A STUDY OF

EFFECTIVENESS OF JOB ANALYSIS IN WHIRLPOOL OF INDIA LIMITED, PUNE

PROJECT REPORT UNDERTAKEN AT

WHIRLPOOL OF INDIA LIMITED

SUBMITTED TO UNIVERSITY OF PUNE IN PARTIAL FULFILLMENT OF REQUIREMENT FOR THE AWARD OF DEGREE OF

MASTER OF PERSONNEL MANAGEMENT

By
JYOTI GUPTA UNDER THE GUIDANCE OF PROF. MUKTA KESKAR SINHGAD INSTITUTE OF MANAGEMENT, VADGAON, PUNE
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2010-2012

DECLARATION

I, the undersigned, hereby declare that the Project Report entitled Effectiveness of Job Analysis in WOIL, Pune written and submitted by me to the University of Pune, in partial fulfillment of the requirement for the award of degree of Master of Personnel Management under the guidance of Prof. Mukta Keskar, is my original work and the conclusions drawn therein are based on the material collected by myself.

Place:

Signature of Student

Date:

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GUIDES CERTIFICTE

This is to certify that the Project Report entitled Effectiveness of Job Analysis in WOIL, Pune which is being submitted herewith for the award of the degree of Master of Personnel Management of SIOM under University of Pune, Pune is the result of the original research work completed by Miss Jyoti Gupta under my supervision and guidance. To the best of my knowledge and belief the work embodied in this Project Report has not formed earlier the basis for the award of any degree or similar title of this or any other University or examining body.

Place:

Directors Signature, SIOM (Dr. Daniel Penkar)

Date:

Research Guides Signature

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(Prof. Mukta Keskar)

COMPANYS CERTIFICATE

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ACKNOWLEDGEMENT

Any accomplishment requires the effort of many people and I find a great pleasure in expressing my deep sense of gratitude towards all those who made it possible for me to complete this project successfully. I would like to thank Whirlpool of India Limited, Pune for giving me opportunity to work and get to know about multinational manufacturing industry, which got 143 rank in Fortune 500, 2011. I would like to express my deep and sincere gratitude to Dr. Daniel Penkar (Director SIOM, Vadgaon), Prof. Mukta Keskar (Project guide), Mr. Utsav Khandelwal (Deputy HR Manager, WOIL, Ranjangaon, Pune) for their dynamic and valuable guidance in this project. I am grateful to my project guide for showing me right direction and motivating me to accomplish the goals of this project. Last but not the least; I want to express my gratitude to WOIL staff for their cooperation and to those who may have contributed to this project, even though anonymously.
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JYOTI GUPTA

CONTENT
I. INTRODUCTION Executive Summary of the study..9 Objectives of Study......10 Scope of Study.. 10 II. COMPANY PROFILE Profile of Whirlpool.12 Vision of the Whirlpool...12 Mission of the Whirlpool.12 Historical Background of the Whirlpool...13 Manufacturing Locations of WOIL...14 Organization Chart Whirlpool...15 Organization Chart WOIL, Pune... 16
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Product Overview of Whirlpool.17 Product Overview of WOIL...18 Product Overview of WOIL, Ranjangaon18 Rewards and Recognition...23 III. CONCEPTUAL BACKGROUND Job Analysis.25 Content of Job Analysis..25 Job Description25 Job Specification..26 Methods.2 6 Uses of Job Analysis.27

RESEARCH DESIGN AND METHOLODY Research Methodology29

IV.

Research Design...29 Sample Design .30 Data Collection. 32 Data Analysis 33 V. DATA PRESENTATION, ANALYSIS AND INTERPRETATION Data Analysis and Interpretation..35 VI. FINDINGS, SUGGESTIONS, AND CONCLUSION Findings.5 7
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Suggestions.......59 Limitations 59 Conclusion60 Bibliography.6 1 ANNEXURE (Questionnaire) .62

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CHAPTER- I INTRODUCTION

Executive Summary of the Study

This project aims at finding out Effectiveness of Job Analysis in WOIL, Pune. This project has wide scope in Whirlpool of India Limited (WOIL), Ranjangaon plant .Whirlpool refrigerators are leading brand among refrigerators in the world. WOIL, Ranjangaon has got expertise in the field of manufacturing refrigerator. This position of Whirlpool is due to its Innovative Technologies and Employees. Employees are the assets of company and right candidate should be at right position that leads to success of
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a company. Whirlpool is devoted to create happiest and efficient employees. It will become possible when an employee get exposure from organization to show his/her talent and get necessary training, development, welfare and growth opportunities. For achieving this goal the root level is JOB ANALYSIS. Job Analysis is the key point from where functions of HR department starts and it provides base most of the HR activities. Immediate product of Job analysis are Job Description and Job Specification which are primarily used to recruit the right candidate at right position which help in optimum utilization of skills, knowledge and attitude in right job. Job Analysis is used to find out competencies for each job and help in competency mapping. Then training and development needs can be identified easily. After identifying training needs organization provide concerned training to employees which results in satisfaction among employees, increase in moral and increase efficiency of employees. So it is clear that job Analysis is a vital function of the HR Department but its use and effectiveness differs from organization to organization, so to find out its effectiveness as well as worth in the WOIL, Ranjangaon this research is conducted. This research is conducted in WOIL, Ranjangaon plant. For this research I have collected primary data from the sample of 70 employees of Ranjangaon plant with the help of questionnaire and interview method and secondary data is collected from various previous research reports, magazines, articles, books and internet. This research concluded that Job Analysis has a good scope and is effective in the WOIL, Ranjangaon.

