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Project On
”A study on job analysis with reference to Akay industries”
Submitted in partial fulfillmentof the requirements for
award ofMBA
with specialization in Human resource management
Submitted by
Rajiyabegum.B.Nadaf.
Reg No MBA/08/22
Under the Guidance of Mrs.Veena.M
Indian Institute of Business ManagementShivajinagar, Pune – 411 005
HET’s INSTITUTE OF MANAGEMENT STUDIES1
C E R T I F I C A T E(Certificate of project guide preferably on his / her company letter head)
This is to certify that the dissertation work titled “A study on
job analysis with reference to akay industries” is a bonefide
work carried out by Rajiyabegum.B.Nadaf a candidate for the
award of Master Program for Business Administration /
Executive Master Program for Business Administration of
Indian Institute of Business Management, Pune under my
guidance and direction.
Date : ___________ Signature of guide
Place : Hubli Name : Manohar.N.Malavi
Designation : Manager-Account
HET’s INSTITUTE OF MANAGEMENT STUDIES2
ACKNOWLEDGEDMENTACKNOWLEDGEDMENT
I would like to express my sincere thanks to all those individuals who were instrumental in this
project work.
I extend my profound thanks to Mr. ROHIT KALASKARMr. ROHIT KALASKAR
[Secretary General][Secretary General] for giving this opportunity. I am extremely great full to my project guide.
Prof. Veena.MProf. Veena.M, with whose valuable and timely guidance. I could be able to conduct this study
and complete the project work.
I would like to express my gratitude to my dear parents, sisters, brothers, family members and friends
for supporting me in the completion of this project successfully.
MMSS. R. RAJIYABEGUMAJIYABEGUM.B.N.B.N
R REGEG..NONO: MBA/08/22: MBA/08/22
P PLACELACE: HUBLI.: HUBLI.
HET’s INSTITUTE OF MANAGEMENT STUDIES3
DECLARATIONDECLARATION
II, Ms. Rajiyabegum.B.N declare that the project entitles
“AA STUDYSTUDY ONON JOBJOB ANALYSISANALYSIS WITHWITH REFERENCEREFERENCE TOTO AKAYAKAY INDUSTRIESINDUSTRIES”” is
my own work done under the supervision and guidance of Mrs.Veena.M Mrs.Veena.M faculty of IMS College IMS College
HubliHubli..
Thus is an original work of diligence and has not been submitted to any other university for the
fulfillment of ““Master of Business AdministrationMaster of Business Administration” for award of any degree or diploma.
REG.NO.MBA/08/22REG.NO.MBA/08/22
PLACE: HUBLIPLACE: HUBLI ( (Ms. Rajiyabegum.B.NadafMs. Rajiyabegum.B.Nadaf))
MBA VI TRIMESTERMBA VI TRIMESTER
HET’s INSTITUTE OF MANAGEMENT STUDIES4
CERTIFICATECERTIFICATE
This is to certify that Ms. Rajiyabegum.B.Nadaf Ms. Rajiyabegum.B.Nadaf student of MBA VIMBA VI Trimester
has undertaken this project report entitled “ AA STUDYSTUDY ONON JOBJOB ANALYSISANALYSIS WITHWITH
REFERENCEREFERENCE TOTO AKAYAKAY INDUSTRIESINDUSTRIES ”” in a partial fulfillment of the requirement for
the award of the degree in “MASTER OF BUSINESS ADMINISTRATIONMASTER OF BUSINESS ADMINISTRATION” for
the academic year 2008-2010.
PLACE: HUBLIPLACE: HUBLI
PROF.ROHIT KALASKARPROF.ROHIT KALASKAR
DDATEATE::
(SSECRETARYECRETARY G GENERALENERAL)
HET’s INSTITUTE OF MANAGEMENT STUDIES5
CONTENTS
Chapte Rationale for the study 1
Chapter 2 Objective of the study
Title of the project
Objective of the study
Scope of the study
2
Chapter 3 Profile of the company/companies or products /
services
3-26
Chapter 4 Theoretical Perceptive 27-39
Chapter 5. Research Methodology
Research Design
Data collection methods / sources
Sampling plan which should include sampling unit,
sampling size and sampling methods viz questionnaire
methods, interview methods, observations etc
40
Chapter 6.Data analysis and interpretations using various
charts and graphs
41-59
Chapter 7Findings
60
Chapter 8Expected contribution from the study
61
HET’s INSTITUTE OF MANAGEMENT STUDIES6
CONTENTS
Chapter 1. Rationale for the study
Chapter 2. Objective of the study
Title of the project
Objective of the study
Scope of the study
Chapter 3. Profile of the company / companies or products / services
Chapter 4. Theoretical Perceptive
Chapter 5. Research Methodology
Research Design
Data collection methods / sources
Sampling plan which should include sampling unit, sampling
size and sampling methods viz questionnaire methods,
interview methods, observations etc
Chapter 6. Data analysis and interpretations using various charts and
graphs
Chapter 7. Findings
Chapter 8. Expected contribution from the study
CHAPTER 1.
