Download - Effectiveness of Job Analysis

8/3/2019 Effectiveness of Job Analysis

1/63

A

STUDY OF

EFFECTIVENESS OF JOB ANALYSIS INWHIRLPOOL OF INDIA LIMITED, PUNE

PROJECT REPORT UNDERTAKEN

AT

WHIRLPOOL OF INDIA LIMITED

SUBMITTED TO UNIVERSITY OF PUNE

IN PARTIAL FULFILLMENT OF REQUIREMENT FOR THE AWARD OF DEGREE

OF

MASTER OF PERSONNEL MANAGEMENT

By

JYOTI GUPTA

UNDER THE GUIDANCE OF

PROF. MUKTA KESKAR

SINHGAD INSTITUTE OF MANAGEMENT, VADGAON, PUNE

Page | 1


2/63

2010-2012

DECLARATION

I, the undersigned, hereby declare that the Project Report entitled

Effectiveness of Job Analysis in WOIL, Pune written and

submitted by me to the University of Pune, in partial fulfillment of the

requirement for the award of degree ofMaster of Personnel

Management under the guidance ofProf. Mukta Keskar, is my

original work and the conclusions drawn therein are based on the

material collected by myself.

Place: Signature of Student

Date:

Page | 2


3/63

GUIDES CERTIFICTE

This is to certify that the Project Report entitled Effectiveness of Job

Analysis in WOIL, Pune which is being submitted herewith for the

award of the degree ofMaster of Personnel Management of SIOM

under University of Pune, Pune is the result of the original research

work completed by Miss Jyoti Gupta under my supervision and

guidance.

To the best of my knowledge and belief the work embodied in this

Project Report has not formed earlier the basis for the award of any

degree or similar title of this or any other University or examining body.

Place: Directors Signature, SIOM

(Dr. Daniel Penkar)

Date: Research Guides Signature

Page | 3


4/63

(Prof. Mukta Keskar)

COMPANYS CERTIFICATE

Page | 4


5/63

ACKNOWLEDGEMENT

Any accomplishment requires the effort of many people and I find a

great pleasure in expressing my deep sense of gratitude towards all

those who made it possible for me to complete this project successfully.

I would like to thankWhirlpool of India Limited, Pune for giving me

opportunity to work and get to know about multinational manufacturing

industry, which got 143 rank in Fortune 500, 2011. I would like to

express my deep and sincere gratitude to Dr. Daniel Penkar (Director

SIOM, Vadgaon), Prof. Mukta Keskar (Project guide), Mr. Utsav

Khandelwal (Deputy HR Manager, WOIL, Ranjangaon, Pune) for their

dynamic and valuable guidance in this project. I am grateful to my

project guide for showing me right direction and motivating me to

accomplish the goals of this project.

Last but not the least; I want to express my gratitude to WOIL staff for

their cooperation and to those who may have contributed to this project,

even though anonymously.

Page | 5


6/63

JYOTI GUPTA

CONTENT

I. INTRODUCTIONExecutive Summary of thestudy..9

Objectives ofStudy......10

Scope of Study..10

II. COMPANY PROFILE

Profile ofWhirlpool.12

Vision of the Whirlpool...12

Mission of theWhirlpool.12

Historical Background of the Whirlpool...13

Manufacturing Locations ofWOIL...14

Organization ChartWhirlpool...15

Organization Chart WOIL, Pune...16

Page | 6


7/63

Product Overview of Whirlpool.17

Product Overview of WOIL...18

Product Overview of WOIL, Ranjangaon18

Rewards and Recognition...23

III. CONCEPTUAL BACKGROUNDJob Analysis.25

Content of Job Analysis..25

Job Description25

Job Specification..26

Methods.2

6

Uses of JobAnalysis.27

IV. RESEARCH DESIGN AND METHOLODYResearch Methodology29

ResearchDesign...29

Sample Design .30

Data Collection.32

Data Analysis33

V. DATA PRESENTATION, ANALYSIS AND INTERPRETATION

Data Analysis and Interpretation..35

VI. FINDINGS, SUGGESTIONS, AND CONCLUSIONFindings.57

Page | 7


8/63

Suggestions.......59

Limitations59

Conclusion60

Bibliography.61

ANNEXURE (Questionnaire).62

Page | 8


9/63

CHAPTER- IINTRODUCTION

Executive Summary of the Study

This project aims at finding out Effectiveness of Job Analysis in WOIL, Pune. This

project has wide scope in Whirlpool of India Limited (WOIL), Ranjangaonplant .Whirlpool refrigerators are leading brand among refrigerators in the world. WOIL,Ranjangaon has got expertise in the field of manufacturing refrigerator. This position ofWhirlpool is due to its Innovative Technologies and Employees. Employees are theassets of company and right candidate should be at right position that leads to success of

Page | 9


10/63

a company. Whirlpool is devoted to create happiest and efficient employees. It willbecome possible when an employee get exposure from organization to show his/hertalent and get necessary training, development, welfare and growth opportunities. Forachieving this goal the root level is JOB ANALYSIS.

