Project On

”A study on job analysis with reference to Akay industries”

Submitted in partial fulfillment

of the requirements for
award of
MBA
with specialization in
Human resource management

Submitted by
Rajiyabegum.B.Nadaf.

Reg No MBA/08/22

Under the Guidance of

Mrs.Veena.M

Indian Institute of Business Management

Shivajinagar, Pune – 411 005

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 CERTIFICATE
(Certificate of project guide preferably on his / her company letter head)

This is to certify that the dissertation work titled “A study on job analysis with

reference to akay industries” is a bonefide work carried out by

Rajiyabegum.B.Nadaf a candidate for the award of Master Program for

Business Administration / Executive Master Program for Business

Administration of Indian Institute of Business Management, Pune under my

guidance and direction.

Date : ___________ Signature of guide

Place : Hubli
Name : Manohar.N.Malavi

Designation : Manager-Account

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 ACKNOWLEDGEDMENT

I would like to express my sincere thanks to all those individuals who were instrumental in this
project work.

I extend my profound thanks to Mr. ROHIT KALASKAR

[Secretary General] for giving this opportunity. I am extremely great full to my project guide.
Prof. Veena.M,
Veena.M with whose valuable and timely guidance. I could be able to conduct this study
and complete the project work.

I would like to express my gratitude to my dear parents, sisters, brothers, family members and friends
for supporting me in the completion of this project successfully.

MS. RAJIYABEGUM.B.N
REG.NO: MBA/08/22
PLACE: HUBLI.

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 DECLARATION

I, Ms. Rajiyabegum.B.N declare that the project entitles

“A STUDY ON JOB ANALYSIS WITH REFERENCE TO AKAY INDUSTRIES” is my own
work done under the supervision and guidance of Mrs.Veena.M faculty of IMS College Hubli.
Hubli.

Thus is an original work of diligence and has not been submitted to any other university for the
fulfillment of “Master of Business Administration”
Administration for award of any degree or diploma.

REG.NO.MBA/08/22
PLACE: HUBLI (Ms.
(Ms. Rajiyabegum.B.Nadaf)
Rajiyabegum.B.Nadaf)
MBA VI TRIMESTER

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 CERTIFICATE

This is to certify that Ms. Rajiyabegum.B.Nadaf student of MBA VI Trimester

has undertaken this project report entitled “ A STUDY ON JOB ANALYSIS WITH

REFERENCE TO AKAY INDUSTRIES” in a partial fulfillment of the requirement

for the award of the degree in “MASTER OF BUSINESS ADMINISTRATION”

ADMINISTRATION

for the academic year 2008-2010.

PLACE: HUBLI PROF.ROHIT KALASKAR

DATE: (S
SECRETARY GENERAL)

CONTENTS

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Chapte Rationale for the study 1

Chapter 2 Objective of the study 2

Title of the project
Objective of the study
Scope of the study
Chapter 3 Profile of the company/companies or products / 3-26
services
Chapter 4 Theoretical Perceptive 27-39
Chapter 5. Research Methodology 40
Research Design
Data collection methods / sources
Sampling plan which should include sampling unit,
sampling size and sampling methods viz questionnaire
methods, interview methods, observations etc
Chapter 6. 41-59
Data analysis and interpretations using various
charts and graphs
Chapter 7 60
Findings
Chapter 8 61
Expected contribution from the study

CONTENTS

Chapter 1. Rationale for the study

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 Chapter 2. Objective of the study
 Title of the project
 Objective of the study
 Scope of the study

Chapter 3. Profile of the company / companies or products / services

Chapter 4. Theoretical Perceptive

Chapter 5. Research Methodology

 Research Design
 Data collection methods / sources
 Sampling plan which should include sampling unit, sampling
size and sampling methods viz questionnaire methods,
interview methods, observations etc

Chapter 6. Data analysis and interpretations using various charts and

graphs

Chapter 7. Findings
Chapter 8. Expected contribution from the study
 

CHAPTER 1.

RATIONALE FOR THE STUDY

The purpose of Job Analysis is to establish and document the ‘Job-Relatedness’ of employment
procedures such as training, selection, compensation, and performance appraisal.

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 Job Analysis provides some basic information about the various jobs and skills required to
perform the job effectively so that it creates and sustain the organizational capability. Job
description and specifications are needed to attract and select qualified employees and evaluate the
compensation systems and particular compensation decisions. Job standards are require for
performance evaluation and to determine the wage and compensation structure.

This project will help in identifying the image of Akay industries in the minds of the
customers. already in place it’s a tough competition and varied choice to customers. Akay
industries needs to enhance the value of their brand. This project will help them to do so. And
also this project will help them to identify weather their purpose is been served or not.

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 CHAPTER 2
OBJECTIVE OF THE STUDY
Title of the project
“Job Analysis with respect to Akay Industry”
Objective of Study:
 To know the job analyses model followed by Akay industry its analyses and effectiveness
 To evaluate Job analyses module System this will help in development of the company.