HET’s INSTITUTE OF MANAGEMENT STUDIES7
RATIONALE FOR THE STUDY
The purpose of Job Analysis is to establish and document the ‘Job-Relatedness’ of employment
procedures such as training, selection, compensation, and performance appraisal.
Job Analysis provides some basic information about the various jobs and skills required to
perform the job effectively so that it creates and sustain the organizational capability. Job
description and specifications are needed to attract and select qualified employees and evaluate the
compensation systems and particular compensation decisions. Job standards are require for
performance evaluation and to determine the wage and compensation structure.
This project will help in identifying the image of Akay industries in the minds of the
customers. already in place it’s a tough competition and varied choice to customers. Akay
industries needs to enhance the value of their brand. This project will help them to do so. And
also this project will help them to identify weather their purpose is been served or not.
HET’s INSTITUTE OF MANAGEMENT STUDIES8
CHAPTER 2
OBJECTIVE OF THE STUDY
Title of the project
“Job Analysis with respect to Akay Industry”
Objective of Study:
To know the job analyses model followed by Akay industry its analyses and effectiveness
To evaluate Job analyses module System this will help in development of the company.
Need for the Study of project:
To study the employee profile in the organization.
To understand the Job analyses of the company.
To improve the Job analyses as per need.
HET’s INSTITUTE OF MANAGEMENT STUDIES9
CHAPTER 3
COMPANY PROFILE
1. Name : Akay industries pvt. Ltd.
2. Institute : Pvt. Ltd
3. Assembling unit : station road Hubli-5800020
Fax No : 0836-2365432
Phone No : 2362301, 2364233
4. Register office : 2 A Film Center
68 Tradeo Road
Mumbai-400034
Email :[email protected]
5. Factory area :5 areas
6. Bankers :Bank Of India
Vijay Bank
Syndicate Bank
7. Branch office :Hubli Mumbai
HET’s INSTITUTE OF MANAGEMENT STUDIES10
CalcuttaChennaiBarodaDelhi
AKAY INDUSTRIES PRODUCTS
HET’s INSTITUTE OF MANAGEMENT STUDIES11
HET’s INSTITUTE OF MANAGEMENT STUDIES12
HET’s INSTITUTE OF MANAGEMENT STUDIES13
HET’s INSTITUTE OF MANAGEMENT STUDIES14
Introduction
Akay industry was incorporated in the year 1961 and was later converted to a private industry
in the year 2002-03. They undertaken the process of assembling of pumps and values.
The company is located on 5areas of plot at station road, Hubli. The place is very
convenient for employees coming for different Places.
The company employees are more then 120, well qualified officer and under the
leadership of its dynamic CEO Mr. Malay Khimji. The register officer is situated in Mumbai.
The company approved by export inspection agency under IPQC (in process quality
control). It has procured the ISO 9001 certificate and the version 2000 is under process.
The sales branches are established in metro-politan cities like Delhi, Chennai, Calcutta, Baroda,
Mumbai, Hyderabad and a branch office named Hexa Akay industries at bank. It undertaken
exports to Tailand, Dubai, Hong Kong etc.,
HET’s INSTITUTE OF MANAGEMENT STUDIES15
QUALITY POLICY
“Akay industry is committed to be the leader in its field by producing quality and reliable
products with continual improvement which are better by design to the satisfaction of the
customers”.
QUALITY OBJECTIVES
Continual reviews and up graduation of design to improve performance and and
incorporation of latest applicable standard
Continual monitoring of suppliers by providing necessary co-ordination and assistant to
get consistency, quality material as per schedule
Monitory and producing necessary co-ordination customer to their satisfaction
Update the knowledge in skills of employees by providing necessary training
HET’s INSTITUTE OF MANAGEMENT STUDIES16
DEPARTMENTAL STUDY1) Personal department
(Mr. M.S Ronimath) Manger administrator
Personal officer
Assistant
Office boy Office boy
Personal Department plays a vital role in the smooth functioning of the
organization. This department will deal with human relationship within and outside the
organization. It will maintain and make the employees feel to contribute to the effective
working of the undertaking. The HR department will co-ordinate with all the department
to maintain a harmonious industrial relationship in the industry.
Objectives
To run the industry smoothly without any disputes and without loss of working
days
To motivate the workers for their jobs
To give promotion, demotion or appraisal to the workers
To slove their problems in case of their work
To give proper training to the employees if necessary
To motivate them to have initiative and interest in their jobs
To from link between management
HET’s INSTITUTE OF MANAGEMENT STUDIES17
Functions
Managerial Function
Planning Function
Organization Function
Directory Function
Controlling Function
Recruitment and selection
Training and Development
Counseling
Grievance Handling
Promotion
Handling employees attendance
Salary administration
Discipline and disciplinary action
Employee’s welfare
Handling leaves
Usually each and every organization provides ESI facility (Employee
State Insurance) main intention is to provide medical facility, case benefit, funeral
benefit, etc.
To get this benefit about 1.75% is the workers and 4.75% from marketing
Employees are sent outside the firm for training. Karnataka Employees
Association (KAS) will conduct program.
HET’s INSTITUTE OF MANAGEMENT STUDIES18
FLOW OF WORK
Marketing
Planning
Purchasing
Works
The process initially starts with the marketing department collecting orders from
customers and negotiating the prices with them to come up with an appropriate
order.