Job Analysis is the key point from where functions of HR department starts and itprovides base most of the HR activities. Immediate product of Job analysis are JobDescription and Job Specification which are primarily used to recruit the right candidateat right position which help in optimum utilization of skills, knowledge and attitude inright job.

Job Analysis is used to find out competencies for each job and help in competencymapping. Then training and development needs can be identified easily. After identifyingtraining needs organization provide concerned training to employees which results insatisfaction among employees, increase in moral and increase efficiency of employees.

So it is clear that job Analysis is a vital function of the HR Department but its use andeffectiveness differs from organization to organization, so to find out its effectiveness aswell as worth in the WOIL, Ranjangaon this research is conducted.

This research is conducted in WOIL, Ranjangaon plant.For this research I have collected primary data from the sample of 70 employees ofRanjangaon plant with the help of questionnaire and interview method and secondarydata is collected from various previous research reports, magazines, articles, books andinternet.

This research concluded that Job Analysis has a goodscope and is effective in the WOIL, Ranjangaon.

Objectives

To find out the worth of Job Analysis and understand the work environment in theorganization.

To understand the need ofJob Analysis in the organization. To conduct the Job Analysis and Competency Mapping in the organization.

Page | 10


11/63

To document existing jobs (Responsibilities & activities) in the form of JobDescription and Job Specification.

To identify and define competencies for recruitment and selection purposes,career development and succession planning.

Scope

Scope of research on the Effectiveness of Job Analysis in the WOIL, Ranjangaon isrestricted to the WOIL, Ranjangaon Plant only. After identifying the effectiveness ofit, Job Analysis and Competency Mapping can be conducted in a better way whichleads to rightsizing of the Organization & identification of training needs. Its Scope-

To make effective Recruitment & Selection Process To help supervisors in assigning work to the subordinates so that he can guide and

monitor their performances. For designing Training and Development programme To conduct Performance Appraisal To assess Compensation Plan To Provide Assistance for conducting various personnel researches Succession Planning Induction Orientation Personnel Audit

Limitations

The study was limited to WOIL, Ranjangaon Plant only. The study was based on perception, ideas and preferences of respondents, which

are complex in nature and depends on subjectivity of the individual. The project was required to be completed within a time period and this was

another constrain for the study. There was a problem at the time of response to questionnaire and interview in

recalling the matters. Different attitude of the employees which prevent them to give good response. It is difficult to comprise all dimensions in a questionnaire.

Page | 11


12/63

CHAPTER- I I

PROFILE OF THE ORGANIZATION

PROFILE OF THE WHIRLPOOL

Page | 12


13/63

Whirlpool Corporation is a leader of the $100 billion global home appliance

manufacturing industry. The parent company is headquartered at Benton Harbor,

Michigan, USA with a global presence in over 170 countries and manufacturing

operation in 13 countries with 11 major brand names such as Whirlpool, Kitchen Aid,

Roper, Estate, Bauknecht, Laden and Ignis. Its appliances are marketed in nearly everycountry around the world. Whirlpool realizes annual sales of approximately $20 billion,

has 70,000+ employees and 160 countries and global competition maintains 69

manufacturing and technology research centers around the world. Whirlpool of India

Limited is the most recognized brand in home appliances in India and holds a market

share of over 25%. The company owns three state-of-the-art manufacturing facilities at

Faridabad, Pondicherry and Pune. Each of these manufacturing set-ups features an

infrastructure that is witness of Whirlpool's commitment to consumer interests and

advanced technology.

Vision Mission

Historical Background of the Whirlpool

Page | 13


14/63

1908: The first Automatic washer was launched to public in late 1908, by 1900

Corporation which in 1911 was renamed to Upton Machine Company.

1957: The Company was rechristened as ' The Whirlpool Corporation.'

1958: The Company moved out of country for the first time and invested in Brazilianappliance market through purchase of equity in Multibras S.A

1978: Within a decade company doubled its feat of $1 Billion mark and reached the $2

billion revenue level.

1987: Whirlpool tied-up with Sundaram Clayton Ltd. of India to form TVS Whirlpool

Ltd.

1995: Whirlpool Corp. acquired majority of stake in the TVS Whirlpool Ltd. The DC

manufacturing facility of Kelvinator India was also acquired.

1996: Whirlpool Washing Machines Ltd. and Kelvinator India Ltd. merged together to

form Whirlpool of India Ltd.

1999: Whirlpool of India crossed the milestone of 1 million sales of appliances.

2001: Whirlpool India registered profit & sold 1.2 million appliances. It also achieved

the No.1 position in DC & FA..

2006: Whirlpool Corporation acquires Maytag and become the Worlds largest white

goods company.2009- WOIL Became 2nd largest brand in country for refrigerators and washing machine

combined.

