A

PROJECT REPORT

ON
A Study of JOB ANALYSIS OF SAISUN GROUP OF
COMPANY

submitted in partial fulfillment of degree of

MASTER OF BUSINESS ADMINISTRATION

RANI DURGAWATI VISHWAVIDHALAYA

JABALPUR
Under the
Supervision
of
Mrs.
GeetaRai
GLOBAL NATURE CARE SANGATHANS GROUP OF
INSTITUTION, JABALPUR (M.P.)
Submitted by
Monika Agrawal
MBA 3RD SEM

Roll No :
14142084

Enrolment No
BE9281
SESSION 2015-16

GLOBAL NATURE CARE SANGATHAN GROUP OF

INSTITUTION, JABALPUR (M.P.)
DEPARTMENT OF MANAGEMENT

STUDENT DECLARATION
I MONIKA AGRAWAL(MBA 3rd Semester) hereby
declare that the project entitled A Study of JOB
ANALYSIS

OF

SAISUN

GROUP

OF

COMPANYSubmittedin partial fulfillment of the

requirement
BUSINESS

for

the

degree

of

ADMINISTATION

MASTER
to

OF
Rani

DurgawatiVishwavidyalaya Jabalpur.
This is my original work and that no part of this
report has been submitted for the award of any
other degree,diploma,fellowship or other similar
titles or prizes and that the work has not been
published in any journals or magazines.
Signature
Name : MONIKA AGRAWAL
Roll No : 14142084

EN NO: BE9281
Date:
GLOBAL NATURE CARE SANGATHAN GROUP OF
INSTITUTION, JABALPUR (M.P.)
DEPARTMENT OF MANAGEMENT

ACKNOWLEDGEMENT
I extend my special gratitude to our beloved H.O.D.of
MBA department MR. SHAILENDRA BASEDIYA and all
faculty members.
I wish to acknowledgement my sincere gratitude and
indebtedness to my project guide MRS. GEETA RAI

MONIKA AGRAWAL
MBA 3rdsem

GLOBAL NATURE CARE SANGATHAN

GROUP OF INSTITUTION, JABALPUR (M.P.)

CERTIFICATE OF GUIDE
This is to certify that the project report entitled A STUDY
OF

JOB

ANALYSIS

COMPANYsubmitted

OF

SAISUN

byMONIKA

GROUP

AGRAWAL

(MBA

Semester , Roll No 14142084 E/ No BE9281) in

fulfillment

of

the

degree

ofMASTER

OF

OF
3rd

partial

BUSINESS

ADMINISTRATION of Rani DurgavatiVishwavidayalayahas

worked under my supervision and guidance.
The candidate is regular student of our institution. This
report is upto the standard both in respect of its contents
and

literacy

presentation

for

being

referred

examiner.

Signature
Date :
GeetaRai

Mrs.

to

all

Global Nature Care

Sangathans
Group of Institutions,
Jabalpur

GLOBAL NATURE CARE SANGATHAN GROUP OF

INSTITUTION, JABALPUR (M.P.)

DEPARTMENT OF MANAGEMENT~
**CERTIFICATE OF HOD**
This is certify that project entitled A Study of JOB
ANALYSIS OF SAISUN GROUP OF COMPANYwhich is being
submitted by MONIKA AGRAWAL of MBA III semestermay
be accepted towards partial fulfillment of master of
business

administration

with

specialization

in

HR

Marketing.

Date :

Prof. ShailendraBasedia

[H.O.D.]
Faculty of Management
GNCSGI Jabalpur

INDEX
Sr. No.

Topic

PAGE
NO

Company Profile

Executive Summary

Objective of the study

Introduction

Research Methodology

Data Analysis and Interpretation

Finding

Suggestion

Conclusion

Questionnaire
Bibliography

SAISUN COMPANY PROFILE

ABOUT SAISUN :
SaiSun,a fastest growing ISO 9001 : 2008 certified , multi-process human resource outsourcing
consulting group having Global Presence.
Mr. ShaleshRaj pal is the Managing Director of SaiSun Group of company& also the member of
Executive Board of Global Group of Institutions.
An MBA from a premier Institute &certificate course in Management from University of
Australia. He started his own company in 2006, after having vast experiencein Human Resource
Management area. Under his guidance, SaiSun Group has become a dynamic business reality .
An astute businessman, his keenness for perfection& an eye for minute detail added with his firm
belief in his vision has taken SaiSun Group to reach unbelievable success in such a short span of
time.

 The problem of unemployment is not actually poor demand of people by the industry , but
rather the unavailability of well trained and oriented candidates who can perform in their jobs.
SAISUN, a fastest growing Multi Process Human Resource Outsourcing Company in India. With
a vision to make SAISUN a leader in MPHRO and largest staffing Solution Provider
Globally.SAISUN seek to achieve clients delight through excellence in providing services ,
based on Transparency & Loyalty. SAISUN is focused on providing end to end solutions for all
types of Staffing and Employee related functions.We manage HR Consultancy and a range of
Temporary and permanent services for leading global organizations. Company deploys a cogent
mix of best experts, strong methodologies, process and domain specific knowledge and
technological expertise to execute the out sourced Business processes to near perfection
Domain Expertise IT & Non IT

SAISUN SERVICES
1. Recruitments (Domestic PAN India & International)
2. Staffing Solutions through Third Party Payroll
3. Payroll Outsourcing
4. Campus Recruitments
5. Mass Scale Human Resource Provider in Government Sector through Tenders.
6. Customized House Keeping Services in Government Sector.