These orders are then passed on to the planning department who undertaken the
designing of the requirement. The planning department passes the raw materials
for the project.
These are then passed on to the works(production) who will undertake the process
of assembling of the pumps and at every step of assembling it is sent to the quality
assurance department for quality assurance.
HET’s INSTITUTE OF MANAGEMENT STUDIES19
2) MARKETING DEPARTMENT
(Mr.S.R. Depak) Marketing manager (V.P)
Manager
Assistant manager Sales Assistant manager For office Co-orinater for orders
Objectives
To get prospective clients
To satisfy the clients requirements
To co-ordinate the customers and the concerned department
Attend to customers complaints
Attend to calls for inspection
Function
Branch offices will collect offers from the clients
Big officers are directly collected by the branch
Fill data sheets
Send the data sheets to the clients
If there are any classifications they are sent beck by clients
Get the orders from the clients
Negotiable for discount, delivery and payment terms
Purchase orders are collected by zonal office
The DP is sent by zonal office
DP is passed to the planning department
HET’s INSTITUTE OF MANAGEMENT STUDIES20
3) SERVICE DEPARTMENT
Marketing department will also look after the servicing activities.
Any complaints from the customers are sent to marketing department
The marketing departments passes the information regarding the
complaints to its service section
The detail of the orders and scope of servicing along with seal address
contact person name, phone number, fax number, etc are passed on the
concern people
After the receipt of information they will visit the necessary equipment
After the completion of the servicing the same will be provided only on
customers complaints
Servicing will be provided only on customers complaints.
HET’s INSTITUTE OF MANAGEMENT STUDIES21
4) PLANNING DEPARTMENT
(Mr. Ashok.V.Sarvi) Marketing Planning
Assistant Manager
Supervisor Assembly Supervisor Dispatch
Objectives
To identify and the slips involved with on intension to supply materials in time to meet the
customers requirement.
Function
Starts when they receive work orders(DP) from the marketing department (DP is
prepared according to the customers requirements)
Study what has to be done for execution of works order according to the availabilities and
shortage of materials
Look after the shop floor activities (assembly section)
Get the required materials
Follow up with processing department
Day to day assembling work is done and requirements are procured from stock and
inventory department
When pumps are assembed they are handled over to QAD for testing
After QAD approves it is mounted on the guard and sent back to QAD, for checking it
again according to the job card
After inspection and clearance by the QAD it is sent dispatch section
HET’s INSTITUTE OF MANAGEMENT STUDIES22
Dispatch section also comes under planning department
Function
Clean and paint the pumps
Pack them in wooden box
Sent them to QAD for final checking
Put packing slip on the box
5) (Mr.R.I.Hulkoti) INVENTORY AND PURCHASE DEPARTMENT
HET’s INSTITUTE OF MANAGEMENT STUDIES23
Manager purchase Manager stores
Office purchase Officer stores
Assistant stores
Assistant Assistant Purchase purchase
DEPARTMENTS POLICY
To get materials in time at minimum cost. It is service department to various departments. This
department provides raw materials. Inputs, spares of equipments, miscellaneous consumables
and whatever required.
This department does purchase then stores it. Keeps in proper manner issuse them and also they
note the consumption and based on this they make the budget.
Objectives
Materials procurement
Co-ordination with different suppliers
Materials costing
Store and preserve the material till they are issued for use (maintaining optimum
inventory)
Function Of Purchase
HET’s INSTITUTE OF MANAGEMENT STUDIES24
When an order for a new product is placed, the purchase department floats an enquiry for raw
materials. After receiving their formation in negotiation and discounting. After checking the
material for quality the real order is place. And it is accept through a written agreement. Then an
assistant take either through courier or by personal visits or the delivery of the material.
Function of stores
The main function of the store is to verify the quantity and quality of the materials
acquired segregate them accordingly and store them
The department applies ABC analysis technique
Under group a materials of high standard are placed and these materials are procured
according to the customer’s requirement and so stock is kept in the stores.
Under group B materials of standard quality or the components which are the same for all
the pumps are classified. Since its required is know the stock of the materials is kept in
the stores.
Under group C no value material like nuts and bolts are put and these are stored in bulk
quilities.
HET’s INSTITUTE OF MANAGEMENT STUDIES25
WORKS (PRODUCTION) DEPARTMENT(MR.A.A.PATIL)
GM
Production manager
3 Senior engineers
2 Engineers
2 Clerks
Production cannot be viewed in vacuum. This section examines the responsibilities of purchase
department and its role within the enterprise. Strategic issue and relationship between production
departments and marketing and financial marketing are explored.
Earlier the production was undertaken in the form itself and they had machine, shops, but to have
cost efficiency it has given on contact bases.
OBJECTIVES
To understand the customer’s requirements and produce, the pumps accordingly
To study the various methods and scheme adopted by the marketing for production
marketing
To study modern technology to produce quality goods
HET’s INSTITUTE OF MANAGEMENT STUDIES26
FUNCTIONS
The main function of the department is to supply the raw materials and drawings to local
SSI’S and get the work done by them
Assembly and testing
SUPPLIERS OF RAW MATERIALS
1) Bar stock - Sketch brothers, Mumbai
2) Casting - India iron works, Belgaum malander alloy,
Shimoga BBS college Bangalore.