2010- WOIL launched 1st 3 door fully automatically frost free refrigerator.

Today, Whirlpool is the most recognized brand in home appliances in India and

holds a market share of approximately 16%.

Manufacturing Locations of WOIL

Whirlpool has the distinction of having ISO certification for all its facilities in India.

Page | 14


15/63


16/63

Organization Chart Whirlpool

Page | 16


17/63

Organization Chart WOIL, Pune

Page | 17


18/63

PRODUCT OVERVIEW OF WHIRLPOOL

WASHERS & DRYERS

REFRIGERATORS DISHWASHERS

Page | 18


19/63

FLAT TOPS, OVENS & MICROWAVES AIR CONDITIONERS

OVERVIEW OF WOIL , PRODUCTS

OVERVIEW OF WOIL, PRODUCTS, PUNE

WOIL, Pune is responsible for production of Refrigerators only & kitting of washing

marching & AC.

Page | 19


20/63

PRODUCT OVERVIEW OF WHIRLPOOL

Whirlpool has wide range, which are shown by following chart-

1. Refrigerators:Whirlpool is leader in manufacturing refrigerators. Whirlpool manufactures different

kinds of refrigerators. These are

A. Direct coolB. Frost controlC. Frost free

A. Direct cool

A direct cool model produces the necessary chill through natural convection. Directcool refrigerators are more energy efficient and more popular for industrial purpose.Models: Masterpiece 19 Genius Supreme

Page | 20


21/63

Genius Premier Genius Royale Genius XL Premier Genius XL Royale

A. Frost controlA frost control refrigerator has following features-6th Sense frost Control Technology, E- light: power gone light on, Unique Healthguard, Roll bond freezer, Chill max, Modular ShelvesModels: Fusion 19 Supreme Fusion 19 Premier Fusion 21 Supreme Fusion 21 Royal VG Fusion 24 Supreme

A. Frost free

Frost free refrigerators, as the name implies, do not require any kind of manual

defrosting. A small element is placed inside the unit that actually melts accumulating

ice. This is done without interfering with the natural cooling cycle that is required to

continuously refrigerate food. Frost free refrigerators do not require any deicing or

defrosting through manual means. It is handled automatically. Frost free models are

better at maintaining consistent temperatures, and keeping food items fresh for a

longer period of time.

Models:

Mastermind Classic Plus Protton F 220 Classic Plus

1. Washing machineMain features: In built heater, stain wash, 1-2,1-2 hand wash

A. Semi Automatic

B. Fully Automatic(top load)C. Fully Automatic(frontload)D. Fully Automatic 360*machine

Page | 21


22/63

A. Semi Automatic3 Wash Programs Delica, Impeller, Dynamic Soak, Auto Restart, Hi-fiber Body,

Easy-to- use control Panel, Aesthetically Designed, In-built Scrubber.

Models-

super wash spin 6 kg,6.5 kg, 8 kg Si 60 6 kg E 65 6.2 kg verve 6.5 kg ACE 7.5 KG ,8 KG

A. Fully automatic top loadModels-

Splash 1-2-3 650p , 1-2-3-700 s

A. Fully automatic top loadLarge LCD display, Easy Ironing Express wash 6th Sense.

Models-

Explore 855 LEW, 1055 LCW, 1055 LCS Sport,7 KG

A. Fully automatic 360 Machines360 Wash Cycle, Catalytic Soak, H2 Low Shower, Bloom Motion, 6th Sense

Model-

360 Bloom Wash

1. Air ConditionerA) Window

B) Split

Page | 22


23/63

1. MicrowaveA) Solo

B) GrillC) Conviction

A) SoloModels- MagicookTM20S Mechanical MagicookTM 20S Electronic

A) GrillModels- MagicookTM20G Mechanical MagicookTM 20G Electronic

A) ConvictionModels- MagicookTM20C Mechanical MagicookTM 20C Electronic

1. Water PurifierModels- Deluxe UTS

Deluxe MES Elite Purafresh Platinum Elite MES

1. UPS

Sin wave hups Sin wave platinum series Silver series Elantra hups gold series

1. Others Cooking Ovens

Page | 23


24/63

Hobs Barbecues and deep fryer Hoods Dishwasher

REWARDS & RECOGNITIONS

The program is designed for the purpose to salute the excellence in work which is

aligned to the organization's goal. The program is there to notice the efforts put by

the employees and any of their extra efforts doesn't get unnoticed.

Rewards motivates the employees and encourages them to win, making winning

as their habit at Whirlpool.

Whirlpool has Five types of awards for recognizing outstanding performance at

work-CHEERS, EMPLOYEE OF THE QUARTER, PINNACLE AWARD,

SMART SQUARD AWARD,TEAM OF THE YEAR AWARD

Awards

Whirlpool has been recognized as worlds most admired companies by Fortune in

2009

Page | 24


25/63

In 2009 Whirlpool has been awarded with product design award.