Objectives
To find out the worth of Job Analysis and understand the work environment in the organization. To understand the need of Job Analysis in the organization. To conduct the Job Analysis and Competency Mapping in the organization.

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 To document existing jobs (Responsibilities & activities) in the form of Job Description and Job Specification. To identify and define competencies for recruitment and selection purposes, career development and succession planning.

Scope
Scope of research on the Effectiveness of Job Analysis in the WOIL, Ranjangaon is restricted to the WOIL, Ranjangaon Plant only. After identifying the effectiveness of it, Job Analysis and Competency Mapping can be conducted in a better way which leads to rightsizing of the Organization & identification of training needs. Its Scope To make effective Recruitment & Selection Process To help supervisors in assigning work to the subordinates so that he can guide and monitor their performances. For designing Training and Development programme To conduct Performance Appraisal To assess Compensation Plan To Provide Assistance for conducting various personnel researches Succession Planning Induction Orientation Personnel Audit

Limitations
The study was limited to WOIL, Ranjangaon Plant only. The study was based on perception, ideas and preferences of respondents, which are complex in nature and depends on subjectivity of the individual. The project was required to be completed within a time period and this was another constrain for the study. There was a problem at the time of response to questionnaire and interview in recalling the matters. Different attitude of the employees which prevent them to give good response. It is difficult to comprise all dimensions in a questionnaire.

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CHAPTER- II
PROFILE OF THE ORGANIZATION

PROFILE OF THE WHIRLPOOL

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Whirlpool Corporation is a leader of the $100 billion global home appliance manufacturing industry. The parent company is headquartered at Benton Harbor, Michigan, USA with a global presence in over 170 countries and manufacturing operation in 13 countries with 11 major brand names such as Whirlpool, Kitchen Aid, Roper, Estate, Bauknecht, Laden and Ignis. Its appliances are marketed in nearly every country around the world. Whirlpool realizes annual sales of approximately $20 billion, has 70,000+ employees and 160 countries and global competition maintains 69 manufacturing and technology research centers around the world. Whirlpool of India Limited is the most recognized brand in home appliances in India and holds a market share of over 25%. The company owns three state-of-the-art manufacturing facilities at Faridabad, Pondicherry and Pune. Each of these manufacturing set-ups features an infrastructure that is witness of Whirlpool's commitment to consumer interests and advanced technology.

Vision

Mission

Historical Background of the Whirlpool

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1908: The first Automatic washer was launched to public in late 1908, by 1900 Corporation which in 1911 was renamed to Upton Machine Company. 1957: The Company was rechristened as ' The Whirlpool Corporation.' 1958: The Company moved out of country for the first time and invested in Brazilian appliance market through purchase of equity in Multibras S.A 1978: Within a decade company doubled its feat of $1 Billion mark and reached the $2 billion revenue level. 1987: Whirlpool tied-up with Sundaram Clayton Ltd. of India to form TVS Whirlpool Ltd. 1995: Whirlpool Corp. acquired majority of stake in the TVS Whirlpool Ltd. The DC manufacturing facility of Kelvinator India was also acquired. 1996: Whirlpool Washing Machines Ltd. and Kelvinator India Ltd. merged together to form Whirlpool of India Ltd. 1999: Whirlpool of India crossed the milestone of 1 million sales of appliances. 2001: Whirlpool India registered profit & sold 1.2 million appliances. It also achieved the No.1 position in DC & FA.. 2006: Whirlpool Corporation acquires Maytag and become the Worlds largest white goods company. 2009- WOIL Became 2nd largest brand in country for refrigerators and washing machine combined. 2010- WOIL launched 1st 3 door fully automatically frost free refrigerator. Today, Whirlpool is the most recognized brand in home appliances in India and holds a market share of approximately 16%.

Manufacturing Locations of WOIL

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

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1. The refrigerator facility is located at Faridabad and manufactures a complete range

of direct cool refrigerators.

2. The washer facility is located at Pondicherry and manufactures both fully automatic

and semi automatic washers.

3. PUNE REFRIGERATION OPERATION (PRO)

Pune Refrigeration Operation (PRO) started its operation on 22nd October 1997. Location- Ranjangaon, MIDC Industrial area. Neighbors: LG, FIAT, Carraro, Tata Ryrson, ITC, Bombay Dying, Frito-Lay .