VISION AND MISSION

VISION :
To emerge as the best HR service provider in the world and be the most respected and sought
after consulting firm for clients and employees.

MISSION :
To make SaiSun a pioneer in the MPHRO and largest staffing solution provider
globally. SaiSun seeks to achieve clients delight through excellence in providing services based
on creative combination of transparency, hard work and loyalty.
SiaSun is focused on providing end to end solution for all types of staffing and employee related
problem.

VISION AND VALUES :

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

BE VALUE:
Partnership: WE act as an extension of our clients office and work closely to
provide you with decisive and dedicated support. We understand what matters to you the most
and deliver accordingly.

INTEGRITY:
In a demanding business with high expectations and standards, we
honestly represent our clients to candidates and our candidates to clients. We do not
promise what we cannot deliver.

CONFIDENTIALITY:

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

SAISUN HIGHLIGHTS

An ISO 9001: 2008 certified company.

PAN India& Global Presence.
170 + strong & experienced Team.
Highest salary offered for COO / CEO - 92 lacs.
Having more then 4500 employees on our payroll under flexi- staffing.
Placed more then 11,000 senior level candidates till date in India & Overseas.
Empanelled with 500 + Multinational & Corporate Companies.
Started our journey with Recruitment in 2006 & later diversified into 10 new

business models.
Offices in Kenya / Mumbai / Ahmadabad / Banglore / Orissa / Bhopal / Delhi /
Chandigarh.
Overseas placement in US / Uk / Canada /Ukraine / South Africa / Dubai
/Afghanistan etc.

SAISUN SERVICES

 Temporary staffing :

The Temporary Staffing business division of SaiSun

offers flexible and cost effective solutions and address the headcount needs and
limitations of a client squarely.

Recruitment Solutions : The

Recruitment Solutions that is offered by Saisun

helps recruiters with the non core processes in recruitment

Payroll Process Outsourcing :The

Payroll Outsourcing business of Saisun

offers error fre payroll processing to our clients through a fully customized
payroll engine that helps to process multiple clients with varied complexity.

Campus Hiring : The

Campus Hiring is a cutting edge portal where colleges

and companies come together for the common purpose of recruitment of

students.

High End Solutions :

This business vertical takes care of the COO /

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

dedicated for the top

FACILITY MANAGEMENT SERVICES :

The Facility Management

divisions takes care of outsourcing the housekeeping/facility management services

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

STATUTORY COMPLIANCE OUTSOURCING:

The

Statutory

Compliance Outsourcing business of SaiSun offers knowledge and insights that

are imperative to getting the business statutorily and legally compliant.

SAISUN METHODOLOGY

IDEOLOGY

Progress is

impossible without
cannot change analysis.

change

and those who cannot change their

SAISUN SELECTION PROCESS:

Job Analysis.
Sourcing of the candidates.
Initial Screening.
Inteview.
Final Interview.
Job Offer.

JOB ANALYSIS :

Minds,

The first step in selection process is analyzing the job. Job analysis
consists of two parts :

1. Job Description.
2. Job Specification

Proper job analysis helps the job properly. Accordingly, the right candidates may apply for
the job, thus saving a lot of time and effort of the selection.

SOURCING OF THE CANDIDATES :

Here are the various ways of the hiring is mention :

Head Hunting.
Mass Mailing.
Portals- Nakri.com / Monster.
Advertising.
Job Positing.
References.

INITIAL SCREENING :
This is the way of checking the candidates on the general personality, age, qualification,
communication , family background of the candidate. The candidate may also be informed
of salary , working conditions , etc.

INTERVIEW
O2O Interaction with HR.

FEEDBACK :
This is the step in which we Generally take the feedback of a candidate whether
candidate suitable or not.

OFFER THE JOB & FORMALITIES :

Before making a job offer , the candidates may be subjected to one more oral
interview to find out their interest in the job and their expectations, At this stage,
salary and other perks may be negotiated.

Benefits for clients

Focus on delivery of specialized activity / functions.
Manage unexpected business Demands / manpower.
Staffing flexibility- Managing short term & temporary business needs.
Screen candidates for permanent employment.
Reduce HR Administration on cost and time involvement.
Feedbacd and mentoring sessions with the Associates based on the clients
feedback.
Comprehensive Regulatory 7 Statutory compliance.

EXECUTIVE SUMMARY
Managing human resource in todays dynamic environment is becoming more and more
complex as well as important. Recognition of people as a valuable resource in the organization

has lead to increase trends in employee maintenance, job security, etc. My research project deals
with Job Analysis as carried out at Saisun Group of Company. In this report, I have studied and
evaluate the job analysis process as it is carried out in the company.