Whirlpool has been voted as product of the year in 2009.

15 'India's Best Companies to Work for 2010

Page | 25


26/63

CHAPTER- III

CONCEPTUAL BACKGROUND

DEFINITION OF JOB ANALYSIS

Job analysis is a process of systematically collecting, analyzing and documenting theactivities and responsibilities, their relationships with other jobs, the personalqualifications necessary for effective performance, and the conditions under which workis performed for the specific job.

COMPONENT AND CONTENT OF JOB ANALYSIS:

There are two important components of the Job Analysis-1. Job Description2. Job Specification

Page | 26


27/63

Job Description: It is the process of studying, collecting and documenting theinformation about responsibilities, working condition and purpose of a specific job. Itseeks the answer of what is the purpose of job? , what employee does? , what are theworking conditions? etc.

Content of Job Description :

Job title Department Reporting Location Job Summary Main responsibilities Job activities and procedures Working conditions and physical environment of employment Interactions Organizational Expectations

Job Specification: It is the statement of Educational Qualification, knowledge, skills,and abilities along with the associated, training, and experience which are required toperform the job successfully. This criterion is the minimum recruiting criteria orminimum qualifications for the Specific Job.

Content of Job Specification :

Educational Qualification Relevant Skills ,Knowledge, Abilities Physical fitness

PURPOSE OF JOB ANALYSISThepurpose of job analysis isto document existing jobs (Responsibilities & activities) inthe form of Job Description s and Job Specifications.to establish and document the 'Job Relatedness' of employment procedures such astraining, selection, compensation, and performance appraisal. Job analysis investigatesthe frequency and importance of duties, whether a duty constitutes a fundamental part ofthe job, and the extent to which duties can readily be assigned to other employees.

Methods:-

Some of the methods used for job analysis include:

Page | 27
http://www.businessdictionary.com/definition/statement.htmlhttp://www.businessdictionary.com/definition/statement.html


28/63


29/63

OTHER USE S OF JOB ANALYSIS

Matching ofjob-specifications with the person-specifications forRecruitment. Induction Orientation To Provide Assistance for conducting various personnel researches. Induction Orientation, Personnel Audit

To help supervisors in assigning work to the subordinates so that he can guide andmonitor their performances.

Matching ofjob-specifications with the person-specifications forRecruitment. Used for identifying competencies and conducting Competency Mapping Identify the training needs Succession Planning

with the help of competency mapping Enhancement of the employee's job satisfaction by understanding job needs and

fulfilling them by providing necessary training and other requirements. Development ofperformance measurementsystems. To understand the need ofJob Analysis & competency mapping in the

organization. To conduct the Job Analysis in the organization. To identify and define competencies for hiring purposes, career development and

succession planning

.

Page | 29
http://www.businessdictionary.com/definition/job-specification.htmlhttp://www.businessdictionary.com/definition/person-specification.htmlhttp://www.businessdictionary.com/definition/employee-selection.htmlhttp://www.businessdictionary.com/definition/job-specification.htmlhttp://www.businessdictionary.com/definition/person-specification.htmlhttp://www.businessdictionary.com/definition/employee-selection.htmlhttp://www.businessdictionary.com/definition/enhancement.htmlhttp://www.businessdictionary.com/definition/employee.htmlhttp://www.businessdictionary.com/definition/job-satisfaction.htmlhttp://www.businessdictionary.com/definition/development.htmlhttp://www.investorwords.com/14644/performance_measurement.htmlhttp://www.businessdictionary.com/definition/system.htmlhttp://www.businessdictionary.com/definition/job-specification.htmlhttp://www.businessdictionary.com/definition/person-specification.htmlhttp://www.businessdictionary.com/definition/employee-selection.htmlhttp://www.businessdictionary.com/definition/job-specification.htmlhttp://www.businessdictionary.com/definition/person-specification.htmlhttp://www.businessdictionary.com/definition/employee-selection.htmlhttp://www.businessdictionary.com/definition/enhancement.htmlhttp://www.businessdictionary.com/definition/employee.htmlhttp://www.businessdictionary.com/definition/job-satisfaction.htmlhttp://www.businessdictionary.com/definition/development.htmlhttp://www.investorwords.com/14644/performance_measurement.htmlhttp://www.businessdictionary.com/definition/system.html


30/63

CHAPTER- IV

RESEARCH DESIGNAND METHOLODY

Research

Research is composed of two syllables, a prefix re and a verb search. Re means again, anew. Search means to examine closely and carefully, to test and try, to probe.

Research can be defined as the search for knowledge, or as any systematic investigation,to establish novel facts, solve new or existing problems, prove new ideas, or develop newtheories, usually using a scientific method.