Need for the Study of project:

 To study the employee profile in the organization.
 To understand the Job analyses of the company.
 To improve the Job analyses as per need.

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 CHAPTER 3

COMPANY PROFILE

1. Name : Akay industries pvt. Ltd.

2. Institute : Pvt. Ltd
3. Assembling unit : station road Hubli-5800020
Fax No : 0836-2365432
Phone No : 2362301, 2364233
4. Register office : 2 A Film Center

68 Tradeo Road
Mumbai-400034
Email :akaying@sancharnet.in
5. Factory area :5 areas
6. Bankers :Bank Of India

Vijay Bank
Syndicate Bank
7. Branch office :Hubli
Mumbai
Calcutta
Chennai
Baroda
Delhi

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AKAY INDUSTRIES PRODUCTS

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Introduction
Akay industry was incorporated in the year 1961 and was later converted to a private industry
in the year 2002-03. They undertaken the process of assembling of pumps and values.

The company is located on 5areas of plot at station road, Hubli. The place is very
convenient for employees coming for different Places.

The company employees are more then 120, well qualified officer and under the
leadership of its dynamic CEO Mr. Malay Khimji. The register officer is situated in Mumbai.

The company approved by export inspection agency under IPQC (in process quality
control). It has procured the ISO 9001 certificate and the version 2000 is under process.
The sales branches are established in metro-politan cities like Delhi, Chennai, Calcutta, Baroda,
Mumbai, Hyderabad and a branch office named Hexa Akay industries at bank. It undertaken
exports to Tailand, Dubai, Hong Kong etc.,

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QUALITY POLICY
“Akay industry is committed to be the leader in its field by producing quality and reliable
products with continual improvement which are better by design to the satisfaction of the
customers”.

QUALITY OBJECTIVES
 Continual reviews and up graduation of design to improve performance and and
incorporation of latest applicable standard
 Continual monitoring of suppliers by providing necessary co-ordination and assistant to
get consistency, quality material as per schedule
 Monitory and producing necessary co-ordination customer to their satisfaction
 Update the knowledge in skills of employees by providing necessary training

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 DEPARTMENTAL STUDY
1) Personal department

(Mr. M.S Ronimath) Manger administrator

Personal officer

Assistant

Office boy Office boy

Personal Department plays a vital role in the smooth functioning of the

organization. This department will deal with human relationship within and outside the
organization. It will maintain and make the employees feel to contribute to the effective
working of the undertaking. The HR department will co-ordinate with all the department
to maintain a harmonious industrial relationship in the industry.

Objectives
 To run the industry smoothly without any disputes and without loss of working
days
 To motivate the workers for their jobs
 To give promotion, demotion or appraisal to the workers
 To slove their problems in case of their work
 To give proper training to the employees if necessary
 To motivate them to have initiative and interest in their jobs
 To from link between management

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Functions
 Managerial Function
 Planning Function
 Organization Function
 Directory Function
 Controlling Function

 Recruitment and selection

 Training and Development
 Counseling
 Grievance Handling
 Promotion
 Handling employees attendance
 Salary administration
 Discipline and disciplinary action
 Employee’s welfare
 Handling leaves

Usually each and every organization provides ESI facility (Employee

State Insurance) main intention is to provide medical facility, case benefit, funeral
benefit, etc.

To get this benefit about 1.75% is the workers and 4.75% from marketing

Employees are sent outside the firm for training. Karnataka Employees
Association (KAS) will conduct program.

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 FLOW OF WORK
Marketing

Planning

Purchasing

Works

The process initially starts with the marketing department collecting orders from
customers and negotiating the prices with them to come up with an appropriate
order.

These orders are then passed on to the planning department who undertaken the
designing of the requirement. The planning department passes the raw materials
for the project.

These are then passed on to the works(production) who will undertake the process
of assembling of the pumps and at every step of assembling it is sent to the quality
assurance department for quality assurance.

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2) MARKETING DEPARTMENT
(Mr.S.R. Depak) Marketing manager (V.P)

Manager

Assistant manager Sales Assistant manager

For office Co-orinater for orders

Objectives
 To get prospective clients
 To satisfy the clients requirements
 To co-ordinate the customers and the concerned department
 Attend to customers complaints
 Attend to calls for inspection

Function
 Branch offices will collect offers from the clients
 Big officers are directly collected by the branch
 Fill data sheets
 Send the data sheets to the clients
 If there are any classifications they are sent beck by clients
 Get the orders from the clients
 Negotiable for discount, delivery and payment terms
 Purchase orders are collected by zonal office
 The DP is sent by zonal office

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  DP is passed to the planning department

3) SERVICE DEPARTMENT
Marketing department will also look after the servicing activities.