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

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

OBJECTIVES OF THE STUDY

To review the human resources department.

Analysis of the functionalities of human resources department.
To do a comparative analysis of the organization with the other in the

same business and capacity .

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

the human resource department.

To put some suggestions & recommendations for the development and

polishing of the human resource department.

To know the process of job analysis of an organization.
To study the system and the method of job analysis in SaiSun Group of

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

INTRODUCTION
Job Analysis is one of the most important functions of Human Resource Manager.
Performance Appraisal , Job Designing, Personnnel selection, employee training, career
development and planning are among the many activities that depends upon the
information gathered in the job analysis.

MEANING OF JOB ANALYSIS :

Job and Analysis are two different words. Job means combination of all types
of works, Duties and responsibilities assigned to an employee relating to his employment.
Analysis means a process of deep examination. When job and Analysis are merged together,

it gives birth to a new word, JOB ANALYSIS The term, Job Analysis is also knownas
Job Review, or Job Study.

JOB ANALYSIS :

DIFINITION OF JOB ANALYSIS :

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

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

Bayers and Rue
Job Analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job.
Edwin B. Flippo
A job analysis is an accurate study of the various components of a job. It is concerned not
only with an analysis of the duties and conditions of work, but also with the individual
qualifications of the worker.
Blum.

 Job analysis is the process of critically evaluating the operations, duties and relationship
of the job
Scott, Clothier and Spriegel
In simple words Job Analysis is a formal programme which examines the tasks, duties and
responsibilities contained in an individual unit of work.

What to Collect during Job Analysis ?.

Job Content :It contains information about various job activities included in a
specific job. It is a detailed account of actions which an employee needs to perform
during his tenure. The following information needs to be collected by a job analyst:
Duties of an employee.
What actually an employee does.
Machines , tools and equipments to be used while performing a specific job .
Additional tasks involved in a job.

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

Types of training required.

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

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

Working Conditions.
Risks involved.
Whom to eport
Who all will report to him or her.
Hazards
Physical and mental demands.
Judgements.

Well like job content, data collected under this category are also subject to change
according to the type of job in a specific division or department.

Job Requirements :This include basic but specific requirements which make
a candidate eligible for a particular job. The collected data includes:
Knowledge or basic information required to perform a job successfully.
Specific skills susch as communication skills, IT skills, operational skills,
motor skills, processing skills and so on.
Pesonal ability including aptitude, reasoning, manipulative abilities, handling
sudden and unexpected situations, problem-solving ability, mathematical
abilities and so on.
Educational Qualifications including degree, diploma, certification of license.
Personal Characteristics such as ability to adapt to different environment,
endurance, willingness, work ethic, eagerness to learn and understand things,
behavior towards colleagues , subordinates and seniors, sense of
belongingness to the organization, etc
For different job,

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

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

Purpose of Job Analysis

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

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

person is required to perform a particular job. It points out the educational
qualifications, level of experience and technical, physical, emotional and personal
skills required to carry out a job in desired fashion. The objective is to fit a right
person at a right place,

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

a particular job are met or not. It helps in deciding the performance standards,
evaluationcriteria and individuals output. On this basis, the overall performance of an
employee is measured and he or she is appraised accordingly.

Training and Development :

Job Analysis can be used to assess the

training and development needs of employees. The difference between the expected
and actual output determines the level of training that need to be imparted to
employees. It also helps in deciding the training content, tools and equipments to be
used to conduct training and methods of training.
Compensation Management : Of course, job analysis plays a vital role in
deciding the pay packages and extra perks and benefits and fixed and variable

incentives of employees. After all, the pay package depends on the position, job tile
and duties and responsibilities involved in a job. The process guides HR managers in
deciding the worth of an employee for a particular job opening.

Uses Of Job Analysis

Job analysis helps to prepare sound human resource practice and policies. Because job analysis
provides a deeper understanding of the behavioral requirements of the job, it plays a vital role in
the defense of employment practices. Following are the main importance and uses of job
analysis:
1. HR Planning
Job analysis provides useful information for human resource planning. It is the foundation for
forecasting demand for and supply of human resources in an organization. It is also necessary for
preparing HR inventory and HR information system in the organization.

2. Recruitment And Selection

Job analysis provides necessary information for conducting recruitment and selection of
employees in the organization. Recruitment generates a pool of candidates who are willing to
perform in the organization, whereas selection selects the best suited candidate out of the
available candidates who are supposed to perform well in the organization.
3. Training And Development
Up-to-date description and specification statements help to ensure the requirement of training
and development needs in the organization. By comparing knowledge and skill of current
employees with the expected level of performance, the need of training and development
requirement can be assessed.
4. Compensation Management
Job analysis provides necessary information for managing compensation of employees. It helps
to rank the job in order to determine pay surveys. Hence, it helps in compensation decisions.
5. Performance Appraisal
Job analysis helps to appraise the performance of employees by providing clear cut standards of
performance for each job. It compares each employee's actual performance with the
predetermined standards.
6. Information Of Duties
Job analysis provides valuable information regarding the duties and responsibilities of an
incumbent through job description statement. It also provides the content and skill requirement
of each job.
7. Health And Safety
In course of job analysis, certain unsafe environmental and operational conditions or personal
habits are discovered and thus, that may lead to safety improvements.

