifications and licenses and other legal

requirements. This helps in identifying the basic requirements that make a candidate

eligible for a particular post.

Identifying KSAs:

The process also helps managers in determining Key Success Areas or Key Performance

Areas. These are performance measurement tools that are used by companies around the

world to measure those aspects that determine success of a job such as organizational

goals, individual goals and the actions required to achieve these goals. This is about

comparing the actual results delivered by an individual with pre-set success factors and

analyzing the performance. Once through, the whole process may require few changes if

achieved results are around the set standards. They may require a complete change if

there is a huge gap between the expected and delivered results.

Therefore, a thorough and unbiased job analysis process can help organizations source right

candidates, hire the most suitable individual and set appropriate selection standards.

RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the problem. It may be understood has a science

of studying how research is done scientifically. In it we study the various steps that all generally adopted

by a researcher in studying his research problem along with the logic behind them.

The scope of research methodology is wider than that of research method.

Meaning of Research

Research is defined as “a scientific & systematic search for pertinent information on a specific topic”.

Research is an art of scientific investigation.Research is a systemized effort to gain new knowledge. It is a

careful inquiry especially through search for new facts in any branch of knowledge. The search for

knowledge through objective and systematic method of finding solution to a problem is a research.

RESEARCH DESIGN

A research is the arrangement of the conditions for the collections and analysis of the data in a manner

that aims to combine relevance to the research purpose with economy in procedure. In fact, the

research is design is the conceptual structure within which research is conducted; it constitutes the blue

print of the collection, measurement and analysis of the data. As search the design includes an outline of

what the researcher will do from writing the hypothesis and its operational implication to the final

analysis of data.

The design is such studies must be rigid and not flexible and most focus attention on the following;

Research Design can be categorized as:

APPLY RESEARCH METHOD

The present study is exploratory in nature, as it seeks to discover ideas and insight to bring out

new relationship. Research design is flexible enough to provide opportunity for considering

different aspects of problem under

SAMPLING DESIGN

Sampling may be defined as the selection of some part of an aggregate on the basis of which a

judgment or inference about the total is made. Sampling design is the process of obtaining information

about the population by examining the part of it.

TYPES OF RESEARCH

EXPLORATORY

RESEARCH

DESCRIPTIVE

&

EXPERIMENTAL RESEARCH DESIGN

Sampling MethodJudgment and convenient sampling is used in this study as ASDC has chosen on the basis of past

study of skills possessed by the employees. Convenient sampling is used as ASDC has chosen the

employees who are working in day shift.

Sampling Unit It defines the target population that will be sampled. It is answer who is to be sampled. It answers

who is to be surveyed. In this study, the sampling unit is the employees in the production

department.

Sample SizeIt indicates the number of people to be surveyed. Large sample gives more reliable results than

small sample. But in this study, the sample size is not so large. The sample size is restricted to 100

respondents (Employees).

DATA COLLECTION

For any study there must be data for analysis purpose. Without data there is no means of study.

Data collection plays an important role in any study. It can be collected from various sources. I have

collected the data from two sources which are given below:

1. Primary Data Personal Investigation

Observation Method

Information from correspondents

Information from superiors of the organization

2. Secondary Data Published Sources such as Journals, Government Reports, Newspapers and Magazines etc.

Unpublished Sources such as Company Internal reports prepare by them given to their analyst &

trainees for investigation.

Official Websites, some other sites are also searched to find data.

LIMITATIONS OF THE STUDY

Following limitations were faced during the study:

1. The study is based on the information gathered from the people in company. Therefore in such

case it is possible that the information supplied might be biased because the company might have

shown partiality towards their information.

2. Since the survey was limited to 100 people, it is rather difficult to give a precise conclusion but I

have tried to the best of my capability to give the conclusion on a comprehensive manner.

3. Job is not based on job analysis in some cases.

4. People are not aware about the job analysis procedure and its relation to their performance

appraisal.

5. Sometime other qualities of employees fulfill their job expectation rather than the job analysis

specifications.