 Any complaints from the customers are sent to marketing department

 The marketing departments passes the information regarding the
complaints to its service section
 The detail of the orders and scope of servicing along with seal address
contact person name, phone number, fax number, etc are passed on the
concern people
 After the receipt of information they will visit the necessary equipment
 After the completion of the servicing the same will be provided only on
customers complaints
 Servicing will be provided only on customers complaints.

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 4) PLANNING DEPARTMENT

(Mr. Ashok.V.Sarvi) Marketing Planning

Assistant Manager

Supervisor Assembly Supervisor Dispatch

Objectives
To identify and the slips involved with on intension to supply materials in time to meet the
customers requirement.

Function
 Starts when they receive work orders(DP) from the marketing department (DP is
prepared according to the customers requirements)
 Study what has to be done for execution of works order according to the availabilities and
shortage of materials
 Look after the shop floor activities (assembly section)
 Get the required materials
 Follow up with processing department
 Day to day assembling work is done and requirements are procured from stock and
inventory department
 When pumps are assembed they are handled over to QAD for testing

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 After QAD approves it is mounted on the guard and sent back to QAD, for checking it
again according to the job card
 After inspection and clearance by the QAD it is sent dispatch section

Dispatch section also comes under planning department

Function
 Clean and paint the pumps
 Pack them in wooden box
 Sent them to QAD for final checking
 Put packing slip on the box

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 5) (Mr.R.I.Hulkoti) INVENTORY AND PURCHASE DEPARTMENT

Manager purchase Manager stores

Office purchase Officer stores

Assistant stores

Assistant Assistant
Purchase purchase

DEPARTMENTS POLICY
To get materials in time at minimum cost. It is service department to various departments. This
department provides raw materials. Inputs, spares of equipments, miscellaneous consumables
and whatever required.

This department does purchase then stores it. Keeps in proper manner issuse them and also they
note the consumption and based on this they make the budget.

Objectives
 Materials procurement
 Co-ordination with different suppliers
 Materials costing

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  Store and preserve the material till they are issued for use (maintaining optimum
inventory)

Function Of Purchase
When an order for a new product is placed, the purchase department floats an enquiry for raw
materials. After receiving their formation in negotiation and discounting. After checking the
material for quality the real order is place. And it is accept through a written agreement. Then an
assistant take either through courier or by personal visits or the delivery of the material.

Function of stores
 The main function of the store is to verify the quantity and quality of the materials
acquired segregate them accordingly and store them
 The department applies ABC analysis technique
 Under group a materials of high standard are placed and these materials are procured
according to the customer’s requirement and so stock is kept in the stores.
 Under group B materials of standard quality or the components which are the same for all
the pumps are classified. Since its required is know the stock of the materials is kept in
the stores.
 Under group C no value material like nuts and bolts are put and these are stored in bulk
quilities.

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WORKS (PRODUCTION) DEPARTMENT(MR.A.A.PATIL)

GM

Production manager

3 Senior engineers

2 Engineers

2 Clerks

Production cannot be viewed in vacuum. This section examines the responsibilities of purchase
department and its role within the enterprise. Strategic issue and relationship between production
departments and marketing and financial marketing are explored.

Earlier the production was undertaken in the form itself and they had machine, shops, but to have
cost efficiency it has given on contact bases.

OBJECTIVES
 To understand the customer’s requirements and produce, the pumps accordingly
 To study the various methods and scheme adopted by the marketing for production
marketing

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  To study modern technology to produce quality goods

FUNCTIONS
 The main function of the department is to supply the raw materials and drawings to local
SSI’S and get the work done by them
 Assembly and testing

SUPPLIERS OF RAW MATERIALS

1) Bar stock - Sketch brothers, Mumbai
2) Casting - India iron works, Belgaum malander alloy,
Shimoga BBS college Bangalore.
3)Bough out items - kalpana brothers, Mumbai
Purchasers
1) Tisco
2) Amass, Chennai
3) Riddhisiddhi,Gokul
4) Harihar polyfibers
5) Kerala mines and minerals limited
6) Ruchi Soy limited etc.,

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 7) QUALITY ASSURANCE DEPARTMENT (Mr.A.J.Desai) Director

Manager Quality Assurance

Assistant Manager Assistant Manager

(Process) (product)

Assistant Engineer Assistant Engineer

raw materials For processing Assembling Metrology testing

pattern

2 supervisors 3 supervisors 1 supervisors 1 supervisors 1 supervisors

This department plays a vital role in maintaining the quality of the product from 1 st stage to the
last stage and is in co-relation with all department.

OBJECTIVES
 Maintain the quality of product the organization
 Ensure the quality products are supplied to customers

POLICY GOAL
To produce the product as per the legist applicable standard by maintaining quality reliability to
the satisfaction of the customer.