JOB DESCRIPTION :
CONCEPT :
One of the main end products of a job analysis is Job Description. Job Description
is a broad, general and written statement of a specific job based on the findings of a job
analysis. It generally includes duties, purpose, responsibilities, scope and working
conditions of a job along with he jobs tittle and the name or designation of the person to
whom the employee reports. Job description usually forms the basis of Job Specification .
It is generally regards as a legal documents. It is an outline of what the job consists of.

Definition :

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

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

Paul Pigors and Charles Myers

CONTENTS OF JOB DESCRIPTION

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

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

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

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

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

General Purpose of Job Description

General purpose job description are used by organization to find the very basic information about
a particular job opening. Though data includes workers duties but does not contain sub tasks,
performance standards and basis for evaluating jobs and establishing right compensation
packages.

Specific Purpose of Job Description

Specific purpose job description includes detailed information about job responsibilities of an
employee. It also ccovers sub tasks, essential functions and detailed job duties. It involves huge
amount of details such as what an employee needs to do, how it is to be done and what are the
performance standards, etc.

Benefits of Effective Job Descriptions

There are 4 key benefits to effective job descriptions:

1) Better Recruitment
Well-written job descriptions serve as communication tools that allow both employees and
candidates to clearly understand the expectations of the role, its essential duties, and the required
competences, educational credentials, and experience for the role. By doing this well, it can
improve both internal and external recruitment, and can retain and motivate the best talent by
ensuring that employee expectations are aligned with business expectations of what the role
entails.

2) Better Compensation Data

While the direct compensation probably shouldnt be on the job description, the job description
should allow you to do research to determine the market value of that role. It should also allow
HR to assess the internal value too to see how it fits within your compensation structure as
compared to other jobs.

If done well, the job description will help HR assess where the job falls within any existing pay
structures so that you dont create inequity or compression issues when filling the role.

3) Legal Compliance
While maintaining job descriptions is not required by law, doing so can help your organization
stay in compliance with many existing employment laws. Here are some examples:

Fair Labor Standards Act. Your job description can help to ensure proper
classification of roles as exempt vs. non-exempt, which will then affect the
overtime eligibility of the person filling the role.

Equal Pay Act of 1963. This law is aimed at abolishing disparity based on
gender. Obviously, your job description should not indicate that there are
gender pay differences or bias.

Title VII of the Civil Rights Act of 1964. This prohibits unlawful
discrimination against any individual with respect to hiring, compensation or
other terms, conditions and privileges of employment based on race, color,
religion, sex or national origin. By matching up the best candidates based on
factors that are relevant as noted in the job description youll be able to
better prove that employment decisions were taken based on the ability to
perform the job, not based on illegal factors.

Occupational Safety and Health Act (OSHA). By describing the working

conditions in your job description, you also set out how to safely perform the
job. This is also an opportunity to note whether the employee will need to be
able to perform hazardous activities.

Equal Employment Opportunity. Be sure your job description allows you

to conduct a fair interviewing and hiring process without leaving out any
groups of potential candidates.

Age Discrimination in Employment Act. Job descriptions should not

discriminate on the basis of age unless there is a valid reason for doing so.

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

component in determining the essential functions of the job when working
out reasonable accommodations for disabled individuals. The job description
should directly specify the essential and non-essential job functions, and
should be periodically reviewed for accuracy on this point.

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

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

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

Training, development, and performance. Job descriptions can be

matched up with the performance evaluation system to identify areas where
additional training is needed.

Job Specification
CONCEPT:
Job specification specifies information about the skills or qualities requiredfor doing the job. Job
specification is also called as Man or Employee Specification.
Job Specification is a statement which tell us minimum acceptable human qualities which helps
to perform a job. Job specification translates the job description into human qualifications so that
a job can be performed in a better manner. Job Specification helps in hiring an appropriate
person for an appropriate position.
Job specification is also known as employee specifications, a job specification is a written
statement of educational qualifications, specific qualities, level of experience, physical,
emotional, technical and communication skills required to perform a job, responsibilities

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

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

CONTENTS OF JOB SPECIFICATION :

PHYSICAL SPECIFICATION:
These specifications include physical features like, weight, health, age,
height, vision, hearing capacity to use and operate machines, tools,
equipments,etc. Physical specifications vary from job to job.

MENTAL SPECIFICATION:

Mental specifications consist of decision making ability, creativity , analytical

ability, judgements, memory, data interpretationability, etc.

EMOTIONAL AND SOCIAL SPECIFICATION:

Emotional and social specifications comprises stability , flexibility,
adaptability, personal appearance, drive, initiative to lead a team, to
maintain interpersonal relationships, etc.