3)Bough out items - kalpana brothers, Mumbai
Purchasers
1) Tisco
2) Amass, Chennai
3) Riddhisiddhi,Gokul
4) Harihar polyfibers
5) Kerala mines and minerals limited
6) Ruchi Soy limited etc.,
7) QUALITY ASSURANCE DEPARTMENT (Mr.A.J.Desai) Director
HET’s INSTITUTE OF MANAGEMENT STUDIES27
Manager Quality Assurance
Assistant Manager Assistant Manager (Process) (product)
Assistant Engineer Assistant Engineer
raw materials For processing Assembling Metrology testing pattern
2 supervisors 3 supervisors 1 supervisors 1 supervisors 1 supervisors
This department plays a vital role in maintaining the quality of the product from 1 st stage to the
last stage and is in co-relation with all department.
OBJECTIVES
Maintain the quality of product the organization
Ensure the quality products are supplied to customers
POLICY GOAL
To produce the product as per the legist applicable standard by maintaining quality reliability to
the satisfaction of the customer.
MOTTO
Doing additional activity benefit to the firm
HET’s INSTITUTE OF MANAGEMENT STUDIES28
Reduction and maintain the time
Search for new methods for matchining activity
Using latest technology
Cost and quality effusiveness
Reduction of machining stock of components
FUNCTIONS
Assure the quality product as per customer requirement
Check for guaranteed performance
Defining the metallurgy of the pumps
STAGES IN TESTING OF PERFORMANCE
Raw materials inspection after receiving the orders
Machining process
Dimensions to be met(inspection of machine components as per drawing)
Assembling of the pumps
Prepare pumps data sheet as per customers requirements
Performance testing
Review the testing and after the clearance form is signed, paint the pump
Put the pumps in box
Check if accessories are properly put in box
Close the box
Pumps data sheet
Assembling
Testing
Review
Painting
Put in box
HET’s INSTITUTE OF MANAGEMENT STUDIES29
HOLD POINTS OF QAD
Raw material inspection
Machine processing
Inspection of dimension
Assembly
Preparation of data sheet
Performance testing according to metrology
Painting
Dispatching
Function of metrology department
The metrology department undertaken the calibration of instrumentation as per their required
frequencies. The calibration is undertaken in house where, is instrumentation and technical
facilities are available and the master instruments are sent to government approved laboratories
for calibration.
8) ACCOUNTS AND FINANCE DEPARTMENT
(Mr.Manohar.N.Malavi) Accounts manager
HET’s INSTITUTE OF MANAGEMENT STUDIES30
3 Assistant
Money is the master of man, the finance department deals with this master is money. It is the key
unit in any business as it oils the wheels of business. Finance department is the backbone of the
company, which supports the company every aspect of buying and selling.
The financial scope of the firm is kept by the accounting system. It point out the problems faced
of likely to be faced by the firm. It also bring to its notice opportunities that are likely to arise.
The company carries credit transaction as well. A credit peroid of 60-90 days is given.
THEY MAINTAIN THE FOLLOWING BOOKS
Cash book
Purchase book
Sales book
General ladger
Bank book etc.,
At the end of every financial year P and L accounts, trading balance and balance sheet are
prepared. Ascertain the profile earned or loss incurred by the company they also cover the areas
such as sales tax, excise tax and inirect taxes. The dept undertakes the proper allocation of funds
supplies by Mumbai head office.
OBJECTIVE
Provide accurate and systematic information of financial activities. Maintain book of A/c’s
prepare financial statements of the company.
INVESTMENTS
Fixed asset : 94,00,00,000
Current asset : 62,00,00,000
HET’s INSTITUTE OF MANAGEMENT STUDIES31
Authorized capital : 100,00,00,000
Turnover : 9,00,00,000
Yearly sales : 8,00,00,000
CHAPTER 4
THEORETICAL PERCEPTIVE
HET’s INSTITUTE OF MANAGEMENT STUDIES32
About Project:
The need of the project arises from the existing Job Analysis programs which are very in
frequent & also not so standardized in terms of objectives, need of Job Analysis & scope of Job
Analysis. Because of the heavy production schedules & work loads the Job Analysis programs at
the staff level not regular. With these as the focus points the project started with the aim of
making the Job Analysis programs to function regularly with specific time gap & updating &
enhancing the people with latest trends & skills that will help them in the work as well as in the
organization in the due course of time.
The need for this project also arises from the point of Job Rotation, which the company does to
overcome with the problem of high attrition rate which was leading to heavy new recruitment in
with heavy costs. To avoid the cost incurring on new recruitment the job rotation was adopted &
also to make the people of the organization multi skilled employees
Introduction to HR
According to Leon C. Megginson, the term human resources can be understood as “the total
knowledge, skills, creative abilities, talents and aptitude of an organization’s work forces, as well
as the value attitude and beliefs of the individuals involved”. The term human resources can also
be explained in the sense that it is a resource like any natural resources. It does mean that the
management can get and use the skills, tapping and utilizing them again and again by developing
a positive attitude among employees. The aspect of ‘attitude’ among the human resources aspects
gained along with globalization. Managing of these human resources deals with the above area &
provides an answer to the question referred above.