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MOTTO
 Doing additional activity benefit to the firm
 Reduction and maintain the time
 Search for new methods for matchining activity
 Using latest technology
 Cost and quality effusiveness
 Reduction of machining stock of components

FUNCTIONS
 Assure the quality product as per customer requirement
 Check for guaranteed performance
 Defining the metallurgy of the pumps
STAGES IN TESTING OF PERFORMANCE
 Raw materials inspection after receiving the orders
 Machining process
 Dimensions to be met(inspection of machine components as per drawing)
 Assembling of the pumps
 Prepare pumps data sheet as per customers requirements
 Performance testing
 Review the testing and after the clearance form is signed, paint the pump
 Put the pumps in box
 Check if accessories are properly put in box
 Close the box
 Pumps data sheet
 Assembling

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  Testing
 Review
 Painting
 Put in box

HOLD POINTS OF QAD

 Raw material inspection
 Machine processing
 Inspection of dimension
 Assembly
 Preparation of data sheet
 Performance testing according to metrology
 Painting
 Dispatching

Function of metrology department

The metrology department undertaken the calibration of instrumentation as per their required
frequencies. The calibration is undertaken in house where, is instrumentation and technical
facilities are available and the master instruments are sent to government approved laboratories
for calibration.

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 8) ACCOUNTS AND FINANCE DEPARTMENT
(Mr.Manohar.N.Malavi) Accounts manager

3 Assistant

Money is the master of man, the finance department deals with this master is money. It is the key
unit in any business as it oils the wheels of business. Finance department is the backbone of the
company, which supports the company every aspect of buying and selling.

The financial scope of the firm is kept by the accounting system. It point out the problems faced
of likely to be faced by the firm. It also bring to its notice opportunities that are likely to arise.

The company carries credit transaction as well. A credit peroid of 60-90 days is given.

THEY MAINTAIN THE FOLLOWING BOOKS

 Cash book
 Purchase book
 Sales book
 General ladger
 Bank book etc.,
At the end of every financial year P and L accounts, trading balance and balance sheet are
prepared. Ascertain the profile earned or loss incurred by the company they also cover the areas
such as sales tax, excise tax and inirect taxes. The dept undertakes the proper allocation of funds
supplies by Mumbai head office.

OBJECTIVE

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Provide accurate and systematic information of financial activities. Maintain book of A/c’s
prepare financial statements of the company.

INVESTMENTS
Fixed asset : 94,00,00,000
Current asset : 62,00,00,000
Authorized capital : 100,00,00,000
Turnover : 9,00,00,000
Yearly sales : 8,00,00,000

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 CHAPTER 4

THEORETICAL PERCEPTIVE
About Project:
The need of the project arises from the existing Job Analysis programs which are very in
frequent & also not so standardized in terms of objectives, need of Job Analysis & scope of Job
Analysis. Because of the heavy production schedules & work loads the Job Analysis programs at
the staff level not regular. With these as the focus points the project started with the aim of
making the Job Analysis programs to function regularly with specific time gap & updating &
enhancing the people with latest trends & skills that will help them in the work as well as in the
organization in the due course of time.

The need for this project also arises from the point of Job Rotation, which the company does to
overcome with the problem of high attrition rate which was leading to heavy new recruitment in
with heavy costs. To avoid the cost incurring on new recruitment the job rotation was adopted &
also to make the people of the organization multi skilled employees

Introduction to HR
According to Leon C. Megginson, the term human resources can be understood as “the total
knowledge, skills, creative abilities, talents and aptitude of an organization’s work forces, as well
as the value attitude and beliefs of the individuals involved”. The term human resources can also
be explained in the sense that it is a resource like any natural resources. It does mean that the
management can get and use the skills, tapping and utilizing them again and again by developing
a positive attitude among employees. The aspect of ‘attitude’ among the human resources aspects

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gained along with globalization. Managing of these human resources deals with the above area &
provides an answer to the question referred above.

Meaning & Definition of HRM:

In simple sense, human resource management means employing people, developing their
resources & utilizing, maintaining & compensating their services in tune with job &
organization, individual & the society requirements with a view to the goals of the organization,
individual & the society.

Human Resources Management (HRM) can be defined as managing ( planning, organizing,

directing & controlling) the function of employing, developing & compensating human resources
resulting in the creation & development of human relation with a view to contribute
proportionately to the organizational, individual & social goals.

Features of Human Recourse Management:

Features of Human Recourse Management include:
 Human Recourse Management is concerned with employees with both as individuals &
as a group in attaining goals. It is also concerned with behavior, emotional & societal
aspects of personnel.
 It is concerned with the development of human resource with the development of human
resource i.e. knowledge, capability skills, potentialities & attaining & achieving
employee goals including job satisfaction.
 Human Recourse Management covers all levels ( low, middle & top) & categories
( unskilled, skilled, technical, professional electrical & managerial) of employees. It
covers both organized & unorganized employees.