OTHER PERSONAL SPECIFICATION:

Other personal specifications include education, family, backgrounf, job
experience, extra curricular activities , sex, hobbies, etc.

Purpose of Job Specification

Described on the basis of job description, job specification helps

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

It helps recruiting team of an organization understand what level of

qualifications, qualities and set of characteristics should be present in a
candidate to make him or her eligible for the job opening.

Job Specification gives detailed information about any job including job
responsibilities, desired technical and physical skills, conversational
ability and much more.

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

Job description and job specification are two integral parts of job analysis. They define a job
fully and guide both employer and employee on how to go about the whole process of
recruitment and selection. Both data sets are extremely relevant for creating a right fit between
job and talent, evaluate performance and analyze training needs and measuring the worth of a
particular job.

ADVANTAGES OF JOB ANALYSIS

1..Present immediate information: after the process is finished, we can obtain jobrelated information such as tasks, responsibilities, duties, risks and hazards and not to mention
the skills and abilities needed to perform the job.

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

most important result of job analysis. Job description is the result of job analysis which informs
us which person qualifies to fill in a certain job, what qualities and requirements needed to work.

3.Assist in the hiring process: Employer sometimes has difficulties when to recruit the
right candidate. Job analysis is the answer. Job analysis process gives answers how employers
can create, establish and maintain effective hiring practices.
.

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

troublesome for managers when performing evaluation and appraisal evaluation. They need to be
objective and have to use the right tool. Job Analysis helps managers evaluating the performance
of employees by comparing the standard or desired output with delivered or actual output. On
these bases, they appraise their performances. The process helps in deciding whom to promote
and when. It also guides managers in understanding the skill gaps so that right person can be fit
at that particular place in order to get desired output.

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

deliver training for the employees. The suitable training will increase the productivity however
how do we know which training is suitable for the employees? Job analysis can answer that
question.

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

and unbiased process of job analysis helps managers in determining the appropriate
compensation package and benefits and allowances for a particular job. This is done on the basis
of responsibilities and hazards

DISADVANTAGES OF JOB ANALYSIS

Subjective matters:it

1.

is a challenging job for a job analyst to

avoid personal biasness when observing a target employee. The feelings of

likes and dislikes may interfere with the job analyst when collecting genuine
and accurate data.

2.

Lengthy projects:the

most frustrating part when a job analyst

doing his job is this requires lots of time: this is time consuming to collect the
data needed.
3.

Require lots of human efforts:with so many people involved,

theres no wonder that doing job analysis is quite troublesome. The process
involves lots of human efforts.
4.

Source of Data is Extremely Small: Because

of small

sample size, the source of collecting data is extremely small. Therefore,

information collected from few individuals needs to be standardized.

5.

Unqualified Job Analyst:

the skilled and qualified job analyst is a

must. He/she needs to master the appropriate skills to conduct the process.
Training for a job analyst has to be completed in order to get authentic data.
6.

Mental Abilities Cannot be Directly Observed:

Last but not the least, mental abilities such as intellect, emotional characteristics,
knowledge, aptitude, psychic and endurance are intangible things that cannot be
observed or measured directly. People act differently in different situations.
Therefore, general standards cannot be set for mental abilities.

JOB ANALYSIS METHOD

Most Common Methods of Job Analysis

1.Obsevation Method :

A job analyst observes an employee and records all his

performed and non performed task, fulfilled and un fulfilled responsibilities and duties,
methos, ways and skills used by him or her to perform various duties and his mental or
emotional ability to handle challenges and risks.

This particular method includes three techniques :Direct

observation, Work Methods Analysis and Critical Incident Technique. The

first method

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

situations.
The

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

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

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

omes up with their own working styles, problems faced by them, use of particular skills and
techniques while performing their job and insecurities and fears about their careers.
This methods helps interviewer know that what exactly an employee thinks about his or her
own job and responsibilities involved in it. It involves analysis of job by employee himself.
In order to generate honest and true feedback or collect genuine data, questions asked
during the interview should be carefully decided. And to avoid errors, it is always good to
interview more than one individual to get a pool of responses. Then it can be generalized
and used for the whole group.

Questionnaire Method :

Another commonly used job analysis method is getting the

questionnaires filled from employees, their superiors and managers. However, this method also
suffers from personal biasness. A great care should be takes while framing questions for different
grades of employees.

Job Analysis Process

An effective and right process of analyzing a particular job is a great relief for managers. It helps
them to maintain the right quality of employees, measure their performance on realistic tandards,
assess their training and development needs and increase their productivity. Lets discuss the job
analysis process and find out how it serves the purpose.

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

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

determine its need and desired output. Spending human efforts, energy as well as money
is useless until HR managers dont know why data is to be collected and what is to be
done with it.

Who Will Conduct Job Analysis ?

The second most important step in the process of job analysi is to decide who will
conduct it. Some companies prefer getting it done by their own HR departments while
some hire job analysis consultants, Job Analysis consultants may prove to be extremely
helpful as they offer unbiased advice, guidelines and methods. They dont have any
personal likes and dislikes when it comes to analyze a job.