Research Methodology

Research methodology is a way to systematically solve the research problem. It may be

Page | 30


31/63


32/63

a. The survey of concerning literature: This method is used to formulate theresearch problem or developing hypothesis. This research is based on thesecondary data.

b. Experience survey: Thismeans the survey of people who have had practicalexperience with the problem to be studied. The object of such a survey is to obtaininsight into the relationships between variables and new ideas relating to theresearch problem.c. Analysis of insight-stimulating examples:This is a fruitful method forsuggesting hypotheses for research. In this method existing records are examineand if requires unstructured interviews are conducted.

2. Descriptive Research Design:Descriptive studyis the fact finding investigation with adequate interpretation.

Descriptive research studies are those studies which are concerned with describing the

characteristics of a particularindividual, or of a group.

In this method data are collected by using one or more appropriate methods like:

Observation Interview Questionnaire

3) Experimental Research Design: It is also called as hypothesis testing method. Thismethod is focused on finding out the casual relationship between various variables.Experimental Research isdesigned to assess the effects of particular variables on aphenomenon by keeping the other variables constant or controlled.

Sample Des ign:

It is a definite plan for obtaining a sample from a given population. It lays down thenumber of items to be included in the sample.

Sample is a smaller representation of a larger whole. A sample is composed of somefraction or a part of total number of an element or unit in a defined population andsampling is the method of selecting some fraction of a population

Page | 32


33/63

Adopted Method of sampl ing Non- Probability, Judgment Sampling Method is usedfor sampling.

Size of sample - 70 Employees.

Size of Population- 385 Employees

Data Collection:

1. Primary Data2. Secondary Data

1. Primary Data

It is the data which researcher collects to address the specific problem at hand-the

research questions. It is the first hand data directly collected from the the respondents. Itis the original work of research or raw data without interpretation. Primary data iscollected especially to address research objective.

Sources of primary data

1. observation method,2. interview method,3. through questionnaires,4. through schedules, and5. other methods which include-

Warranty cards Distributor audits Pantry audits Consumer panels Using mechanical devices Through projective techniques

Page | 33


34/63

Depth interviews, and Content analysis.

I have collected the primary data from-

Questionnaire, and Interview methods

1. Secondary Data

The data presented in research reports when used again for further research is known assecondary data. It is the data which has been used previously for some research and nowin use for the second time.

Sources of secondary data

Books, magazines and newspapers Reports and publications of various associations Reports prepared by research Diaries, letters, unpublished biographies and autobiographies Public records and statistics, historical documents, and other sources of published

information Various publications of the central, state are local governments Various publications of foreign governments or of international bodies and their

subsidiary organizations technical and trade journals

I have collected the secondary data from-

Documents of WOIL, PRO on Job Analysis,

PMP Forms Books Magazines Websites

(Details are provided in Bibliography)

Page | 34


35/63

Data Analysi s -

Data Analysis is the process in which statistical method are used by the researcher to

draw conclusions from the collected data, make generalizations, establish relationshipsbetween two or more variables and test the hypothesis.

In this project Data Analysis is done by using Pie Charts .

CHAPTER- V

Page | 35


36/63


37/63

Interpretation-

Job Analysis is done once in 2 years in the Whirlpool of India Limited, Ranjangaon,Pune.

2. Does awareness about Job Description is important to your role?

Sl. No. Options No. of Employees % Response

a Strongly agree 5 7.14

b Agree 33 47.14

c Neither agree nor disagree 20 28.57

d Disagree 9 12.86

e Strongly disagree 3 4.28

Interpretation-

7% employees strongly agreed, 47% agreed, 29% are neither agreed nor disagreed,13% disagreed and 4% strongly disagreed.

Most of the employees are agree that awareness about Job Analysis is required fortheir job. So it is clear that Job Analysis is not only useful for HR department but alsofor whole Organization and its scope is wide.

Page | 37


38/63

3. Do you use Job Description and specifications to set goals & objectives?

Sl.

No.

Options No. of Employees % Response

A Strongly agree 13 18.57

B Agree 38 54.28

C Neither agree nor disagree 16 22.86

D disagree 3 4.28E Strongly disagree -- --

Interpretation-

19% employees strongly agreed, 54% agreed, 23% neither agreed nor disagreed and 4%disagreed.

More than 50% employees agreed that while setting their goals and objectives whichshould be in congruence with the organizational goals, take help of Job Description andspecifications. So it is clear that Job Analysis portrait a clear image of responsibilitiesand duties, and it directs an employee in a right direction to set goals and objectives.

4. Does it help you to provide Counseling to Employees about their duties &

Competencies?

Page | 38


39/63

Interpretation-

20% employees strongly agreed, 46% agreed, 14% are neither agreed nor disagreed, and20% disagreed.

More than 40% employeesagreed for the statement that Job Description andSpecification are helpful in providing counseling to employees about their duties &competencies. So here it is concluded thatit is a good tool for all middle and top levelemployees to provide guidelines to their subordinates about their duties andcompetencies for performing effectively in the organization for accomplishment of goals.