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Organization Chart Whirlpool

VP & GM India VP & CFO Asia South Operations

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Organization Chart WOIL, Pune

Nara

Plan

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PRODUCT OVERVIEW OF WHIRLPOOL

WASHERS & DRYERS

REFRIGERATORS

DISHWASHERS

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FLAT TOPS, OVENS & MICROWAVES

AIR CONDITIONERS

OVERVIEW OF WOIL, PRODUCTS

H o

Rf i eaos erg r t r
OVERVIEW OF WOIL, PRODUCTS, PUNE
WOIL, Pune is responsible for production of Refrigerators only & kitting of washing marching & AC.

Det i c r Co ol

Fo t rs Fe re

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Sm e i A t mt c uo ai

PRODUCT OVERVIEW OF WHIRLPOOL

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

1. Refrigerators: Whirlpool is leader in manufacturing refrigerators. Whirlpool manufactures different Direct C ool R efrigerator kinds of refrigerators. These are A. Direct cool B. Frost control C. Frost free

W ashing

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

K ITTING
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 Genius Premier Genius Royale Genius XL Premier Genius XL Royale A. Frost control A frost control refrigerator has following features6th Sense frost Control Technology, E- light: power gone light on, Unique Health guard, Roll bond freezer, Chill max, Modular Shelves Models: Fusion 19 Supreme Fusion 19 Premier Fusion 21 Supreme Fusion 21 Royal VG Fusion 24 Supreme A. Frost free Frost free refrigerators, as the name implies, do not require any kind of manual defrosting. A small element is placed inside the unit that actually melts accumulating ice. This is done without interfering with the natural cooling cycle that is required to continuously refrigerate food. Frost free refrigerators do not require any deicing or defrosting through manual means. It is handled automatically. Frost free models are better at maintaining consistent temperatures, and keeping food items fresh for a longer period of time. Models: Mastermind Classic Plus Protton F 220 Classic Plus

1. Washing machine Main features: In built heater, stain wash, 1-2,1-2 hand wash A. B. C. D. Semi Automatic Fully Automatic(top load) Fully Automatic(frontload) Fully Automatic 360*machine

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A. Semi Automatic 3 Wash Programs Delica, Impeller, Dynamic Soak, Auto Restart, Hi-fiber Body, Easy-to- use control Panel, Aesthetically Designed, In-built Scrubber. Models super wash spin 6 kg,6.5 kg, 8 kg Si 60 6 kg E 65 6.2 kg verve 6.5 kg ACE 7.5 KG ,8 KG

A. Fully automatic top load

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

A. Fully automatic top load Large LCD display, Easy Ironing Express wash 6th Sense. Models Explore 855 LEW, 1055 LCW, 1055 LCS Sport,7 KG A. Fully automatic 360 Machines 360 Wash Cycle, Catalytic Soak, H2 Low Shower, Bloom Motion, 6th Sense Model360 Bloom Wash
1. Air Conditioner

A) Window B) Split

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1. Microwave A) Solo B) Grill C) Conviction A) Solo Models MagicookTM20S Mechanical MagicookTM 20S Electronic A) Grill Models MagicookTM20G Mechanical MagicookTM 20G Electronic A) Conviction Models Magicook TM20C Mechanical MagicookTM 20C Electronic

1. Water Purifier Models Deluxe UTS Deluxe MES Elite Purafresh Platinum Elite MES 1. UPS

Sin wave hups Sin wave platinum series Silver series Elantra hups gold series 1. Others Cooking Ovens
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Hobs Barbecues and deep fryer Hoods Dishwasher

REWARDS & RECOGNITIONS

The program is designed for the purpose to salute the excellence in work which is aligned to the organization's goal. The program is there to notice the efforts put by the employees and any of their extra efforts doesn't get unnoticed.

Rewards motivates the employees and encourages them to win, making winning as their habit at Whirlpool. Whirlpool has Five types of awards for recognizing outstanding performance at work-CHEERS, EMPLOYEE OF THE QUARTER, PINNACLE AWARD,
SMART SQUARD AWARD,TEAM OF THE YEAR AWARD

Awards

Whirlpool has been recognized as worlds most admired companies by Fortune in 2009
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In 2009 Whirlpool has been awarded with product design award. Whirlpool has been voted as product of the year in 2009. 15 'India's Best Companies to Work for 2010

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CHAPTER- III
CONCEPTUAL BACKGROUND

DEFINITION OF JOB ANALYSIS

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

COMPONENT AND CONTENT OF JOB ANALYSIS:

There are two important components of the Job Analysis1. Job Description 2. Job Specification

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

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

Job Specification: It is the statement of Educational Qualification, knowledge, skills, and abilities along with the associated, training, and experience which are required to perform the job successfully. This criterion is the minimum recruiting criteria or minimum qualifications for the Specific Job. Content of Job Specification: Educational Qualification Relevant Skills ,Knowledge, Abilities Physical fitness

The purpose of job analysis is to document existing jobs (Responsibilities & activities) in the form of Job Description s and Job Specifications. to establish and document the 'Job Relatedness' of employment procedures such as training, selection, compensation, and performance appraisal. Job analysis investigates the frequency and importance of duties, whether a duty constitutes a fundamental part of the job, and the extent to which duties can readily be assigned to other employees.