How To Conduct The Process :

Deciding the way in which job analysis process needs to be conducted is surely the next
step. A planned approach about how to carry the whole process is required in order to
investigate a specific job.

Strategic Decision Making :

Now is the time to make strategic decision. Its about deciding the extent of employee
involvement in the process, the level of details to be collected and recorded, sources from
where data is to be collected , data collection method, the processing of information and
segregation of collected data.

Training of Job Analyst :

Next is to train the job analyst about how to conduct the process and use the selected
methods for collection and recording of job data.

Preparation of Job Analysis Process :

Communicating it within the organization is the next step . HR managers need to
communicate the whole thing properly so that employees offer their full support to the
job analyst. The stage also involves preparation of documents, questionnaires, interviews
and feedback forms.

Data Collection :
Next is to collect job-related data including educational qualifications of employees, skills and
abilities required to perform the job., working conditions, job activities, reporting. Hierarchy,
required human traits, job activities, duties and responsibilities involved and employee behavior.

Documentation , Verification and Review :

Proper documentation is done to verify the authenticity of collected data and then review it. This
is the final information that is used to describe a specific job.

Developing Job Description and Job Specification

Now is the time to segregate the collected data into useful information. Job Description
describes the roles, activities, duties and responsibilities of the job while Job Specification is a
statement of educational qualification , experience, personal traits and skills required to perform
the job.
Thus, the process of job analysis helps in identifying the worth of specific job, utilizing the
human talent in the best possible manner, eliminatinf un-needed jobs and setting realistic
performance measurements standards.

Role of Job Analysis in Establishing Effective

Hiring Practices
A major change has been observed in the world of work since 1980s. The era of structured jobs,
packed or fixed work schedules, male-dominated working culture and no family intruding started
diminishing gradually.
Companies and employees around the world faced dramatic effects of modernization, flexibility
in work schedules, job sharing, work from home options and employee-supportive policies, etc.
All thanks to the then managers who analyzed the importance of fitting an individual at a job he
or she excelled at to increase the company turnover, employee satisfaction and achieve a
professional-personal life balance. And all this was possible by analyzing the worth of a specific
job and collecting genuine job-related data.
A proper job analysis, hence, may prove to be a turning point for an organization. It not
only creates the right job-candidate fit but also enhance the success of management practices,
which in turn, lays the foundation for a strong organization.
A step-by-step process of discovering the different aspects of a job results in a proper regulation
of incoming and outgoing of the talent or human resource. Job Analysis thus, started gaining
popularity in early 1990s in order to create competitive advantage and has been considered as the
basis for other HRM practices since then.

The data collected during the process helps managers in identifying the risks and challenges
involved in a specific job and kind of person suitable for delivering the desired duties perfectly.
An employers recruitment and selection process purely depends on job analysis. Until the
recruiting managers do not know about job to be performed, expectations from prospective
candidate and the right individual profile required for performing a specific job, it is almost
impossible to source or target talent or human resource in order to fill the vacancy.
Job analysis process helps in establishing effective hiring practices and guides managers in
identifying the selection criteria required to deliver the expected output. Lets discuss how.

How to Establish Effective Hiring Strategies ?

Identifying KRAs:
Job Analysis process helps in identifying Key Result Areas/Key Responsibilities Areas
(KRAs) such as knowledge, technical, communication and personal skills, mental,
aptitude, physical and emotional abilities to perform a particular task.
Different jobs have different requirements. Therefore, the process needs to be performed
every time when there is a requirement to fill the job opening. This is a basis for

developing questionnaires, devising interview questions and setting selection test papers.
The information in the form of scores or grades can then be used for hiring process.

Setting Selection Standards:

Job Analysis also helps managers in setting certain standards for selection process in
terms of educational qualifications, work experience, expertise, special skill sets, unusual
sensory abilities, specific career track, certifications and licenses and other legal
requirements. This helps in identifying the basic requirements that make a candidate
eligible for a particular post.

Identifying KSAs:
The process also helps managers in determining Key Success Areas or Key Performance
Areas. These are performance measurement tools that are used by companies around the
world to measure those aspects that determine success of a job such as organizational
goals, individual goals and the actions required to achieve these goals. This is about
comparing the actual results delivered by an individual with pre-set success factors and
analyzing the performance. Once through, the whole process may require few changes if
achieved results are around the set standards. They may require a complete change if
there is a huge gap between the expected and delivered results.
Therefore, a thorough and unbiased job analysis process can help organizations source right
candidates, hire the most suitable individual and set appropriate selection standards.

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the problem. It may be
understood has a science of studying how research is done scientifically. In it we
study the various steps that all generally adopted by a researcher in studying his
research problem along with the logic behind them.
The scope of research methodology is wider than that of research method.

Meaning of Research
Research is defined as a scientific & systematic search for pertinent information
on a specific topic. Research is an art of scientific investigation.Research is a
systemized effort to gain new knowledge. It is a careful inquiry especially through
search for new facts in any branch of knowledge. The search for knowledge through
objective and systematic method of finding solution to a problem is a research.