5. Does it help in Employee Self Development?



b. Agree 28 40

c. Neither agree nor disagree 21 30

d. Disagree 8 11.43

e. Strongly disagree -- --

Page | 39



b Agree 26 46.43


d Disagree 11 19.64

e Strongly disagree -- --


40/63


41/63

7. Do you agree that it helps in finding out the need of training?

Interpretation :

39% Employees strongly agreed and 48% employeesagreed, 12% neither agreed nor

disagreed and 1% is disagreed.

39% Employees strongly agreed and 48% employeesagreed that it helps in finding out

the need of training. From the strong response, it is concluded that Job Analysis is the

base for finding out need of training through competency mapping. So indirectly it is

helpful for all employees in the organization.

8. Do you think that elaborate Job Description and Job Specifications should bemade available to interviewers?



b Agree 37 54.41


d Disagree 4 5.88


Page | 41


a Strongly agree 27 39

b Agree 33 48

c Neither agree nor disagree 8 12

d Disagree 1 1



42/63

Interpretation-

28% employees strongly agreed, 54% agreed, 12% are neither agreed nor disagreed, and6% disagreed.

28% Employees strongly agreed and 54% employees agreed to the statement that

elaborate Job Description s and Job Specifications should be made available to

interviewers. Mostly Interviewers are from the organization so by providing above to

them , Organization get right person on the right place who has complete knowledge of

the job for which candidate is going to be selected.

9. Do you think that Job Description should be made available to job applicants?

Sl. No. Options No. of Employees %

Response


B Agree 17 25


D Disagree 21 30.88

E Strongly disagree 14 20.59

Interpretation- 3% employees strongly agreed, 25% agreed, 20% are neither agreednor disagreed, 31% disagreed and 21% strongly disagreed.

Page | 42


43/63

21% Employees strongly disagreed and 31% employeesdisagreed to the statement

that Job Descriptions are made available to job applicants; here weightage of negative

response is more. So it is concluded that above should not be provided to the

applicants.

10. Do you think that worker- management relation can be made better if all the

elements of the job are well understood by Job Description?

Interpretation-

25% employees strongly agreed, 49% agreed, 23% are neither agreed nor disagreed,and 3% disagreed.

25% Employees strongly agreed and 49% employees agreed to the statement thatworker- management relation can be made better if all the elements of the job arewell understood by Job Description. It is concluded that Job Analysis also strengthenwork culture by providing the exact information about whom to report, when, whereand which responsibilities are to perform.

Page | 43



B Agree 34 49.27


D disagree 2 2.9

E Strongly disagree -- --


44/63

11.Do you agree that it help in right sizing of the organization?



b Agree 34 49


d Disagree 2 3


Interpretation-

27% employees strongly agreed, 49% agreed, 21% are neither agreed nor disagreed,and 3% disagreed.

27% Employees strongly agreed and 49% employees agreed to the statement that ithelps in right sizing of the organization. It is concluded from the strong positive

response that Job Analysis contributes in maintaining the Organizational hierarchy.

12.Do you think it point out the issues related to the Employee safety?



B Agree 22 31.42


Page | 44


45/63

D Disagree 19 27.14

E Strongly disagree 3 4.28

Interpretation:

23% employees strongly agreed, 32% agreed, 14% are neither agreed nor disagreed,27% disagreed and 4% strongly disagreed.

23% Employees strongly agreed and 32% employees agreed to the statement that itpoint out the issues related to the Employee safety. It is concluded that it alsohighlights the safety issues.

13. Do you agree that Job Analysis enhance the Productivity?


a. Strongly agree 18 25.77

b. Agree 30 42.86

c. Neither agree nor disagree 13 18.57

d. disagree 9 12.86

e. Strongly disagree -- --

Interpretation-

Page | 45


46/63


47/63

For HR Department

15.Kindly provide rating for the following statements, scale given below:1- Strongly Agree, 2 Agree, 3 Neither Agree nor Disagree 4 Disagree, 5 StronglyDisagree.

Statementsa. The data generated from Job Analysis is used as an input for various HR

functions such as recruitment and selection, performance appraisal, training,

competency mapping, etc.


Response

1 Strongly agree 8 100

2 Agree - -

3 Neither agree nor disagree - -

4 Disagree - -

5 Strongly disagree - -

Interpretation :

100% Employees strongly agreed to the statement that data generated from Job

Analysis is used as an input for various HR functions such as recruitment and

selection, performance appraisal, training, competency mapping, etc. It is concluded

here that job Analysis provide base for most of the HR activities. It is the primary

function of HR department.

b. Job Analysis should be done frequently (yearly) in order to be able to give a

realistic picture about the demands of the job.


Page | 47


48/63

Response

A Strongly agree 4 50

B Agree 4 50

C Neither agree nor disagree - -

D Disagree - -

E Strongly disagree - -

Interpretation:

50% Employees strongly agreed and 50% employees agreed to the statement that it

should be done frequently (yearly) in order to be able to give a realistic picture about the

demands of the job. So it is clear that it is a good tool for maintaining the organizational

structure.

c. Breaking down the job to basic elements makes the selection process easier.