Meaning & Definition of HRM:
HET’s INSTITUTE OF MANAGEMENT STUDIES33
In simple sense, human resource management means employing people, developing their
resources & utilizing, maintaining & compensating their services in tune with job &
organization, individual & the society requirements with a view to the goals of the organization,
individual & the society.
Human Resources Management (HRM) can be defined as managing ( planning, organizing,
directing & controlling) the function of employing, developing & compensating human resources
resulting in the creation & development of human relation with a view to contribute
proportionately to the organizational, individual & social goals.
Features of Human Recourse Management:
Features of Human Recourse Management include:
Human Recourse Management is concerned with employees with both as individuals &
as a group in attaining goals. It is also concerned with behavior, emotional & societal
aspects of personnel.
It is concerned with the development of human resource with the development of human
resource i.e. knowledge, capability skills, potentialities & attaining & achieving
employee goals including job satisfaction.
Human Recourse Management covers all levels ( low, middle & top) & categories
( unskilled, skilled, technical, professional electrical & managerial) of employees. It
covers both organized & unorganized employees.
It applies to all the types of organization in the world ( industry, trade services,
commerce, economic, social, religious, political & government department. ) Thus, it is
common in all types of organization.
Human Recourse Management is a continuous & never ending process
It aims at attaining the goals of organization, individual & society in an integrated
approach.
Organization goals may include survival, growth & development in addition to
profitability, productivity, innovation, excellence etc.
HET’s INSTITUTE OF MANAGEMENT STUDIES34
Individual employee goals consist of job satisfaction, job security, and high salary,
attractive fringe benefits, challenging work, pride status, recognition & opportunity for
development.
Goals of the society include equal employment opportunity, protecting the disadvantaged
sections & physically handicapped, minimization of inequalities in the distribution of
income by minimizing was differentials, develops the society in general by organizing
developmental activities.
Human Recourse Management is responsibility of all line managers & a function of staff
managers in an organization.
It is concerned mostly with managing human resources at work.
Human Recourse Management is the central sub – system of an organization & it
permeates all types of functional management, viz, production management, & marketing
management in order to attain predetermined goals.
Function of HRM
Function of HRM can be broadly classified into two categories, viz.
(i) Managerial Function
(ii) Operative Function
(i) Managerial Function
Managerial Function of personal management involve planning, organizing, directing &
controlling. All these functions influence the operative functions.
Planning:
It is predetermined course of action. Planning pertains to formulating strategies of
personnel programmers & changes that will contribute to the organizational goals. In other
HET’s INSTITUTE OF MANAGEMENT STUDIES35
words, it involves forecasting of personnel needs, changing values, attitudes & behavior of
employees & their impact on the organization.
Organizing:
An organization is a means to an end. It is essential to carry out the determined course of
action. In other words of J.C.Massie, an organization is a “structure & a process by which a co
operative group of human beings allocates its task among its members, identifies relationship &
integrates its activities towards a common objective.” Complex relationship exit between the
specialized departments & the general departments as many top managers are seeking the advice
of the personnel manager. Thus, an organization establishes relationship among the employees so
that they can contribute to the attainment of company goals.
Directing:
The next logical function after completing planning & organizing is the execution of the
plan. The basic function of personnel management at any level is motivating, commanding,
leading & activating people. The willing & effective co – operation o employees for the
attainment of organizational goals is possible through proper direction. Tapping the maximum
potentialities of the is possible through motivation & command. Co – ordination deals with the
task of blending efforts in order to ensure successful attainment of an objective. The personnel
manager has to co – ordinate various managers at different levels a far as personnel functions are
concerned.
Controlling
After planning, organizing & directing various activities of personnel management, the
performance is to be verified in order to know that the personnel functions are performed in
conformity with the plans & directions of an organization. Auditing training programmers,
analyzing interviews are means for controlling the personnel management function & making it
effective.
(ii)Operative Function:
HET’s INSTITUTE OF MANAGEMENT STUDIES36
The Operative Function of human resource management ate related to specific activities of
personnel management viz., employment, development, compensating & relations. All these are
interacted with the managerial functions.
Employment:
It is the first operative function of human resource management (HRM) . Employment is
concerned with securing & employing the people possessing the required kind & level of human
resource necessary to achieve the organizational objectives. It covers the functions such as :
Job analysis
Human resource planning
Recruitment
Selection
Placement
Induction
Internal Mobility
Human Recourse Development
It is process of improvising, molding & changing the skills, knowledge, creative ability, aptitude,
values, commitment etc., Based on present & future job & organizational requirements. This
functional include:
Performance Appraisal
Training & Development
Management & Development
Carrier Planning & Development
Job Analysis
Internal Mobility
Transfer
Compensating:
HET’s INSTITUTE OF MANAGEMENT STUDIES37
It is the process of providing adequate, equitable & fair remuneration to the employees. It
includes:
Job evaluation
Wage & salary administration
Incentives
Bonus
Fringe Benefits
Social security measures
Human relations
Practicing various human resource policies & programmers like the employment,
development and compensation and interaction among employees create a sense of relationship
between the individual worker and management, among workers and trade unions and the
management.