RESEARCH DESIGN
A research is the arrangement of the conditions for the collections and analysis of
the data in a manner that aims to combine relevance to the research purpose with
economy in procedure. In fact, the research is design is the conceptual structure
within which research is conducted; it constitutes the blue print of the collection,
measurement and analysis of the data. As search the design includes an outline of
what the researcher will do from writing the hypothesis and its operational
implication to the final analysis of data.
The design is such studies must be rigid and not flexible and most focus attention
on the following;

Research Design can be categorized as:

TYPES OF RESEARCH

EXPLORATORY

DESCRIPTIVE

RESEARCH

&

EXPERIMENT
AL RESEARCH
DESIGN

APPLY RESEARCH METHOD

The present study is exploratory in nature, as it seeks to discover ideas and insight to bring out
new relationship. Research design is flexible enough to provide opportunity for considering
different aspects of problem under

SAMPLING DESIGN

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

basis of which a judgment or inference about the total is made. Sampling design is
the process of obtaining information about the population by examining the part of
it.

Sampling Method
Judgment and convenient sampling is used in this study as ASDC has chosen on
the basis of past study of skills possessed by the employees. Convenient
sampling is used as ASDC has chosen the employees who are working in day shift.

Sampling Unit
It defines the target population that will be sampled. It is answer who is to be
sampled. It answers who is to be surveyed. In this study, the sampling unit is the
employees in the production department.

Sample Size
It indicates the number of people to be surveyed. Large sample gives more
reliable results than small sample. But in this study, the sample size is not so
large. The sample size is restricted to 100 respondents (Employees).

DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is
no means of study. Data collection plays an important role in any study. It can be
collected from various sources. I have collected the data from two sources which are
given below:

1. Primary Data

Personal Investigation

Observation Method

Information from correspondents

Information from superiors of the organization

2. Secondary Data

Published Sources such as Journals, Government Reports, Newspapers and

Magazines etc.

Unpublished Sources such as Company Internal reports prepare by them

given to their analyst & trainees for investigation.

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

LIMITATIONS OF THE STUDY

Following limitations were faced during the study:
1. The study is based on the information gathered from the people in company.
Therefore in such case it is possible that the information supplied might be
biased because the company might have shown partiality towards their
information.
2. Since the survey was limited to 100 people, it is rather difficult to give a
precise conclusion but I have tried to the best of my capability to give the
conclusion on a comprehensive manner.
3. Job is not based on job analysis in some cases.
4. People are not aware about the job analysis procedure and its relation to their
performance appraisal.
5. Sometime other qualities of employees fulfill their job expectation rather than
the job analysis specifications.
6. Even after the job description give many people doesnt follow it they just
focus on completion of work.

DATA INTERPRETATION

1. Gender wise classification of respondents .

Gender

No. of Respondents

% of Respondents

Male
Female
Total

89
11
100

89%
11%
100%

Source: Primary Data

INTERPRETATION: From the above table, it can be inferred that 89% of the
respondents are male and 11% of the respondents are female.

2.Age wise classification of respondents.

Age
20-25 Age
30-35 Age
40-45 Age
Above 45 Age
Total

No. of Respondents
25
33
30
12
100

% of Respondents
25%
33%
30%
12%
100%

Source: Primary Data

INTERPRETATION:
From the above table, it can be inferred that 33% of the respondents are in the
age of 30-35, 30% of the respondents are in the age of 40-45, 25% of the
respondents are in the age of 20-25 and 12% of the respondents are in the age
above 45.

3.Experience wise classification of respondents.

Experience
Below 5years
5-10 years
10-15 years
Above 15 years
Total

No. of Respondents
28
54
18
100

% of Respondents
28%
54%
18%
100%

Sources: Primary Data

INTERPRETATION: From the above table, it can be inferred that 54% of the
respondents are having 5-10years experience persons, 28% of the respondents
have below 5Years of experience persons, 18% of the respondents are having
10-15years of experience and no respondents have experience more than
15years.

4.Educational qualifications of respondents.

Educational
Qualification
UG Degree
PG Degree
Engineering
Other IT
Total

No. of Respondents

% of Respondents

49
19
04
28
100

49%
19%
04%
28%
100%

Sources: Primary Data

INTERPRETATION: From the above table, it can be inferred that 49% of the
respondents are UG degree holders, 28% of the respondents are some others
(ITI), 19% of respondents are PG degree holders and 4% of the respondents are
engineering graduates.

5.How long you are working in the organization ?

Respondents (From)
2 year
5 year
10 year
20 year
Total

No. of Respondents
25
50
20
5
100

% of Respondents
25%
50 %
20%
5%
100%

JOB EXPERIENCE
Unsatisfied; 5%
Average; 20%

Excellent; 25%

Good; 50%

INTERPRETATION:
Out of 100 respondent 50% were 5 year experience holder, 20% has 10 year
experience, while 25% employees has 2 year experience and only 5% has 20 year
experience.

