A Study on Job Analysis With Reference to Akay Industries

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


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.


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


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)


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


CONTENTS

Chapter 1. Rationale for the study

Chapter 2. Objective of the study


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.


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.


CHAPTER 2

OBJECTIVE OF THE STUDY


“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.


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


mailto:[email protected]

CalcuttaChennaiBarodaDelhi

AKAY INDUSTRIES PRODUCTS


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.,


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


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


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.


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.


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


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.


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


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


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


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.


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


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


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


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


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


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


Authorized capital : 100,00,00,000

Turnover : 9,00,00,000

Yearly sales : 8,00,00,000

CHAPTER 4

THEORETICAL PERCEPTIVE


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:


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.


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


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:


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:


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


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


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


THE PROCESS OF JOB ANALYSIS


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


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


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


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


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


http://www.job-analysis.net/G013.htm




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.


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.


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.


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


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.


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


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


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


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.


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


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


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


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


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


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


.

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


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


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


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.


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


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.


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.


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.


A Study on Job Analysis With Reference to Akay Industries

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