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  It applies to all the types of organization in the world ( industry, trade services,
commerce, economic, social, religious, political & government department. ) Thus, it is
common in all types of organization.
 Human Recourse Management is a continuous & never ending process
 It aims at attaining the goals of organization, individual & society in an integrated
approach.
 Organization goals may include survival, growth & development in addition to
profitability, productivity, innovation, excellence etc.
 Individual employee goals consist of job satisfaction, job security, and high salary,
attractive fringe benefits, challenging work, pride status, recognition & opportunity for
development.
 Goals of the society include equal employment opportunity, protecting the disadvantaged
sections & physically handicapped, minimization of inequalities in the distribution of
income by minimizing was differentials, develops the society in general by organizing
developmental activities.
 Human Recourse Management is responsibility of all line managers & a function of staff
managers in an organization.
 It is concerned mostly with managing human resources at work.
 Human Recourse Management is the central sub – system of an organization & it
permeates all types of functional management, viz, production management, & marketing
management in order to attain predetermined goals.

Function of HRM
Function of HRM can be broadly classified into two categories, viz.
(i) Managerial Function
(ii) Operative Function
(i) Managerial Function
Managerial Function of personal management involve planning, organizing, directing &
controlling. All these functions influence the operative functions.

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Planning:
It is predetermined course of action. Planning pertains to formulating strategies of
personnel programmers & changes that will contribute to the organizational goals. In other
words, it involves forecasting of personnel needs, changing values, attitudes & behavior of
employees & their impact on the organization.
Organizing:
An organization is a means to an end. It is essential to carry out the determined course of
action. In other words of J.C.Massie, an organization is a “structure & a process by which a co
operative group of human beings allocates its task among its members, identifies relationship &
integrates its activities towards a common objective.” Complex relationship exit between the
specialized departments & the general departments as many top managers are seeking the advice
of the personnel manager. Thus, an organization establishes relationship among the employees so
that they can contribute to the attainment of company goals.
Directing:
The next logical function after completing planning & organizing is the execution of the
plan. The basic function of personnel management at any level is motivating, commanding,
leading & activating people. The willing & effective co – operation o employees for the
attainment of organizational goals is possible through proper direction. Tapping the maximum
potentialities of the is possible through motivation & command. Co – ordination deals with the
task of blending efforts in order to ensure successful attainment of an objective. The personnel
manager has to co – ordinate various managers at different levels a far as personnel functions are
concerned.

Controlling

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After planning, organizing & directing various activities of personnel management, the
performance is to be verified in order to know that the personnel functions are performed in
conformity with the plans & directions of an organization. Auditing training programmers,
analyzing interviews are means for controlling the personnel management function & making it
effective.

(ii)Operative Function:
The Operative Function of human resource management ate related to specific activities of
personnel management viz., employment, development, compensating & relations. All these are
interacted with the managerial functions.

Employment:
It is the first operative function of human resource management (HRM) . Employment is
concerned with securing & employing the people possessing the required kind & level of human
resource necessary to achieve the organizational objectives. It covers the functions such as :
 Job analysis
 Human resource planning
 Recruitment
 Selection
 Placement
 Induction
 Internal Mobility
Human Recourse Development
It is process of improvising, molding & changing the skills, knowledge, creative ability, aptitude,
values, commitment etc., Based on present & future job & organizational requirements. This
functional include:
 Performance Appraisal
 Training & Development
 Management & Development

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  Carrier Planning & Development
 Job Analysis
 Internal Mobility
 Transfer

Compensating:
It is the process of providing adequate, equitable & fair remuneration to the employees. It
includes:
 Job evaluation
 Wage & salary administration
 Incentives
 Bonus
 Fringe Benefits
 Social security measures

Human relations
Practicing various human resource policies & programmers like the employment,
development and compensation and interaction among employees create a sense of relationship
between the individual worker and management, among workers and trade unions and the
management.
Industrial Relation:
Industrial relations refer to the study of relations among employers, employees, government and
the trade unions. It also deals in managing the HR most effectively and efficiently.

Job Analysis Programs

 Employee Observation
 Desk audit

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  Group and Individual interviews
 Work activities
 Performance standard
 Communication skill
 Knowledge about machine, tools and equipment
 Human behaviors and Human requirements

The Job Analysis is done for the employees at all levels and also for the employers.
Department wise the job analysis is programmer encouraged. According to the findings of the
job analysis programs, the results are interpreted. The proper worker is made to occupy the
proper job. The modifications needed to fit the correct job to the connect worker are done.
Totally the company does all its effort to get more performance output from the employees.

Introduction to Topic of Major Concurrent Project

Jobs are the basic components of the organization’s structure and are the means by which it
achieves its objectives. It follows, therefore, that for any organization to be successful it must
give a grate deal of care and attention to the way in which jobs are designed. A good person-job
fit, which is generally recognized as essential for motivated and high-performance staff, can only
be achieved if there is sufficient clarity about the job in question.