PURPOSE OF JOB ANALYSIS

Methods:Some of the methods used for job analysis include:

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review of job classification systems incumbent interviews supervisor interviews expert panel structured questionnaires task inventories check lists open-ended questionnaires observation incumbent work logs

USES OF JOB ANALYSIS:In Selection Job analysis can provide specific information about the skills, knowledge and abilities required to perform successfully on the job. This information can be used to formulate job-related selection criteria and screening tools such as interview questions. Job analysis can provide information necessary for classifying positions and for making objective determinations about the relative value of a specific job in comparison with ther jobs. Job analysis can create a detailed, objective description of the position that allows both the supervisor and the employee to have a shared understanding of the job. It can also provide the information necessary to develop concrete performance standards.

For Classification Purposes

In Performance Appraisals

For Planning Career Ladders Job Analysis can provide the understanding of a job and it's relation to other jobs needed to initiate career ladder development. For Training Purposes Job Analysis can assist in developing objectives, standards and curricula for individual and group training.

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OTHER USES OF JOB ANALYSIS Matching of job-specifications with the person-specifications for Recruitment. Induction Orientation To Provide Assistance for conducting various personnel researches. Induction Orientation, Personnel Audit To help supervisors in assigning work to the subordinates so that he can guide and monitor their performances. Matching of job-specifications with the person-specifications for Recruitment. Used for identifying competencies and conducting Competency Mapping Identify the training needs Succession Planning with the help of competency mapping Enhancement of the employee's job satisfaction by understanding job needs and fulfilling them by providing necessary training and other requirements. Development of performance measurement systems. To understand the need of Job Analysis & competency mapping in the organization. To conduct the Job Analysis in the organization. To identify and define competencies for hiring purposes, career development and succession planning

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CHAPTER- IV RESEARCH DESIGN AND METHOLODY

Research
Research is composed of two syllables, a prefix re and a verb search. Re means again, a new. Search means to examine closely and carefully, to test and try, to probe. Research can be defined as the search for knowledge, or as any systematic investigation, to establish novel facts, solve new or existing problems, prove new ideas, or develop new theories, usually using a scientific method.

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

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understood as a science of studying how research is done scientifically. In it we study the various steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. I have done the research on Effectiveness of job Analysis in WOIL, Pune. The main purpose of this research was to find out that whether it is beneficial for the organization or not. For this research I have collected primary data from the sample of 70 employees out of the population with the help of questionnaire and interview method.

Research Design
Research design is a scheme of a work to be undertaken by a researcher at various stages. It is a blue print or a plan of study. According to P.V.Young Research design is a logical and systematic planning and directing of a piece of research.

Types of Research design 1) Exploratory Research Design 2) Descriptive Research Design 3) Experimental Research Design

1. Exploratory Research Design: Exploratory research studies are also termed as

formulative research studies. The word exploratory is related to exploration that means to investigate systematically search into and examine, for the purpose of discovering something new. The main emphasis in such studies is on the discovery of new ideas and insight. Types(a) Survey of concerning literature (b) Experience survey and (c) Analysis of insight-stimulating examples.

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a. The survey of concerning literature: This method is used to formulate the research problem or developing hypothesis. This research is based on the secondary data. b. Experience survey: This means the survey of people who have had practical experience with the problem to be studied. The object of such a survey is to obtain insight into the relationships between variables and new ideas relating to the research problem. c. Analysis of insight-stimulating examples: This is a fruitful method for suggesting hypotheses for research. In this method existing records are examine and if requires unstructured interviews are conducted. Descriptive Research Design: Descriptive study is the fact finding investigation with adequate interpretation. Descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual, or of a group.
2.

In this method data are collected by using one or more appropriate methods like: Observation Interview Questionnaire
3) Experimental Research Design: It is also called as hypothesis testing method. This

method is focused on finding out the casual relationship between various variables. Experimental Research is designed to assess the effects of particular variables on a phenomenon by keeping the other variables constant or controlled.

Sample Design:
It is a definite plan for obtaining a sample from a given population. It lays down the number of items to be included in the sample. Sample is a smaller representation of a larger whole. A sample is composed of some fraction or a part of total number of an element or unit in a defined population and sampling is the method of selecting some fraction of a population
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Adopted Method of sampling Non- Probability, Judgment Sampling Method is used for sampling. Size of sample - 70 Employees. Size of Population- 385 Employees

Data Collection:
1. Primary Data 2. Secondary Data 1. Primary Data It is the data which researcher collects to address the specific problem at hand-the research questions. It is the first hand data directly collected from the the respondents. It is the original work of research or raw data without interpretation. Primary data is collected especially to address research objective. Sources of primary data 1. 2. 3. 4. observation method, interview method, through questionnaires, through schedules, and 5. other methods which include Warranty cards Distributor audits Pantry audits Consumer panels Using mechanical devices Through projective techniques
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Depth interviews, and Content analysis.