A Strongly agree -- --

B Agree 3 37

C Neither agree nor disagree 5 63

D disagree -- --


Page | 48


49/63

Interpretation-

37% Employees agreed and 63% employees neither agreed nor disagreed to the

statement that breaking down the job to basic elements makes the selection processeasier.

It is concluded here that descriptive Job Analysis, which disclose every

responsibility and duties and then required basic competencies, is supportive tool for

selecting the right candidate.

d. It helps in generation of competencies that define the behaviors, skills and

abilities that an individual needs to display effective performance within a role.

Interpretation-

86% Employees strongly agreed and 14% employees agreed to the statement thatit help in generation of competencies that define the behaviors, skills and abilities

that an individual needs to display effective performance within a role. It is

concluded here that Job Analysis plays a vital role in Competency Mapping which

Page | 49



B Agree 1 14

C Neither agree nor disagree - -

D disagree - -

E Strongly disagree - -


50/63


51/63


b Agree 3 37


d disagree -- --


Interpretation:

25% Employees strongly agreed, 37% employees agreed and 38 % are neither agreed nordisagreed.

25% Employees strongly agreed and 37% employees agreed to the statement that it

provides guidelines to Organization at the time of performance management. So it is

concluded that its area of work is wide and provide base for almost all HR activities.

g. It helps in Induction and orientation?

Sl.

No.

Options No. of Employees % Response


B Agree 5 63

C Neither agree nor

disagree

-- --

D disagree -- --

Page | 51


52/63


Interpretation -

37% Employees strongly agreed and 63% employees agreed to the statement that ithelps in Induction and Orientation. From the result it is concluded that at the time ofinduction and orientation of a fresher, guidelines regarding his reportings andresponsibilities are given to him according to the Job Description.

CHAPTER- VI

FINDINGS, SUGGESTIONS,

AND CONCLUSION

Page | 52


53/63

FINDINGS

The measures to determine the effectiveness of Job Analysis in WOIL, Ranjangaon have

been discussed above. On the critical analysis of the same, the findings are-

1. Whirlpool of India Limited, Ranjangaon, Pune conduct Job Analysis once in 2years.

2. Job Analysis is not only useful for HR department but also for whole WOIL,Ranjangaon Organization.

3. Employees agreed that while setting their goals and objectives which shouldbe in congruence with the Organizational goals, take help of Job Descriptionand specifications. Job Analysis portrait a clear image of responsibilities andduties, and it directs an employee in a right direction to set goals and

objectives.

4. Job Description and Specifications are helpful in providing Counseling toEmployees about their duties & competencies. It is a good tool for all middleand top level employees to provide guidelines to their subordinates about their

Page | 53


54/63


55/63

15. Job Analysis does not facilitate the formulation of a systematic promotion andtransfer policy.

16. Job Analysis helps in Induction and Orientation. At the time of induction andorientation of a fresher, guidelines regarding his reportings and

responsibilities are given to him according to the Job Description.

SUGGESTIONS

This research is conducted to find out effectiveness of Job Analysis in WOIL,

Ranjangaon. Job analysis is effective in the WOIL, Ranjangaon but it can be made more

effective by focusing on following points-

WOIL, Ranjangaon should conduct it yearly so that changing trends in the dutiesand responsibilities can be analyzed.

Should provide prior information to employees to conduct job Analysis so thatthey can recall the things and prepare for filling questionnaire and/or interview.

Job Description and specification is used in conducting competency mapping soin specification part skills should be classified in behavioral and technical skills.

Page | 55


56/63

LIMITATIONS

The study was limited to WOIL, Ranjangaon Plant only. The study was based on perception, ideas and preferences of respondents, which

are complex in nature and depends on subjectivity of the individual. The project was required to be completed within a time period and this was

another constrain for the study. There was a problem at the time of response to questionnaire and interview in

recalling the matters. Different attitude of the employees which prevent them to give good response. It is difficult to comprise all dimensions in a questionnaire.

CONCLUSION

This research work was excellent experience in my life and I got exposure to various HR

functions. This research study conclude that Job Analysis is very effective in the

WOIL,Ranjangaon which provides base to many HR activities like Recruitment and

Selection, Competency Mapping, Training and Development, Performance Appraisaletc.

Job Analysis is the key point from where functions of HR department start. Immediate

product of Job analysis are Job Description and Job Specification which are primarily

Page | 56


57/63

used to recruit the right candidate at right position which help in optimum utilization of

skills, knowledge and attitude in right job.

Job Analysis is used to find out competencies for each job and help in competency

mapping. Then training and development needs can be identified easily. After identifying

training needs organization provide concerned training to employees which results in

satisfaction among employees, increase in moral and increase efficiency of employees.

So it is clear that job Analysis is a vital function of the HR Department but its use and

effectiveness differs from organization to organization.