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 JOB ANALYSIS INFORMATION AND FACTS

Job Analysis
Information and Facts

Job Description Job Specification

Job Identification: Job Title, location, Job Code, etc Education

Job Summary: Brief job contents, responsibility, etc. Experience

Relation to other jobs: superior, sub ordinates, etc. Training

Supervision, location in the hierarchy. Judgment

Machine tools and equipments used. Initiative

Material and form used Physical Skills

Responsibilities

Communicational skills

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THE PROCESS OF JOB ANALYSIS

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Collection of Selection of Collection of Benefit of
Background Representative Job Job
Information Jobs Information Analysis

Organizational
Job Job Employee
Class of Jobs Description Specification Specification

Existing of
Job description Techniques for
Obtaining Data

Interview
Direct Observation
Maintenance of past records
Questionnaire
Critical Incident Techniques

Organization and HR Planning

Selection, Induction, training

Performance Appresal
Job Evaluation
Wages and Salary Administation
Internal Mobility
Discipline
Health and Safety
Industrial Relation

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Meaning of Job analysis
Job analysis is a process used to determine and describe the content of jobs in such a way
that a clear understanding of what the job is about is communicated to anyone who might require
the information for management purpose
Job analysis is the process of identifying and determining particular job duties and
requirements and the relative importance of these duties for a given job.

Important of Job Analysis

The Job; not the person An important concept of Job Analysis is that the analysis is conducted
of the Job, not the person. While Job Analysis data may be collected from incumbents through
interviews or questionnaires, the product of the analysis is a description or specifications of the
job, not a description of the person.

Need for Job Analysis

 Human resources planning

 Selection

 Job evaluation

 Performance management

 Organization review and restoring

 Employees’ rights

Objective of Job Analysis

 Establish and document the job relatedness of employment procedures

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  Produce a basic job description of the job to facilitate the selection of appropriate
personnel

 Determine training needs

 From work groups and teams

 Determine the compensation

 Evaluate performance

 Improve the quality and productivity

Purpose of Job Analysis

The purpose of Job Analysis is to establish and document the 'job relatedness' of employment
procedures such as training, selection, compensation, and performance appraisal.

Job Analysis can be used in training/"needs assessment" to identify or develop:

 training content
 assessment tests to measure effectiveness of training
 equipment to be used in delivering the training
 Methods of training (i.e., small group, computer-based, video, classroom...)

Selection Procedure

Job Analysis can be used in selection procedures to identify or develop:

 job duties that should be included in advertisements of vacant positions;

 appropriate salary level for the position to help determine what salary should be offered to
a candidate;
 minimum requirements (education and/or experience) for screening applicants;

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  interview questions;
 selection tests/instruments (e.g., written tests; oral tests; job simulations);
 applicant appraisal/evaluation forms;
 orientation materials for applicants/new hires

Performance Review

Job Analysis can be used in performance review to identify or develop:

 goals and objectives

 performance standards
 evaluation criteria
 length of probationary periods
 duties to be evaluated

Methods of Job Analysis

Several methods exist that may be used individually or in combination. These include:

 review of job classification systems

 incumbent interviews
 supervisor interviews
 expert panels
 structured questionnaires
 task inventories
 open-ended questionnaires
 observation
 incumbent work logs

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 CHAPTER 5
RESEARCH METHODOLOGY
Methodology
Size of the sampling:
Sampling frame: Hubli
Sampling design: Geographical

Data collection method

It generally considered under two heads
Primary Data
Primary data is collected through Journals, Text books, Company Records, Manuals, Broachers,
etc., has been referred to collect the data
Secondary data
Secondary data is collected through personal interaction with employee and questionnaire

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 CHAPTER 6.
DATA ANALYSIS AND INTERPRETATIONS USING
VARIOUS CHARTS AND GRAPHS

Findings and Analysis (EMPLOYEES)

1) Job Title

Options No. of Respondents

Top Management 02
Middle Management 31
Low Level Management 45
Others 22

No. of Respondents
50
40
30
20
10
0
t t rs
en en he
em em O t
ag ag
an an
t eM lM
en dl eve
m id L
e M w
ag Lo
an
M
p
To

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Analysis:
The no. of workers involved in lower level of management are more than middle
level. Indicates the tapering of the workers & the work done at different levels.

2) Education Required for Your Job

Options No. of Respondents

SSLC / PUC 35
Degree 38
Post Graduate 17
Non- Specific 10

No. of Respondents
No. of Respondents
40 38
35
35
30
25
20 17
15
10
10
5
0
SSLC / PUC Degree Post Graduate Non- Specific

Analysis:

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The education required to perform the job tells about the type of work they are
required for. The higher levels of education are required for top management &
relatively lower level for middle & lower level of management.