I have collected the primary data from Questionnaire, and Interview methods 1. Secondary Data The data presented in research reports when used again for further research is known as secondary data. It is the data which has been used previously for some research and now in use for the second time.

Sources of secondary data Books, magazines and newspapers Reports and publications of various associations Reports prepared by research Diaries, letters, unpublished biographies and autobiographies Public records and statistics, historical documents, and other sources of published information Various publications of the central, state are local governments Various publications of foreign governments or of international bodies and their subsidiary organizations technical and trade journals I have collected the secondary data from

Documents of WOIL, PRO on Job Analysis, PMP Forms Books Magazines Websites (Details are provided in Bibliography)
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Data AnalysisData Analysis is the process in which statistical method are used by the researcher to draw conclusions from the collected data, make generalizations, establish relationships between two or more variables and test the hypothesis. In this project Data Analysis is done by using Pie Charts.

CHAPTER- V
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DATA PRESENTATION, ANALYSIS AND INTERPRETATION

1. What is the frequency of doing Job Analysis in your organization? Half yearly Once in 2 Yrs. ________________ Yearly Other (Specify)

Sl. No. a b c d

Options Half yearly Yearly Once in 2 Yrs. Other (Specify)

No. of Employees % Response --70 ---100 -Page | 36

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

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

Sl. No. a b c d e

Options Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

No. of Employees 5 33 20 9 3

% Response 7.14 47.14 28.57 12.86 4.28

Interpretation7% employees strongly agreed, 47% agreed, 29% are neither agreed nor disagreed, 13% disagreed and 4% strongly disagreed. Most of the employees are agree that awareness about Job Analysis is required for their job. So it is clear that Job Analysis is not only useful for HR department but also for whole Organization and its scope is wide.

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

Sl. No. A B C D E

Options Strongly agree Agree Neither agree nor disagree disagree Strongly disagree

No. of Employees 13 38 16 3 --

% Response 18.57 54.28 22.86 4.28 --

Interpretation19% employees strongly agreed, 54% agreed, 23% neither agreed nor disagreed and 4% disagreed. More than 50% employees agreed that while setting their goals and objectives which should be in congruence with the organizational goals, take help of Job Description and specifications. So it is clear that Job Analysis portrait a clear image of responsibilities and duties, and it directs an employee in a right direction to set goals and objectives.

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

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Sl. No. a b c d e

Options Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

No. of Employees 11 26 8 11 --

% Response 19.64 46.43 14.28 19.64 --

Interpretation20% employees strongly agreed, 46% agreed, 14% are neither agreed nor disagreed, and 20% disagreed. More than 40% employees agreed for the statement that Job Description and Specification are helpful in providing counseling to employees about their duties & competencies. So here it is concluded that it is a good tool for all middle and top level employees to provide guidelines to their subordinates about their duties and competencies for performing effectively in the organization for accomplishment of goals.

5. Does it help in Employee Self Development? Sl. No. a b. c. d. e. Options Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree No. of Employees 13 28 21 8 -% Response 18.71 40 30 11.43 --

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Interpretation- 19% employees strongly agreed, 40% agreed, 30% are neither agreed nor disagreed, and 11% disagreed. 19% Employees strongly agreed and 40% employees agreed that it leads to self Development. Job Analysis is the base for Competency Mapping, it helps in finding out the need of training and finally it leads to development of employee.

6. Do you think that Step by step analysis of work and work related behavior should be highlighted by Job Analysis? Sl. No. a b c d e Options Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree No. of Employees 10 41 6 10 -% Response 14.92 61.19 8.95 14.92 --

Interpretation15% employees strongly agreed, 61% agreed, 9% neither agreed nor disagreed and 15% disagreed. Around 60% employees agreed that Step by step analysis of work and work related behavior should be highlighted by Job Analysis. So it is clear that main responsibilities related under job and activities performed to fulfill requirement of each responsibility should be analyzed during job analysis to wider its scope and effectiveness in the organization.

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Sl. No. a b c d e

Options Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

No. of Employees 27 33 8 1 --

% Response 39 48 12 1 --

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

Interpretation: 39% Employees strongly agreed and 48% employees agreed, 12% neither agreed nor disagreed and 1% is disagreed. 39% Employees strongly agreed and 48% employees agreed that it helps in finding out the need of training. From the strong response, it is concluded that Job Analysis is the base for finding out need of training through competency mapping. So indirectly it is helpful for all employees in the organization.

8. Do you think that elaborate Job Description and Job Specifications should be

made available to interviewers? Sl. No. Options a b c d e Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

No. of Employees 19 37 8 4 --

% Response 27.94 54.41 11.76 5.88 --

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Interpretation28% employees strongly agreed, 54% agreed, 12% are neither agreed nor disagreed, and 6% disagreed. 28% Employees strongly agreed and 54% employees agreed to the statement that elaborate Job Description s and Job Specifications should be made available to interviewers. Mostly Interviewers are from the organization so by providing above to them , Organization get right person on the right place who has complete knowledge of the job for which candidate is going to be selected.