6. Even after the job description give many people doesn’t follow it they just focus on completion of

work.

DATA INTERPRETATION

1. Gender wise classification of respondents.

Gender No. of Respondents % of RespondentsMale 89 89%Female 11 11%Total 100 100%

Source: Primary Data

INTERPRETATION: From the above table, it can be inferred that 89% of the respondents are male

and 11% of the respondents are female.

2.Age wise classification of respondents.

Age No. of Respondents % of Respondents20-25 Age 25 25%30-35 Age 33 33%40-45 Age 30 30%Above 45 Age 12 12%Total 100 100%

Source: Primary Data

INTERPRETATION:

From the above table, it can be inferred that 33% of the respondents are in the age of 30-35, 30% of

the respondents are in the age of 40-45, 25% of the respondents are in the age of 20-25 and 12% of

the respondents are in the age above 45.

3.Experience wise classification of respondents.

Experience No. of Respondents % of RespondentsBelow 5years 28 28%5-10 years 54 54%10-15 years 18 18%Above 15 years - -Total 100 100%

Sources: Primary Data

INTERPRETATION: From the above table, it can be inferred that 54% of the respondents are having

5-10years experience persons, 28% of the respondents have below 5Years of experience persons,

18% of the respondents are having 10-15years of experience and no respondents have experience

more than 15years.

4.Educational qualifications of respondents.

Educational Qualification

No. of Respondents % of Respondents

UG Degree 49 49%PG Degree 19 19%Engineering 04 04%Other IT 28 28%Total 100 100%

Sources: Primary Data

INTERPRETATION: From the above table, it can be inferred that 49% of the respondents are UG

degree holders, 28% of the respondents are some others (ITI), 19% of respondents are PG degree

holders and 4% of the respondents are engineering graduates.

5.How long you are working in the organization ?

Respondents (From) No. of Respondents % of Respondents2 year 25 25%5 year 50 50 %10 year 20 20%20 year 5 5%Total 100 100%

2 YEAR25%

5 YEAR50%

10 YEAR20%

20 YEAR

JOB EXPERIENCE

INTERPRETATION:

Out of 100 respondent 50% were 5 year experience holder, 20% has 10 year experience, while 25%

employees has 2 year experience and only 5% has 20 year experience.

yes

91%

9%no

6. Is you feel the training procedure are making you effective relating to the organization ?

Response No. of Respondents % of RespondentsYes 91 91%No 9 9%Total 100 100%

INTERPRETATION:

Out of 100 Respondent 9% were not satisfied with Recruitment process, while 91% respondent were

7.You are satisfied with your organization salary increment ?


no24%

yes76%

INTERPRETATION:

Out of 100 Respondent 24% were not satisfied with Recruitment process, while 76% respondent were

satisfied.

8. Is you feel your job related to your skills?


70%

30%

Column1

yesno

Interpretation-

According to the above interpretation the 70% of the respondents got their job according to their skills while the remaining doesn’t.

9. Is you feel your work is related to job analysis ?

Response No. of Respondents % of RepondentsYes 55 55%No 45 45%Total 100 100%

55%

45%

Column1

yesno

Interpretation

According to the above interpretation the 55% of the respondents think that their work is related to the job analysis while the remaining 45% respondent thinks that their work is not according to the job analysis.

10. Is job analysis and required skill sets are the basis of performance appraisal ?


80%

20%

Column1

yesno

Interpretation

According to the above interpretation the 80% of the respondent thinks that the job analysis leads to the performance appraisal which is mandatory part for the performance appraisal while the remaining doesn’t think so.

11.Is the job profile made clear to the employees at the time of joining?

Response No. of Respondents % of RespondentsYes 60 60%No 20 20%Sometimes 20 20%Total 100 100%

60%20%

20%

Column1

yesnosometimes

Interpretation

According to the above interpretation the 60% of the respondents made clear about the job profile at the time of joining, 20% respondent said sometimes.