3) Experience Required for Your Job

Options No. of Respond ants

< 1 years 22
1-3 years 24
3-5 years 26
> 5 years 28

No. of Respond ants

< 1 years 1-3 years 3-5 years > 5 years
28% 22%

24%
26%

Analysis:

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The experience required for the job indicates the responsibility & the type of
work the workers hare to do. For higher level of management more experience
is required.

4) Training required after hiring in your job

Options No. of Respondents

Yes 76
No 24

No. of Respondents
24 Yes No

76

Analysis:
Training is required after hiring the job for the people to perform responsible /
risky works. As more number of workers need training means more are
involved in baseline activities

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 5) How & where do you get the information about performing the job?

Options No. of Respondents

Written material 6
By supervisor 4
Visual differentiation 90

90
80
70
60
50
Options
40 No. of Respondents

30
20
10
0
1 2 3

Analysis:
The mode of getting information about job is an important factor to perform
the job as correct mode of getting information decides the good output and

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performance by supervision means they are supervised by the seniors and the
performance will be good.

6) What reasoning, decision making, planning & information processing

activity are used in performing your job?

Options No. of Respondents

Decision making 24
Coding / decoding 02
Processing information 68
No such activities 06

No. of Respondents
Decision making Coding / decoding
Processing information No such activities

6
24

68

Analysis:
Analyzing information processing activity done by the worker is an important
factor in job analysis. There are various method of information processing.
About 60% are involved in division making activities.

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 7) Interactions involved with other people in your job

Contacts Occasional Periodic Frequent

With supervisor 12 16 28
Contact with 16 06 26
public /
customers
With 54 14 16
subordinates
Others 18 02 02

60
50
40
30
20
10
Occasional
0 Periodic
r s s rs
iso er te he
Frequent
rv m ina t
pe sto r d O
su
/ cu bo
ith lic su
W b ith
pu W
th
t wi
ac
o nt
C

Analysis:
Maximum numbers of respondents have got frequent contacts with their
supervisor. It reflects the constant supervision of the work. Such supervision
increases the Performance. Contacts with public customers is also good and it

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effects on customer satisfaction. Interpersonal contacts in one company with
subordinates makes the working environment friendly.

8) Personnel requirements for your job

Options No. of Respondents

Specific skills 56
Specific education & 38
training
Specific physical 04
characteristics
Non – complicated work 02

No. of Respondents
No. of Respondents
56
38

4 2
ls g cs rk
skil in
in
isti wo
c tr a r d
cifi & cte te
Sp
e n ara lica
tio lc
h p
u ca ica com
ed ys n
–
ifi
c
c ph No
pec cifi
S e
Sp

Analysis:
The specific requirements which are needed to perform a job decides the
quality & the output of the performance. About 90% of respondents required

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specific education / charaterisble to perform the job. This shows the quality of
work they do.

14) Physical requirements for your job

Options No of Respondents
High temperature 07
Radiation 09
Machinery work 28
Non – complicated work 56

No of Respondents
60
50
40
30
20
10 No of Respondents
0
e on k rk
ur ati or wo
r at d i y w
d
pe Ra er te
tem hin lica
gh ac m
p
Hi M
– co
n
No

Analysis:
The working condition of worker should be analyzed properly. The risky
working conditions should be handles carefully. About 50% of workers work

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under potential physical condition where a small negligence can lead to server
consequences.

15) Unusual sensory demands required in your job

Options No. of Respondents

Vision 32
Smell 04
Hearing 12
No such demands 52

No. of Respondents
60

50

40
No. of Respondents
30

20

10

0
Vision Smell Hearing No such demands

Analysis:

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Unusual sensory demands are required to form risky / unsafe jobs. If indicates
they are performing responsible / sensible work.

16) Physical efforts required for your job

Options No. of Respondents

Heavy 24
Moderate 30
Mild 46

No. of Respondents
Heavy Moderate Mild

24%

46%

30%

Analysis:
The physical activity a worker performs should be managed properly. Over
exhausting work. Can lead to health hazards & occupational accidents. Heavy

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physical activity is done by baseline workers & mild is done by relatively higher
level of management.

17) Mental skills/ activities performed to perform

Options Respond ants

Heavy 10
Moderate 24
Mild 66

Respond ants

70
60
50
Respond ants
40
30
20
10
0
Heavy Moderate Mild

Analysis:
Heavy Mental activity is required for top level management where they have to
manage all the performance activities of the company.

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18) Responsibility given to you for your job

Options No. of Respondents

Equipment / process 08
Material / product 28
Safety of others 02
Work of others 56

No. of Respondents
Equipment / process

9% Material / product

30% Safety of others

60%
Work of others

2%

Analysis:
The responsibility given to the worker indicates the type of work he is doing.
About 60% of workers are given responsibility of materials / equipments,
suggests they are doing baseline production activities. About 10% are doing
supervising activities.