6. Is you feel the training procedure are making you effective

relating to the organization ?
Response
Yes
No
Total

No. of Respondents
91
9
100

% of Respondents
91%
9%
100%

no
9%

91%
yes

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

7.You are satisfied with your organization salary increment ?

Response
Yes
No
Total

No. of Respondents
76
24
100

% of Respondents
76%
24%
100%

Yes; 24%

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

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

Response
Yes
No
Total

No. of Respondents
70
30
100

% of Respondents
70%
30%
100%

Column1

30%
yes
no
70%

InterpretationAccording to the above interpretation the 70% of the respondents got

their job according to their skills while the remaining doesnt.

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

Response
Yes
No
Total

No. of Respondents
55
45
100

% of Repondents
55%
45%
100%

Column1

45%

yes

55%

no

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

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

Response
Yes

No. of Respondents
80

% of Respondents
80%

No
Total

20
100

20%
100%

Column1

20%
yes
no
80%

Interpretation
According to the above interpretation the 80% of the respondent thinks that the job
analysis leads to the performance appraisal which is mandatory part for the performance
appraisal while the remaining doesnt think so.

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

Response

No. of Respondents

% of Respondents

Yes
No
Sometimes
Total

60
20
20
100

60%
20%
20%
100%

Column1

20%
yes
no
20%

60%

sometimes

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

12. Is proper job description given to the employees before

joining?

Response
Yes
No

No. of Respondents
55
30

% of Respondents
55%
30%

Sometimes
Total

15
100

15%
100%

Column1

15%
yes
no
sometimes
30%

55%

Interpretation
According to the above interpretation the 55% of the respondents said that before joining R& D
department give job description to become familiar with the environment 15% respondents said
sometimes and the remaining 30% respondents said they doesnt get a proper job description
before joining.

13. Which is the best way of evaluation?

Response
Written test
On the Job
Interview
Total

No. of Respondents
20
70
10
100

% of Respondents
20%
70%
10%
100%

Column1
10%

20%
written test
on the job
interview

70%

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

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

Response
Yes
No
Sometimes
Total

No. of Respondents
60
15
25
100

% of Respondents
60%
15%
25%
100%

Column1

25%
yes
no
15%

60%

sometimes

Interpretation
According to the above interpretation 60% of the respondents knows about their career
growth, 25% respondents said sometimes and the remaining 15% respondents doesnt
know about their career growth.

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

Response
Yes
No

No. of Respondents
70
30

% of Respondents
70%
30%

Total

100

100%

Column1

30%

yes
no

70%

Interpretation
According to the above interpretation the maximum number of respondents said that job analysis
improves the HR policies.

FINDING

1. The job analysis system followed by the organization is very effective as majority of employees are
satisfied and have given positive responses.
2. Good performance leads to annual increments and promotions.
3. Employee satisfy with their job because they get work according to their skills.
4. Some employees work related to job analysis were some not.
5. Job analysis system are also help the employees to appraise their performance.
6. Job profile help to select employees according to their job.
7. More than half employee agree that job description given to employees at the
time of joining.

8. Job analysis system motivate the employees for their career advancement.
9. Job analysis always work to improve other HR policy in the Saisun group of
company.

SUGGESTIONS

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

QUESTIONNAIRES
1.Gender wise classification of respondents .
Gender

No. of Respondents

Male
Female
Total

2.Age wise classification of respondents.

% of Respondents

Age

No. of Respondents

% of Respondents

20-25 Age
30-35 Age
40-45 Age
Above 45 Age
Total

3.Experience wise classification of respondents?

Experience
Below 5years
5-10 years
10-15 years
Above 15 years
Total

No. of Respondents

% of Respondents

4.Educational qualifications of respondents.

Educational
Qualification
UG Degree
PG Degree
Engineering
Other IT
Total

No.of Respondents

% of Respondents

5.How long you are working in the organization ?

Respondents (From)
2 year
5 year
10 year
20 year
Total

No. of Respondents

% of Respondents

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

Response
Yes
No
Total

No. of Respondents

% of Respondents

7.You are satisfied with your organization salary increment ?

Response
Yes
No
Total

No. of Respondents

% of Respondents

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

Response
Yes
No
Total

No. of Respondents

% of Respondents

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

Response
Yes
No
Total

No. of Respondents

% of Respondents

10. Is job analysis and required skill sets are the basis of performance
appraisal ?
Response
Yes
No
Total

No. of Respondents

% of Respondents

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

Response
Yes
No
Sometimes
Total

No. of Respondents

% of Respondents

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

Response
Yes
No
Sometimes
Total

No. of Respondents

% of Respondents

13.Which is the best way of evaluation ?

Response
Written test
On the Job
Interview
Total

No. of Respondents

% of Respondents

14. While selection is the employees informed about their career

growth path ?
Response
Yes
No
Sometimes
Total

No. of Respondents

% of Respondents

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

Response
Yes
No
Total

No. of Respondents

% of Respondents

BIBLIOGRAPHY

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

Kotler, Philip, Marketing Management, Prentice hall India.

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

Tata McGraw-Hill Publishing Company .ltd.

Websites

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