12. Is proper job description given to the employees before joining?


55%30%

15%

Column1

yesnosometimes

Interpretation

According to the above interpretation the 55% of the respondents said that before joining R& D department give job description to become familiar with the environment 15% respondents said sometimes and the remaining 30% respondents said they doesn’t get a proper job description before joining.

13. Which is the best way of evaluation?

Response No. of Respondents % of RespondentsWritten test 20 20%On the Job 70 70%Interview 10 10%Total 100 100%

20%

70%

10%

Column1

written teston the jobinterview

Interpretation

According to the above interpretation 20% of the respondents said written test is the best way for evaluation, 70% of the respondents refer on the job while the remaining 10% respondents refer interview.

14. While selection is the employees informed about their career growth path ?


60%

15%

25%

Column1

yesnosometimes

Interpretation

According to the above interpretation 60% of the respondents knows about their career growth, 25% respondents said sometimes and the remaining 15% respondents doesn’t know about their career growth.

15. Is job analysis improves the other HR policies of your organization?


70%

30%

Column1

yesno

Interpretation

According to the above interpretation the maximum number of respondents said that job analysis

improves the HR policies.

FINDING

1. The job analysis system followed by the organization is very effective as majority of employees are

satisfied and have given positive responses.

2. Good performance leads to annual increments and promotions.

3. Employee satisfy with their job because they get work according to their skills.

4. Some employees work related to job analysis were some not.

5. Job analysis system are also help the employees to appraise their performance.

6. Job profile help to select employees according to their job.

7. More than half employee agree that job description given to employees at the time of joining.

8. Job analysis system motivate the employees for their career advancement.

9. Job analysis always work to improve other HR policy in the Saisun group of company.

SUGGESTIONS

CONCLUSIONS

There are the following conclusions come up after the research of the project by filling the questionnaire:

QUESTIONNAIRES1.Gender wise classification of respondents.

Gender No. of Respondents % of RespondentsMale FemaleTotal

2.Age wise classification of respondents.

Age No. of Respondents % of Respondents20-25 Age30-35 Age40-45 Age Above 45 AgeTotal

3.Experience wise classification of respondents?

Experience No. of Respondents % of RespondentsBelow 5years5-10 years10-15 yearsAbove 15 yearsTotal

4.Educational qualifications of respondents.

Educational Qualification No.of Respondents % of RespondentsUG DegreePG DegreeEngineeringOther IT Total

5.How long you are working in the organization ?

Respondents (From) No. of Respondents % of Respondents2 year5 year10 year20 yearTotal

6. Is you feel the training procedure are making you effective relating to the organization ?

Response No. of Respondents % of RespondentsYes NoTotal

7.You are satisfied with your organization salary increment ?

Response No. of Respondents % of RespondentsYes NoTotal

8. Is you feel your job related to your skills?

Response No. of Respondents % of RespondentsYesNo

Total

9. Is you feel your work is related to job analysis ?

Response No. of Respondents % of RespondentsYesNoTotal

10. Is job analysis and required skill sets are the basis of performance appraisal ?


11.Is the job profile made clear to the employees at the time of joining?

Response No. of Respondents % of RespondentsYesNoSometimesTotal

12. Is proper job description given to the employees before joining ?

Response No. of Respondents % of RespondentsYesNoSometimesTotal

13.Which is the best way of evaluation ?

Response No. of Respondents % of RespondentsWritten test On the Job Interview Total

14. While selection is the employees informed about their career growth path ?

Response No. of Respondents % of RespondentsYesNo SometimesTotal

15.Is job analysis improves the other HR policies of your organization ?


BIBLIOGRAPHY

BOOKS;

Kothari, C.R., Research Methodology, WishwaPrakashan, India.

Kotler, Philip, Marketing Management, Prentice hall India.

K.Aswathappa., H.R and P.M Third Edition

Tata McGraw-Hill Publishing Company .ltd.

Websites

www.google.co www.learningmail.com www.saisungroupofcompany.com www.jobanalysis.com

http://www.jobanalysis.com/

http://www.saisungroupofcompany.com/

http://www.learningmail.com/

http://www.google.co/

job analysis monika final print

Internet