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

Sl. No. A B C D E

Options Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

No. of Employees 2 17 14 21 14

% Response 2.94 25 20.59 30.88 20.59

Interpretation- 3% employees strongly agreed, 25% agreed, 20% are neither agreed nor disagreed, 31% disagreed and 21% strongly disagreed.
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21% Employees strongly disagreed and 31% employees disagreed to the statement that Job Descriptions are made available to job applicants; here weightage of negative response is more. So it is concluded that above should not be provided to the applicants.

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

elements of the job are well understood by Job Description? Sl. No. A B C D E Options Strongly agree Agree Neither agree nor disagree disagree Strongly disagree No. of Employees 17 34 16 2 -% Response 24.64 49.27 23.19 2.9 --

Interpretation25% employees strongly agreed, 49% agreed, 23% are neither agreed nor disagreed, and 3% disagreed. 25% Employees strongly agreed and 49% employees agreed to the statement that worker- management relation can be made better if all the elements of the job are well understood by Job Description. It is concluded that Job Analysis also strengthen work culture by providing the exact information about whom to report, when, where and which responsibilities are to perform.
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11. Do you agree that it help in right sizing of the organization? Sl. No. a b c d e Options Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree No. of Employees 19 34 15 2 -% Response 27 49 21 3 --

Interpretation27% employees strongly agreed, 49% agreed, 21% are neither agreed nor disagreed, and 3% disagreed. 27% Employees strongly agreed and 49% employees agreed to the statement that it helps in right sizing of the organization. It is concluded from the strong positive response that Job Analysis contributes in maintaining the Organizational hierarchy.

12. Do you think it point out the issues related to the Employee safety? Sl. No. A B C Options Strongly agree Agree Neither agree nor disagree No. of Employees 16 22 10 % Response 22.85 31.42 14.28

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D E

Disagree Strongly disagree

19 3

27.14 4.28

Interpretation: 23% employees strongly agreed, 32% agreed, 14% are neither agreed nor disagreed, 27% disagreed and 4% strongly disagreed. 23% Employees strongly agreed and 32% employees agreed to the statement that it point out the issues related to the Employee safety. It is concluded that it also highlights the safety issues.

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

Sl. No. a. b. c. d. e.

Options Strongly agree Agree Neither agree nor disagree disagree Strongly disagree

No. of Employees 18 30 13 9 --

% Response 25.77 42.86 18.57 12.86 --

InterpretationPage | 45

26% employees strongly agreed, 43% agreed, 18% neither agreed nor disagreed and 13% disagreed. 26% Employees strongly agreed and 43% employees agreed to the statement that it helps in enhance the Productivity by providing direction about responsibilities, finding out need of training, pointing out safety issues and maintaining relationships in the organization.

14. Do you think that it really give worth to the organization? Give Comments. Sl. No. a. b. c. d. e. Options Strongly agree Agree Neither agree nor disagree disagree Strongly disagree No. of Employees 20 30 11 9 -% Response 28.57 42.85 15.71 12.85 --

Interpretation28% employees strongly agreed, 43% agreed, 16% are neither agreed nor disagreed, and 13% disagreed. 28% Employees strongly agreed and 43% employees agreed to the statement that it gives worth to the organization. Here it is concluded that Job Analysis is an important activity which help in enhancing the productivity.

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For HR Department
15. Kindly provide rating for the following statements, scale given below: 1- Strongly Agree, 2 Agree, 3 Neither Agree nor Disagree 4 Disagree, 5 Strongly Disagree. Statements a. The data generated from Job Analysis is used as an input for various HR functions such as recruitment and selection, performance appraisal, training, competency mapping, etc. Sl. No. 1 2 3 4 5 Options Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree No. of Employees 8 % Response 100 -

Interpretation: 100% Employees strongly agreed to the statement that data generated from Job Analysis is used as an input for various HR functions such as recruitment and selection, performance appraisal, training, competency mapping, etc. It is concluded here that job Analysis provide base for most of the HR activities. It is the primary function of HR department.

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

realistic picture about the demands of the job. Sl. No. Options No. of Employees %
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Response A B C D E Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree 4 4 50 50 -

Interpretation: 50% Employees strongly agreed and 50% employees agreed to the statement that it should be done frequently (yearly) in order to be able to give a realistic picture about the demands of the job. So it is clear that it is a good tool for maintaining the organizational structure.

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

Sl. No. A B C D E

Options Strongly agree Agree Neither agree nor disagree disagree Strongly disagree

No. of Employees -3 5 ---

% Response -37 63 ---

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Interpretation37% Employees agreed and 63% employees neither agreed nor disagreed to the statement that breaking down the job to basic elements makes the selection process easier. It is concluded here that descriptive Job Analysis, which disclose every responsibility and duties and then required basic competencies, is supportive tool for selecting the right candidate.