Industrial Relation:
Industrial relations refer to the study of relations among employers, employees, government and
the trade unions. It also deals in managing the HR most effectively and efficiently.
Job Analysis Programs
Employee Observation
Desk audit
Group and Individual interviews
Work activities
Performance standard
Communication skill
Knowledge about machine, tools and equipment
Human behaviors and Human requirements
HET’s INSTITUTE OF MANAGEMENT STUDIES38
The Job Analysis is done for the employees at all levels and also for the employers.
Department wise the job analysis is programmer encouraged. According to the findings of the
job analysis programs, the results are interpreted. The proper worker is made to occupy the
proper job. The modifications needed to fit the correct job to the connect worker are done.
Totally the company does all its effort to get more performance output from the employees.
Introduction to Topic of Major Concurrent Project
Jobs are the basic components of the organization’s structure and are the means by which it
achieves its objectives. It follows, therefore, that for any organization to be successful it must
give a grate deal of care and attention to the way in which jobs are designed. A good person-job
fit, which is generally recognized as essential for motivated and high-performance staff, can only
be achieved if there is sufficient clarity about the job in question.
JOB ANALYSIS INFORMATION AND FACTS
HET’s INSTITUTE OF MANAGEMENT STUDIES39
Job AnalysisInformation and Facts
Job Description
Job Identification: Job Title, location, Job Code, etc
Job Summary: Brief job contents, responsibility, etc.
Relation to other jobs: superior, sub ordinates, etc.
Supervision, location in the hierarchy.
Machine tools and equipments used.
Material and form used
Job Specification
Education
Experience
Training
Judgment
Initiative
Physical Skills
Responsibilities
Communicational skills
HET’s INSTITUTE OF MANAGEMENT STUDIES40
THE PROCESS OF JOB ANALYSIS
HET’s INSTITUTE OF MANAGEMENT STUDIES41
Selection ofRepresentative
Jobs
Collection ofBackgroundInformation
Collection ofJob
Information
Benefit ofJob
Analysis
JobDescription
JobSpecification
EmployeeSpecification
Techniques forObtaining Data
Organizational
Class of Jobs
Existing ofJob description
InterviewDirect ObservationMaintenance of past recordsQuestionnaireCritical Incident Techniques
Organization and HR Planning
Selection, Induction, trainingPerformance AppresalJob EvaluationWages and Salary AdministationInternal MobilityDisciplineHealth and SafetyIndustrial Relation
HET’s INSTITUTE OF MANAGEMENT STUDIES42
Meaning of Job analysis
Job analysis is a process used to determine and describe the content of jobs in such a way
that a clear understanding of what the job is about is communicated to anyone who might require
the information for management purpose
Job analysis is the process of identifying and determining particular job duties and
requirements and the relative importance of these duties for a given job.
Important of Job Analysis
The Job; not the person An important concept of Job Analysis is that the analysis is conducted
of the Job, not the person. While Job Analysis data may be collected from incumbents through
interviews or questionnaires, the product of the analysis is a description or specifications of the
job, not a description of the person.
Need for Job Analysis
Human resources planning
Selection
Job evaluation
Performance management
Organization review and restoring
Employees’ rights
Objective of Job Analysis
Establish and document the job relatedness of employment procedures
Produce a basic job description of the job to facilitate the selection of appropriate
personnel
Determine training needs
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From work groups and teams
Determine the compensation
Evaluate performance
Improve the quality and productivity
Purpose of Job Analysis
The purpose of Job Analysis is to establish and document the 'job relatedness' of employment
procedures such as training, selection, compensation, and performance appraisal.
Job Analysis can be used in training/"needs assessment" to identify or develop:
training content
assessment tests to measure effectiveness of training
equipment to be used in delivering the training
Methods of training (i.e., small group, computer-based, video, classroom...)
Selection Procedure
Job Analysis can be used in selection procedures to identify or develop:
job duties that should be included in advertisements of vacant positions;
appropriate salary level for the position to help determine what salary should be offered to
a candidate;
minimum requirements (education and/or experience) for screening applicants;
interview questions;
selection tests/instruments (e.g., written tests; oral tests; job simulations);
applicant appraisal/evaluation forms;
orientation materials for applicants/new hires
Performance Review
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Job Analysis can be used in performance review to identify or develop:
goals and objectives
performance standards
evaluation criteria
length of probationary periods
duties to be evaluated
Methods of Job Analysis
Several methods exist that may be used individually or in combination. These include:
review of job classification systems
incumbent interviews
supervisor interviews
expert panels
structured questionnaires
task inventories
open-ended questionnaires
observation
incumbent work logs
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CHAPTER 5
RESEARCH METHODOLOGY
Methodology
Size of the sampling:
Sampling frame: Hubli
Sampling design: Geographical
Data collection method
It generally considered under two heads
Primary Data
Primary data is collected through Journals, Text books, Company Records, Manuals, Broachers,
etc., has been referred to collect the data
Secondary data
Secondary data is collected through personal interaction with employee and questionnaire
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CHAPTER 6.
