Appendix A

1. How long have you had experience in this field and how many people are currently employed
and currently managed within this Group?
I have close to 9 years of experience and currently approximately 700 full time and part time
employees are working under our group, Majority are part time.
2. How would you describe the function of your Job in this organization?
Well. I think it is the hardest job to be done in our organization. But its very easy to work with
my staff all the time because we have a good employee employer relationship. As the Head of
the HR Department, with my work unit, my department; we look into the development of each and
every employee in each field though its easier said than done. We dont just exercise the HR
functions, yet alone, we plan produce the strategies derived from the top level managerial and
communicate that plan to lower level people, the operations. So we always plan ahead
3. How Does Job Analysis have an impact towards the Organizations Performance?
Well. I believe Job Analysis impacts the organizations performance to a greater extent because if
we simply think of it, if the employees knows what he/she is required to do during his/her tenure
isnt it easy for the employee to perform the job. And as the organization its easy for us to identify
whether employees are working accordingly what is their contribution to the organization and it
also helps when training and development are needed because its easy to identify when training
is needed for specific job to be completed.

4. How vital is the role of a HR manager in todays turbulent environment?

Actually, HR plays a very important role. We have to compete with local markets as well foreign
sectors and Change is inevitable. We may use one system today, but change can affect the change
in our system tomorrow. So at first, every company starts with a vision from the investors;
shareholders in why they invest is to gain the maximum performance and profit in the most

efficient manner. So HR department functions in training, attracting and retaining a workforce and
providing access inside and outside to upgrade people with new technology, skills, updates like a
continuous cycle we perform, and why we do this is to appreciate the change and survive, because
at the end of the day it provides better effective results.

5. HR has now become a vital role in todays changing environment in which all managers are
expected to exercise the fundamentals of HR functions. Do you agree with the phrase All
Managers are HR managers?
I absolutely agree. As you should be knowing, there are two functionary in an organizations, the
Line managers who carry out the functions and Staff managers help the line function
objectively. So even as HR manager you could say, Im a line manager and a staff manager. HRM
should associate and integrate with both the staff and line functions because it is very efficient. So
what makes all managers HR managers is the fact that; if I were to take the task on managing the
entire HR functions myself, its simply not possible. So thats why you could see my team around
you, this division, and my assistant manager; which I have empowered to work by my side. So in
this organization, Line function is fully capable of handling HR functions otherwise performance
would be bottlenecked, it could explode, So I conduct my team with empowerment to take
decisions to act and carry out functions like counseling and customer relations etc.
6. How does the HR department help the organization attain Competitive edge?
As said before, we deal with more and more new competition every day. Competitive edge is not
easy to attain in practice. In this organization, we maintain a healthy work force providing
everyone is treated equally; equal employee opportunities you might add. The retention of an
effective workforce is the key to any success and survival in todays business agenda. Job analysis
is again pay a key role in this as it helps the organization to recruit and place the best candidate to
the do the job. And with is ability advice the employee as to what is needed employees
productivity and the satisfaction are tend to always high...

7. As the HR manager, what do you think are the most important role of the HR Department
in relation to the employee workforce?
Well I believe, the most important role, is effective communication and feedback. In any function
within the organization, yet alone the HR department should always function in a two way
process. Even if Job analysis helps to identify the best candidate when dealing with humans we
all understand nothing is constant and you cant expect it to be constantan and the other side of
the spectrum is If the investors and the heads of the organization have a vision, only through
communication can it be shared, down to the lowest level people. So thats why we have
interactive meetings rather discussions from senior members, to departmental levels to
communicate one vision and voice. Another thing is as the HR department, we cant sit and
watch for employees, to come first, we must ensure to go out there and get them involved.
8. How does the HR Department contribute to planning, creating, maintaining and changing the
corporate culture?
Well, we are doing it in a well-structured manner, as I mentioned earlier we know our mission
and vision and employees are been informed about this more often or not. Hence luckily
employees follow them.

9. Is job analysis is seen as an Investment for the future. Do you agree with this statement?
Absolutely. We all know that all the organizations have implemented job analysis system to be
benefitted in the long run. So as the HR manager of this company I totally agree with it. These
functions require investments, and investors aim to gain the maximum of their investments. You
see, Job analysis results cannot be evaluated today but only tomorrow; a long term. To keeping
up resources at hand to compete with challenges and maximize utility in these money spent. Job
analysis is not just carried out to recruiting the best candidate or placing the best candidate its
about how the organization can benefit in the long run by placing a systematic approach of
designing a job which has both short term and long term benefits. .

10. How do you specify the Job Analysis needs to be conducted; linked to different departmental
levels and job descriptions?
Well for each department I have given the autonomy to do the Job analysis when creating a
position, with experience I understand that all subisdary companies requirements are different to
one another hence different questionnaires and interviews are been used and steps are taken to
identify what the job actually requires and once they give the data I make recommendation and
ultimately the chairman makes a call on whether the new seat is needed or not.
11. How does Job Analysis pave the way for Succession planning, remuneration, replacement
charts?
The objectives of every Job Analysis program should always be linked to the organizational
strategy. These analysis needs and should also comply in assessing the objectives to meet and
recruit the best candidate who is able to take on the key performance areas. Hence the correct
remuneration and the placement charts have to be made during the job analysis.
12. What are some challenges that are most dealt with in conducting Job analysis?
Main issues are the support from the employees in terms of gathering information we have to
spend a significant amount of time educating the employees about the importance of the data
gathering and Lack of support from the management, Managers tend to tack a backward
approach to job analysis as they feel that as the dept. heads they are well aware of the duties of
the subordinates and they do not communicate properly. One of the issues that recently we found
out is that they one manager was at the impression that the analysis was done about him and he
was under the impression that this report would be uses to fire him. So we at a meeting I kept the
dept. heads informed as to what and why this done and it does affect their job directly and to
support this. And last but not least the important is people tend to think that job analysis is not
needed and they do not identify the occasion to use it. I understand job analysis doesnt always
solve problems and it has flaws but I understand it a method to keep things not going out of
hand. Through an analysis we not what we should expect from the employee and they know what
we expect from them so I believe its very important. Personally when it comes to doing
appraisals I have never felt at ease due to the reason that I can directly compare the expected
work and actual work.
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