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m.job Analysis at Heritage

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A Project Report On

JOB ANALYSIS atHeritage Foods (India) LimitedSubmitted in Partial Fulfillment for the Award of the Degree Of MASTER OF BUSINESS ADMINISTRATIONSubmitted By

SANA SULTANAH.T NO : 1516-10-672-003

Under The Guidance Of Mrs.Swathi DEPARTMENT OF MANAGEMENT STUDIES

SHADAN INSTITUTE OF COMPUTER STUDIES FOR GIRLS(AFFILIATED TO OSMANIA UNIVERSITY)

HYDERABAD 2010-2012

DECLARATIONI hereby declare that this Project Report titled JOB ANALYSIS carried out at HERITAGE. Is my original work written and submitted by me in partial fulfillment of Master`s Degree in Business Administration of (OSMANIA UNIVERSITY). I also declare that this project has not been submitted earlier in any other university or institution.

Date: 20-04-2012

(SANA SULTANA)

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ABSTRACTJob Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job A job analysis is a step-by-step specification of an employment position's requirements, functions, and procedures. Just as a seed cannot blossom into a flower unless the ground is properly prepared, many human resource management (HRM) practices cannot blossom into competitive advantage unless grounded on an adequate job analysis. Job analysis is information about a position to be filled that helps to identify the major job requirements (MJR) and links them to skills, education, training, etc., needed to successfully perform the functions of that job. The purpose of the job analysis is to identify the experience, education, training, and other qualifying factors, possessed by candidates who have the potential to be the best performers of the job to be filled. It can also be used to identify documents and other elements vital to the candidate evaluation, referral and selection process, such as measurement methods and interview requirements.Job analysis is a systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc for the job position. It also depicts the job worth. Thus, it effectively contributes to setting up the compensation package for the job position.

Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives.Therefore, job analysis forms an integral part in the formulation of compensation strategy of an organization. Organizations should conduct the job analysis in a systematic at regular intervals. Job analysis can be used for setting up the compensation packages, for reviewing employees performance with the standard level of performance, determining the training needs for employees who are lacking certain skills.

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ACKNOWLEDGEMENTI take this opportunity to extend my profound thanks and deep sense of gratitude to the authorities of HERITAGE Pvt Ltd. For giving me the opportunity to under take this project work in their esteemed organization. I profusely thank Mr. SUDEEP My sincere thanks to Mr.Mohammed Masood(Principle Of Shadan Imstitute Of Computer Studies For Girls) and My faculty guide Mrs.Swathi. For their encouragement and constant support extended in completion of this

project work. From the bottom of my heart i am also thankful to all those who have incidentally helped me, through their valued guidance, co-operation and unstinted support during the course of my project.

(SANA SULTANA)

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INDEX S.NO: CONTENTS PAGE NO

Chapter 1:

Introduction 1.1 Introduction 1.2 Scope of the Study 1.3 Objetives of the problem 1.4 Methodology of the study 1.5 Limitations of the stiudy

20-27

Chapter 2:

Profiles 2.1 Industry profile 2.2 Company profile

29-42

Chapter 3

Literature Survey 3.1 Conceptual and theoretical review

45-52

Chapter 4:

Data Analysis and Interpretation 4.1 Analysis Part

54-82

Chapter 5:

Conclusion 5.1 Finding 5.2 Suggestion 5.3 Conclusions 5.4 Bibliography

84-88

5

5.5 Questionnaire

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LIST OF TABLESS.NO TITLE PAGE NO

4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18

PHISICAL WORKING CONDITIONWORK UNDER SUPERVISOR COMMITMENTS OF JOB ALLOTMENT OF JOB WORKING ATMOSPHERE WHETHER FRIENDLY OR NOT GOOD RELATION WITH ALL SUPERVISORS REASONS FOR TAKINGUP JOBS BENEFITS PROVIDED BYCOMPANY DISTRIBUTION OF WORK DONE FAIRLY OR NOT JOB IS SECURED JOB ENRICHMENT HELPS INDIVIDUAL DEVELOPMENT TECHNOLOGY LEADS TO MORE PRODUCTIVIT OBJECTIVES OF ORGANISATION INCENTIVES GIVEN BY COMPANY TIME PERIOD FOR WHICH EMPLOYEES WERE EMPLOYED RELATIONS BETWEEN QUALIFICATION AND JOB E EVALUATION OF NEW POSITION MAN POWER PLANNING