DATA ANALYSIS AND INTERPRETATIONS USING VARIOUS CHARTS AND GRAPHS
Findings and Analysis (EMPLOYEES)
1) Job Title
Options No. of RespondentsTop Management 02Middle Management 31Low Level Management 45Others 22
Top M
anag
emen
t
Middle Man
agem
ent
Low Le
vel M
anag
emen
t
Others0
1020304050
No. of Respondents
Analysis:
The no. of workers involved in lower level of management are more than
middle level. Indicates the tapering of the workers & the work done at
different levels.
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2) Education Required for Your Job
Options No. of RespondentsSSLC / PUC 35Degree 38Post Graduate 17Non- Specific 10
SSLC / PUC Degree Post Graduate Non- Specific0
5
10
15
20
25
30
35
4035
38
17
10
No. of RespondentsNo. of Respondents
Analysis:
The education required to perform the job tells about the type of work they
are required for. The higher levels of education are required for top
management & relatively lower level for middle & lower level of
management.
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3) Experience Required for Your Job
Options No. of Respond ants< 1 years 22 1-3 years 243-5 years 26> 5 years 28
22%
24%26%
28%
No. of Respond ants< 1 years 1-3 years 3-5 years > 5 years
Analysis:
The experience required for the job indicates the responsibility & the type of
work the workers hare to do. For higher level of management more
experience is required.
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4) Training required after hiring in your job
Options No. of RespondentsYes 76No 24
76
24
No. of RespondentsYes No
Analysis:
Training is required after hiring the job for the people to perform
responsible / risky works. As more number of workers need training means
more are involved in baseline activities
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5) How & where do you get the information about performing the job?
Options No. of RespondentsWritten material 6By supervisor 4Visual differentiation 90
1 2 30
10
20
30
40
50
60
70
80
90
OptionsNo. of Respondents
Analysis:
The mode of getting information about job is an important factor to perform
the job as correct mode of getting information decides the good output and
performance by supervision means they are supervised by the seniors and
the performance will be good.
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6) What reasoning, decision making, planning & information processing activity are used in performing your job?
Options No. of RespondentsDecision making 24Coding / decoding 02Processing information 68No such activities 06
24
2
68
6
No. of RespondentsDecision making Coding / decodingProcessing information No such activities
Analysis:
Analyzing information processing activity done by the worker is an
important factor in job analysis. There are various method of information
processing. About 60% are involved in division making activities.
7) Interactions involved with other people in your job
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Contacts Occasional Periodic FrequentWith supervisor 12 16 28Contact with public / customers
16 06 26
With subordinates
54 14 16
Others 18 02 02
With
superv
isor
Contact w
ith public
/ custo
mers
With
subord
inates
Others
0
10
20
30
40
50
60
OccasionalPeriodicFrequent
Analysis:
Maximum numbers of respondents have got frequent contacts with their
supervisor. It reflects the constant supervision of the work. Such supervision
increases the Performance. Contacts with public customers is also good and
it effects on customer satisfaction. Interpersonal contacts in one company
with subordinates makes the working environment friendly.
8) Personnel requirements for your job
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Options No. of RespondentsSpecific skills 56Specific education & training 38Specific physical characteristics
04
Non – complicated work 02
Specific skills Specific education &
trainingSpecific physical characteristics
Non – complicated work
56
38
4 2
No. of RespondentsNo. of Respondents
Analysis:
The specific requirements which are needed to perform a job decides the
quality & the output of the performance. About 90% of respondents required
specific education / charaterisble to perform the job. This shows the quality
of work they do.
14) Physical requirements for your job
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Options No of RespondentsHigh temperature 07Radiation 09Machinery work 28Non – complicated work 56
High te
mperature
Radiati
on
Machinery
work
Non – co
mplicated
work
0102030405060
No of Respondents
No of Respondents
Analysis:
The working condition of worker should be analyzed properly. The risky
working conditions should be handles carefully. About 50% of workers work
under potential physical condition where a small negligence can lead to
server consequences.
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15) Unusual sensory demands required in your job
Options No. of RespondentsVision 32Smell 04Hearing 12No such demands 52
Vision Smell Hearing No such demands
0
10
20
30
40
50
60
No. of Respondents
No. of Respondents
Analysis:
Unusual sensory demands are required to form risky / unsafe jobs. If
indicates they are performing responsible / sensible work.
16) Physical efforts required for your job
Options No. of RespondentsHeavy 24Moderate 30
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Mild 46
24%
30%
46%
No. of RespondentsHeavy Moderate Mild
Analysis:
The physical activity a worker performs should be managed properly. Over
exhausting work. Can lead to health hazards & occupational accidents.
Heavy physical activity is done by baseline workers & mild is done by
relatively higher level of management.
17) Mental skills/ activities performed to perform
Options Respond antsHeavy 10Moderate 24Mild 66
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Heavy Moderate Mild 0
10
20
30
40
50
60
70
Respond ants
Respond ants
Analysis:
Heavy Mental activity is required for top level management where they have
to manage all the performance activities of the company.