WOIL, Ranjangaon has good working environment and cooperative employees which

enabled me to complete this research successfully.

Bibliography

Cyanthia D, Fisher, Lyle F. Schoenfeldt, James B. Shaw, Human Resource Management,

Biztantra, 5th edition, Pg 142, 143,145,146

Gary Dessler, Human Resource Management, , Pearson Education Inc, 8th edition 2002,

Pg 87, 88, 100,103

K Aswathappa, Human Resource and Personnel Management, Tata Mc GRAW HIL, 4th

edition 2005, Pg 116,117

Page | 57


58/63

Memoria C.B. and Gankar S.V., Personnel Management, Himalaya Publishing House,

25th edition 2005, Pg 166, 167, 170,178

Subba Rao, Essentials of Human Resource Management and Industrial Relations,

Himalaya Publishing House, 2nd revised edition-Jan 1999, Pg 69, 70, 74, 96

Susan F. Sandler, HR Focus, March 2010, volume- 87 No. 3 Pg 2,3,4

Sites:

www.wikipedia.org

www.whirlpoolindia.com

www.job-analysis.net

www.managementstudyguide.com

www.businessdictionary.com

www.mindtools.com

www.siop.org

ANNEXURE

Questionnaire

Effectiven ess of Job Analysis in WOIL, Ranjangaon

Page | 58


59/63

The purpose of this questionnaire is to understand whether Job Analysis gives worth to

the organization or not. Ill be grateful to you if you give your precious time to complete

this questionnaire as honestly, completely and accurately as you can.

Name__________________________________________________________________

_

Designation_____________________________________________________________

Organization Name_____________________________________________________

1. What is the frequency of doing Job Analysis in your organization?

Half yearly YearlyOnce in 2 yrs. Other (Specify) ________________

2. Does awareness about Job Description is important to your role?

a. Strongly Agreeb. Agreec. Neither Agree nor Disagreed. Disagree

e. Strongly Disagree.

1. Do you use Job Description and specifications to set goals & objectives?a. Strongly Agreeb. Agreec. Neither Agree nor Disagreed. Disagreee. Strongly Disagree

1. Does it help you to provide Counseling to Employees about their duties &Competencies?

Page | 59


60/63

a. Strongly Agreeb. Agreec. Neither Agree nor Disagreed. Disagreee. Strongly Disagree

1. Does it help in Employee Self Development?a. Strongly Agreeb. Agreec. Neither Agree nor Disagreed. Disagreee. Strongly Disagree

1. Do you think that Step by step analysis of work and work related behavior

should be highlighted by Job Analysis?


1. Do you agree that it helps in finding out the need of training?a. Strongly Agreeb. Agreec. Neither Agree nor Disagree

d. Disagreee. Strongly Disagree

1. Do you think that elaborate Job Description and Job Specifications should bemade available to interviewers?


1. Do you think that Job Description should be made available to jobapplicants?

a. Strongly Agree

Page | 60


61/63

b. Agreec. Neither Agree nor Disagreed. Disagreee. Strongly Disagree

1. Do you think that worker- management relation can be made better if all theelements of the job are well understood by Job Description?


1. Do you agree that it help in right sizing of the organizationa. Strongly Agreeb. Agreec. Neither Agree nor Disagreed. Disagreee. Strongly Disagree

1. Do you think it point out the issues related to the Employee safety?a. Strongly Agreeb. Agreec. Neither Agree nor Disagreed. Disagreee. Strongly Disagree

1. Do you agree that Job Analysis enhance the Productivity?a. Strongly Agreeb. Agreec. Neither Agree nor Disagreed. Disagreee. Strongly Disagree

1. Do you think that it really give worth to the organization? Give Comments.a. Strongly Agreeb. Agree

c. Neither Agree nor Disagreed. Disagree

Page | 61


62/63

For HR Department

1. Tick the frequency for following HR functions?

No. Functions Daily Weekly Monthly Yearly Othe

a. Manpower Planning

b. Recruitment/Selection

c. Induction/Orientation

d. Training

e. Performance Appraisal.

f. Compensation and Benefits

g. Grievance Handler

h. Exit Management

2. Kindly provide rating for the following statements, scale given below:

1- Strongly Agree, 2 Agree, 3 Neither Agree nor Disagree 4 Disagree, 5 StronglyDisagree.

Statements 1 2 3 4

a. The data generated from Job Analysis is used as an input for various HR

functions such as Recruitment and selection, performance appraisal, training,

competency mapping etc.b. Job Analysis should be done frequently (yearly) in order to be able to give a

realistic picture about the demands of the job.c. Breaking down the job to basic elements makes the selection process easier.d. It helps in generation of competencies that define the behaviors, skills and

abilities that an individual needs to display effective performance within a role.e. It facilitates the formulation of a systematic promotion and transfer policy.

f. It provides guidelines to you at the time of performance management.g. It helps in Induction and orientation.

Page | 62


63/63

Thank you