65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82

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LIST OF FIGURES/CHARTS S.NO TITLE PAGE NO

1.1 1.2 2.1 2.2 3.1 3.2 3.3 3.4 4.1 4.2 4.3 4.4 4.5 4.6

PURPOSE OF JOB ANALYSIS METHODS OF JOB ANALYSIS ORGANISATIONAL HIERRCHEY HR DEPARTMENT CHART HAZARD IDENTIFIVATION COMPONENTS OF JOB ANALYSIS JOB WORTH COMPENSATION PROCESS

11 15 38 39 47 51 53 60 65 66 67 68 69 70

PHISICAL WORKING CONDITIONWORK UNDER SUPERVISOR COMMITMENTS OF JOB ALLOTMENT OF JOB WORKING ATMOSPHERE WHETHER FRIENDLY OR NOT RELATION WITH ALL SUPERVISORS

4.7 4.8 4.9 4.10 4.11 4.12

REASONS FOR TAKINGUP JOBS BENEFITS PROVIDED BYCOMPANY DISTRIBUTION OF WORK DONE FAIRLY OR NOT JOB IS SECURED JOB ENRICHMENT HELPS INDIVIDUAL DEVELOPMENT TECHNOLOGY LEADS TO MORE PRODUCTIVIT

71 72 73 74 75 76

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4.13 4.14 4.15 4.16 4.17 4.18

OBJECTIVES OF ORGANISATION INCENTIVES GIVEN BY COMPANY TIME PERIOD FOR WHICH EMPLOYEES WERE EMPLOYED RELATIONS BETWEEN QUALIFICATION AND JOB E EVALUATION OF NEW POSITION MAN POWER PLANNING

77 78 79 80 81 82

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CHAPTER-I INTRODUCTION

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JOB ANALYSISDefinationAccording to Mondy and Noe (1987), job analysis which is defined the systematic process of determining the duties and skills required for performing jobs in an organization. In job analysis, we identify what the existing tasks, duties, and responsibilities of job are. Plus, it usually involves collecting information depend on the job differentiate

Meaning Of Job AnalysisA Job Analysis is a list of tasks essential to the performance of a profession. The list defines the scope of practice for that profession, according to a consensus of the practitioners. The list of tasks is not meant to limit the job performed by those professionals, but to identify the core skills needed for entry into the profession. The purpose of the Job Analysis, for a certification program, is to determine the knowledge and skills that must be demonstrated by those seeking certification. The skill list is generally created by a focus group of those considered experts in the field, and then the items are rated thorough a survey of a larger number of practicing professionals that reflect the diversity of the identified population. Items that are rated as important or frequently performed by the majority of survey participants are included on the final list of required skills, and the tasks that are rated lower are not included. That final list becomes the blueprint for test development. Following this process ensures that the test, or assessment instrument, accurately reflects the knowledge and skills necessary to perform the job. The examinations are intended to measure not only the ability to perform skills, but also the knowledge base behind each skill and the abilities necessary to perform the job competently.

Steps involved in Job Analysis1. Collecting and recording job information

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2. Checking the job information for accuracy 3. Writing job description based on information collected to determine the skills, knowledge, 4. Updating and upgrading this information

Purpose:One of the main purposes of conducting job analysis is to prepare job description and job specification which in turn helps to hire the right quality of workforce into the organization. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans.

Figure-1.1

Recruitment

Selection

Recruitment

Performance Appraisal Aa

Human Resource Planning Placement

Job Job Design Evaluation

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In the fields of Human Resources (HR) and Industrial Psychology, job analysis is often used to gather information for use in personnel selection, training, classification, and/or compensation. The field of vocational rehabilitation uses job analysis to determine the physical requirements of a job to determine whether an individual who has suffered some diminished capacity is capable of performing the job with, or without, some accommodation. Professionals developing certification exams use job analysis (often called something slightly different, such as "task analysis") to determine the elements of the domain which must be sampled in order to create a content valid exam. When a job analysis is conducted for the purpose of valuing the job (i.e., determining the appropriate compensation for incumbents) this is called "job evaluation." Job analysis aims to answer questions such as: 1. why does the job exist? 2. What physical and mental activities does the worker undertake? 3. When is the job t

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