18) Responsibility given to you for your job
Options No. of RespondentsEquipment / process 08Material / product 28Safety of others 02Work of others 56
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9%
30%
2%
60%
No. of Respondents
Equipment / process
Material / product
Safety of others
Work of others
Analysis:
The responsibility given to the worker indicates the type of work he is doing.
About 60% of workers are given responsibility of materials / equipments,
suggests they are doing baseline production activities. About 10% are doing
supervising activities.
19) Your working condition is
Options No. of RespondentsSafe 72Stress 10Risky 18
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72%
10%
18%
No. of Respondents
Safe Stress
Risky
Analysis:
Safety of working condition is necessary to perform the job under healthy
conditions & it also speaks about the quality of working conditions the
company is providing 50% of workers work under safe conditions & others
work under stressful/ risky conditions.
20) Occupational disease in your working conditions
Options No of Respond antsCommon 52Rare 48
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5248
No of Respond ants
Common
Rare
Analysis:
Occupational disease should be presented as much as possible & they should
be treated in proper manner.
21) Co – ordination of other organizational unit & personnel in your job
Options Respond antsAdequate 62Inadequate 16Nil 22
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.
62%16%
22%
Respond ants
Adequate
Inadequate
Nil
Analysis: Co- ordination of other organizational units / personnel is
important factor in the job. If speaks about the harmony of workers in
working environment. About 50% workers in this company have got good.
22) Promotional changes & channels
Options No. of RespondentsAdequate 72Inadequate / occasional 14Nil 14
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Adequate Inadequate / occasional
Nil0
10
20
30
40
50
60
70
80
No. of Respondents
No. of Respondents
Analysis:
Promotional chances make workers to work in more involvement in the job.
They speak about the growth in the company hierarchy. About 75% of
workers have got adequate promotional chances.
23) Do you feel that you are involved in management team ?
Options No. of RespondentsYes / always 52No 32Sometimes 14
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53%33%
14%
No. of Respondents
Yes / always No
Sometimes
Analysis: The workers should be involved in decision making processes. All
the levels of workers should feel that they are involved in management
team. About 50% of the worker feels they are involved in management.
24) Are you satisfied with the job given to you ?
Options No. of RespondentsYes / always 92No 02Sometimes 06
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92
26
No. of Respondents
Yes / always No
Sometimes
Analysis:
Satisfaction in work increases the performance. Workers work happily if they
are satisfied. About 90% are satisfied in doing their work in this company
means the company provides them good working conditions.
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CHAPTER 7
FINDINGS
From the graph its clear that, out of 100 respondents 45 are involved
in lower level management 31 are involved in middle level
management and only 2 members are involved in top level
management.
The graph shows that, out of 100 samples taken 38 workers are based
on degree, education, 17 are based on post-graduate, 35 are based on
SSLC / PUC and 10 are based on non-specific qualification.
Out of jobs surveyed experience is required the specific job
Out of 100 jobs 76 jobs require training after hiring to perform in the
job.
Out of 100 respondents maximum number of respondents have
contacts with their subordinates
There is no such kind of unusual sensory demand
out of 100 respondents are involved in coding and coding the
information, 24 respondents are involved in decision making activity.
And 28 respondents are not involved in any of information processing
activity
Out of 100 respondents above 90% employees are satisfied with their
job
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CHAPTER 8
EXPECTED CONTRIBUTION FROM THE STUDY
These are few of the tentative recommendation for the findings which have
been identified.
1) Every company has its own obligation in terms of services to its
customers. They believe in quality work & rendering the quality services to its
customers. But when quality is the objective making the people qualities is
also a responsibility of company. These responsibilities can be performed by
making the continuous efforts towards quality by impairing the necessary
inputs through Job Analysis programs.
2) Company should also decide on the frequency of the Job Analysis
programs that they feel feasible. The activities of SME are not seasonal they
are functioning throughout the year. Job Analysis programs should not be
given only on the basis of need but also make it functions regularly. Hence the
company needs to plan on the frequency of Job Analysis programs.
3) The Job Analysis program should also serve the objectivity of it like
whether it is job oriented or skill enhancement or performance improvement.
It has to define the objectives of the Job Analysis programs every time when
they go for Job Analysis. This will also help the employee to understand the
need as well as objectives & can comfortably focus on the Job Analysis
aspects.
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4) The working conditions of the workers who are working at high physical
effort demanding areas and leading risky / unsafe work should be ensured
safety. The company has managed such facility effectively.
5) Place of the Job Analysis program is also an important matter which the
company has to take into consideration. Because they feel the far distance of
the place of the job analysis make place their work also hamper & burden
their work So the company has to try & conduct few of such job analysis
programs within the premises.
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Conclusion
Working in Akay industries was learning experience for me. The project
allotted to me by the company was challenging as it was very much
implementation oriented and I had to struggle a lot for things to be done
in the company. Especially for my survey, staff used to be very busy in
their work when I use to go to them. It took a long time for me to
complete the survey
The one satisfaction what I had with my project was that it gave me a
good foundation for formulating the Job Analysis programs for company
and also helped me to get in depth knowledge about it.
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