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

abilities that an individual needs to display effective performance within a role. Sl. No. A B C D E Options Strongly agree Agree Neither agree nor disagree disagree Strongly disagree No. of Employees 6 1 % Response 86 14 -

Interpretation86% Employees strongly agreed and 14% employees agreed to the statement that it help in generation of competencies that define the behaviors, skills and abilities that an individual needs to display effective performance within a role. It is concluded here that Job Analysis plays a vital role in Competency Mapping which
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leads to many important functions of HR like need analysis for Training and Development, Performance Management, Job Evaluation etc.

e. It facilitates the formulation of a systematic promotion and transfer policy.

Sl. No. a b c d e

Options Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

No. of Employees -2 5 1 --

% Response -25 62 13 --

Interpretation25% employees agreed, 62% neither agreed nor disagreed and 13% disagreed. 25% Employees agreed and 62% employees neither agreed nor disagreed to the statement that it facilitates the formulation of a systematic promotion and transfer policy. Here it is concluded that Job Analysis does not provide a strong support to above policies.

f. It provides guidelines to you at the time of performance management?

Sl. No.

Options

No. of Employees

% Response

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a b c d e

Strongly agree Agree Neither agree nor disagree disagree Strongly disagree

2 3 3 ---

25 37 38 ---

Interpretation: 25% Employees strongly agreed, 37% employees agreed and 38 % are neither agreed nor disagreed. 25% Employees strongly agreed and 37% employees agreed to the statement that it provides guidelines to Organization at the time of performance management. So it is concluded that its area of work is wide and provide base for almost all HR activities.

g. It helps in Induction and orientation?

Sl. No. A B C D

Options Strongly agree Agree Neither agree nor disagree disagree

No. of Employees 3 5 ---

% Response 37 63 --Page | 51

Strongly disagree

--

--

Interpretation37% Employees strongly agreed and 63% employees agreed to the statement that it helps in Induction and Orientation. From the result it is concluded that at the time of induction and orientation of a fresher, guidelines regarding his reportings and responsibilities are given to him according to the Job Description.

CHAPTER- VI FINDINGS, SUGGESTIONS, AND CONCLUSION

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FINDINGS
The measures to determine the effectiveness of Job Analysis in WOIL, Ranjangaon have been discussed above. On the critical analysis of the same, the findings are1. Whirlpool of India Limited, Ranjangaon, Pune conduct Job Analysis once in 2

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

Ranjangaon Organization.
3. Employees agreed that while setting their goals and objectives which should

be in congruence with the Organizational goals, take help of Job Description and specifications. Job Analysis portrait a clear image of responsibilities and duties, and it directs an employee in a right direction to set goals and objectives.
4. Job Description and Specifications are helpful in providing Counseling to

Employees about their duties & competencies. It is a good tool for all middle and top level employees to provide guidelines to their subordinates about their
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duties and competencies for performing effectively in the organization for accomplishment of goals.
5. Job Analysis helps in finding out the need of training. From the strong

response, it is concluded that Job Analysis is the base for finding out need of training through competency mapping.
6. Job Description should not be made available to job applicants. 7. Worker- management relation can be made better if all the elements of the job

are well understood by Job Description. Job analysis also strengthen work culture by providing the exact information about whom to report, when, where and which responsibilities are to perform.
8. Job Analysis helps in right sizing of the organization. It contributes in

maintaining the Organizational hierarchy.

9. Job Analysis points out the issues related to the Employee safety. 10. Job Analysis helps to enhance the Productivity by providing direction about

responsibilities, finding out need of training, pointing out safety issues and maintaining relationships in the organization.
11. Job Analysis gives worth to the organization. Job Analysis is an important

activity which helps in enhancing the productivity.

12. Data generated from Job Analysis is used as an input for various HR functions

such as recruitment and selection, performance appraisal, training, competency mapping, etc. Job Analysis provide base for most of the HR activities. It is the primary function of HR department.
13. Job Analysis should be done frequently (yearly) in order to be able to give a

realistic picture about the demands of the job. So it is clear that for maintaining the organizational structure, it is a good tool.
14. Job Analysis helps in generation of competencies that define the behaviors,

skills and abilities, that an individual needs to display effective performance within a role. Job Analysis plays a vital role in Competency Mapping which leads to many important functions of HR like need analysis for Training and Development, Performance Management, Job Evaluation etc.
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15. Job Analysis does not facilitate the formulation of a systematic promotion and

transfer policy.
16. Job Analysis helps in Induction and Orientation. At the time of induction and

orientation of a fresher, guidelines regarding his reportings and responsibilities are given to him according to the Job Description.

SUGGESTIONS

This research is conducted to find out effectiveness of Job Analysis in WOIL, Ranjangaon. Job analysis is effective in the WOIL, Ranjangaon but it can be made more effective by focusing on following points

WOIL, Ranjangaon should conduct it yearly so that changing trends in the duties and responsibilities can be analyzed. Should provide prior information to employees to conduct job Analysis so that they can recall the things and prepare for filling questionnaire and/or interview. Job Description and specification is used in conducting competency mapping so in specification part skills should be classified in behavioral and technical skills.