19) Your working condition is

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 Options No. of Respondents
Safe 72
Stress 10
Risky 18

No. of Respondents

18%

Safe Stress
10%

Risky

72%

Analysis:
Safety of working condition is necessary to perform the job under healthy
conditions & it also speaks about the quality of working conditions the
company is providing 50% of workers work under safe conditions & others
work under stressful/ risky conditions.

20) Occupational disease in your working conditions

Options No of Respond ants

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 Common 52
Rare 48

No of Respond ants

Common
48
52
Rare

Analysis:
Occupational disease should be presented as much as possible & they should
be treated in proper manner.

21) Co – ordination of other organizational unit & personnel in your job

Options Respond ants

Adequate 62
Inadequate 16
Nil 22

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 Respond ants

22% Adequate

Inadequate
16% 62%
Nil

Analysis: Co- ordination of other organizational units / personnel is

important factor in the job. If speaks about the harmony of workers in working
environment. About 50% workers in this company have got good.

22) Promotional changes & channels

Options No. of Respondents

Adequate 72
Inadequate / occasional 14
Nil 14

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 No. of Respondents
80
70
60
50
No. of Respondents
40
30
20
10
0
Adequate Inadequate / occasional Nil

Analysis:
Promotional chances make workers to work in more involvement in the job.
They speak about the growth in the company hierarchy. About 75% of workers
have got adequate promotional chances.

23) Do you feel that you are involved in management team ?

Options No. of Respondents

Yes / always 52
No 32
Sometimes 14

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 No. of Respondents

14%

Yes / always No

53%
33%
Sometimes

Analysis: The workers should be involved in decision making processes. All the
levels of workers should feel that they are involved in management team. About
50% of the worker feels they are involved in management.

24) Are you satisfied with the job given to you ?

Options No. of Respondents

Yes / always 92
No 02
Sometimes 06

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 No. of Respondents

2 6
Yes / always No

Sometimes

92

Analysis:
Satisfaction in work increases the performance. Workers work happily if they
are satisfied. About 90% are satisfied in doing their work in this company
means the company provides them good working conditions.

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 CHAPTER 7
FINDINGS
 From the graph its clear that, out of 100 respondents 45 are involved in
lower level management 31 are involved in middle level management and
only 2 members are involved in top level management.
 The graph shows that, out of 100 samples taken 38 workers are based
on degree, education, 17 are based on post-graduate, 35 are based on
SSLC / PUC and 10 are based on non-specific qualification.
 Out of jobs surveyed experience is required the specific job
 Out of 100 jobs 76 jobs require training after hiring to perform in the
job.
 Out of 100 respondents maximum number of respondents have contacts
with their subordinates
 There is no such kind of unusual sensory demand
 out of 100 respondents are involved in coding and coding the
information, 24 respondents are involved in decision making activity.
And 28 respondents are not involved in any of information processing
activity
 Out of 100 respondents above 90% employees are satisfied with their job

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 CHAPTER 8
EXPECTED CONTRIBUTION FROM THE STUDY
These are few of the tentative recommendation for the findings which have
been identified.

1) Every company has its own obligation in terms of services to its

customers. They believe in quality work & rendering the quality services to its
customers. But when quality is the objective making the people qualities is also
a responsibility of company. These responsibilities can be performed by making
the continuous efforts towards quality by impairing the necessary inputs
through Job Analysis programs.

2) Company should also decide on the frequency of the Job Analysis

programs that they feel feasible. The activities of SME are not seasonal they are
functioning throughout the year. Job Analysis programs should not be given
only on the basis of need but also make it functions regularly. Hence the
company needs to plan on the frequency of Job Analysis programs.

3) The Job Analysis program should also serve the objectivity of it like
whether it is job oriented or skill enhancement or performance improvement. It
has to define the objectives of the Job Analysis programs every time when they
go for Job Analysis. This will also help the employee to understand the need as
well as objectives & can comfortably focus on the Job Analysis aspects.

4) The working conditions of the workers who are working at high physical
effort demanding areas and leading risky / unsafe work should be ensured
safety. The company has managed such facility effectively.

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 5) Place of the Job Analysis program is also an important matter which the
company has to take into consideration. Because they feel the far distance of the
place of the job analysis make place their work also hamper & burden their
work So the company has to try & conduct few of such job analysis programs
within the premises.

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Conclusion

 Working in Akay industries was learning experience for me. The project
allotted to me by the company was challenging as it was very much
implementation oriented and I had to struggle a lot for things to be done
in the company. Especially for my survey, staff used to be very busy in
their work when I use to go to them. It took a long time for me to complete
the survey
 The one satisfaction what I had with my project was that it gave me a
good foundation for formulating the Job Analysis programs for company
and also helped me to get in depth knowledge about it.

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