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LIMITATIONS

The study was limited to WOIL, Ranjangaon Plant only. The study was based on perception, ideas and preferences of respondents, which are complex in nature and depends on subjectivity of the individual. The project was required to be completed within a time period and this was another constrain for the study. There was a problem at the time of response to questionnaire and interview in recalling the matters. Different attitude of the employees which prevent them to give good response. It is difficult to comprise all dimensions in a questionnaire.

CONCLUSION
This research work was excellent experience in my life and I got exposure to various HR functions. This research study conclude that Job Analysis is very effective in the WOIL,Ranjangaon which provides base to many HR activities like Recruitment and Selection, Competency Mapping, Training and Development, Performance Appraisal etc. Job Analysis is the key point from where functions of HR department start. Immediate product of Job analysis are Job Description and Job Specification which are primarily
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used to recruit the right candidate at right position which help in optimum utilization of skills, knowledge and attitude in right job. Job Analysis is used to find out competencies for each job and help in competency mapping. Then training and development needs can be identified easily. After identifying training needs organization provide concerned training to employees which results in satisfaction among employees, increase in moral and increase efficiency of employees. So it is clear that job Analysis is a vital function of the HR Department but its use and effectiveness differs from organization to organization. WOIL, Ranjangaon has good working environment and cooperative employees which enabled me to complete this research successfully.

Bibliography
Cyanthia D, Fisher, Lyle F. Schoenfeldt, James B. Shaw, Human Resource Management, Biztantra, 5th edition, Pg 142, 143,145,146 Gary Dessler, Human Resource Management, , Pearson Education Inc, 8th edition 2002, Pg 87, 88, 100,103 K Aswathappa, Human Resource and Personnel Management, Tata Mc GRAW HIL, 4th edition 2005, Pg 116,117

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Memoria C.B. and Gankar S.V., Personnel Management, Himalaya Publishing House, 25th edition 2005, Pg 166, 167, 170,178 Subba Rao, Essentials of Human Resource Management and Industrial Relations, Himalaya Publishing House, 2nd revised edition-Jan 1999, Pg 69, 70, 74, 96 Susan F. Sandler, HR Focus, March 2010, volume- 87 No. 3 Pg 2,3,4 Sites: www.wikipedia.org www.whirlpoolindia.com www.job-analysis.net www.managementstudyguide.com www.businessdictionary.com www.mindtools.com www.siop.org

ANNEXURE
Questionnaire Effectiveness of Job Analysis in WOIL, Ranjangaon

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The purpose of this questionnaire is to understand whether Job Analysis gives worth to the organization or not. Ill be grateful to you if you give your precious time to complete this questionnaire as honestly, completely and accurately as you can.

Name__________________________________________________________________ _ Designation_____________________________________________________________ Organization Name_____________________________________________________

1. What is the frequency of doing Job Analysis in your organization? Half yearly Yearly Once in 2 yrs. Other (Specify) ________________

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

a. b. c. d. e.

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree.

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

a. b. c. d. e.

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

1. Does it help you to provide Counseling to Employees about their duties & Competencies?
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a. b. c. d. e. 1. a. b. c. d. e.

Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Does it help in Employee Self Development? Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

1. Do you think that Step by step analysis of work and work related behavior should be highlighted by Job Analysis? a. b. c. d. e. 1. a. b. c. d. e. Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Do you agree that it helps in finding out the need of training? Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree made available to interviewers? Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

1. Do you think that elaborate Job Description and Job Specifications should be

a. b. c. d. e.

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

applicants? a. Strongly Agree

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b. c. d. e.

Agree Neither Agree nor Disagree Disagree Strongly Disagree elements of the job are well understood by Job Description? Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Do you agree that it help in right sizing of the organization Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Do you think it point out the issues related to the Employee safety? Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree Do you agree that Job Analysis enhance the Productivity? Strongly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

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

a. b. c. d. e.
1.

a. b. c. d. e. 1. a. b. c. d. e. 1. a. b. c. d. e. 1. a. b. c.

Do you think that it really give worth to the organization? Give Comments. Strongly Agree Agree Neither Agree nor Disagree d. Disagree

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For HR Department No. a. b. c. d. e. f. g. h. 1. Tick the frequency for following HR functions? Functions Daily Weekly Monthly Manpower Planning Recruitment/Selection Induction/Orientation Training Performance Appraisal. Compensation and Benefits Grievance Handler Exit Management Yearly Other

2. Kindly provide rating for the following statements, scale given below: 1- Strongly Agree, 2 Agree, 3 Neither Agree nor Disagree 4 Disagree, 5 Strongly Disagree. Statements The data generated from Job Analysis is used as an input for various HR functions such as Recruitment and selection, performance appraisal, training, competency mapping etc. Job Analysis should be done frequently (yearly) in order to be able to give a realistic picture about the demands of the job. Breaking down the job to basic elements makes the selection process easier. It helps in generation of competencies that define the behaviors, skills and abilities that an individual needs to display effective performance within a role. It facilitates the formulation of a systematic promotion and transfer policy. 1 2 3 4 5

a.

b.

c. d.
e.

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

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Thank you

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