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INTRODUCTION
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1.1 . INTRODUCTION
The project deals with the study on “JOB DESCRIPTION AT ETA STAR PROPERTY
DEVELOPERS LIMITED”, CHENNAI. The study takes deals with identifying the correct and
The job descriptions may not serve their actual purpose if they are not well formed,
organized and up-to-date. The other purposes of job descriptions are they help in evaluating the
performance of the employee, making the employees commit themselves to the assigned duties
The roles and responsibilities are key determinant factor in estimating the level of
experience, education, skill, etc required for the job. It also helps in benchmarking the
performance standards. Typically, it also includes to whom the position reports, specifications
such as the qualifications needed by the person in the job, salary range for the position, etc.
These job descriptions catch the main attention from the applicants of the job, since its
throws out the insights on the internal working conditions of the employee. There are two main
types of job descriptions, the generic or general and the specific or individual. In this study
For this purpose of study, the different kind of research is used. Descriptive research is
used here.
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1.1 Objective
To analyse the jobs in the HR and MARKETING department of ETA star property
builders.
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1.2 Scope and Significance of the Study
1.2.1 Scope
This is useful in terms of describing how the job fits into the College as a whole and/or
the department; how the job fits into processes. The HR sample does this by indicating that the
department is organized into operating and research sections and describing how the particular
job fits into that organizational structure. Or it could be as simple as indicating that this is one of
only two accountants for the College with this position handling all of the grant related activities.
1.2.2 Significance
Job descriptions aid in the hiring process by defining the specific criteria needed to
effectively fill a position. Not only do they assure the proper criteria are being considered, but
They provide the necessary criteria on which to structure the interview itself and assure all
applicants of being evaluated fairly and equally. They may also provide legal protection to the
property and interviewer alike by defining the specific skills required by an applicant to qualify
for the job. It is the responsibility of the general manager and sales director to develop job
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1.3 Company Profile
ETA Star Property is developing over 30 millions of square feet premium property in
countries across the Middle East and South-East Asia, including UAE, India, Sri Lanka, Pakistan
and Turkey. That translates into thousands of beautiful homes and living communities, as well
as, world-class business and commercial beautiful homes into living communities, as well as,
world-class business and commercial developments across the globe-all superb investment
All ETA star Property projects have unique design features, high quality finish, world-
class amenities and the backing of the multi-billion dollar ETA ASCON Group. A rare promise
to keep in today’s swarming real estate market, every ETA Star Property is on schedule and
ETA Star Property introduces revolutionary and innovative investment opportunities for their
customers with unique partnerships with leading financial institutions across the world.
With the robust backing of the ETA ASCON and Star group, ETA Star Property has the
construction and property management. Each division boasts of seasoned professionals and
apart from an experienced team of in-house architects, ETA Star Property also works with
renowned architects and building specialists bringing the best of technology to developing
properties.
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ETA Star Property group is the joint venture of the Al-Guairá’s and Amana investment
limited, Hong Kong has been an active participant in construction of the city-the ETA Star
Property group is a giant institution that spells trust to millions of customers, in numerous
countries in all the corners of the world. The ETA Star group over 35,000 employees in offices
Arab Emirates. It is a joint-venture between Al Ghurair and Tamil Muslim entrepreneurs B.S.
ETA group of companies would like to create a work system that fosters professionalism,
transparency, clarity, productivity, self-discipline and respect for individuals we trust the
1.3.2.1Vision
“Quality is our single-minded pursuit in the application of new technologies. In our wide
1.3.2.2 Mission
Our mission is to help our clients create new efficiencies by levering the power of
information technology to increase revenues, reduce costs, outflank competitors and dramatically
improve customer, supplier and employee interactions.
1.3.2.3 Values
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We are committed to observe ETA group of companies value of respect. Teamwork,
innovation, customer service and getting results in every aspect of business that we undertake.
We are the ambassadors of the company to all our customers and we expect our employees, not
just to comply with the law, but also to conduct themselves in the manner that upholds our
1.3.2.4 Quality
ETA group of companies has set the prime objective, as achieving customer satisfaction,
through establishing and implementing quality control processes in operations to achieve goals in
quality, cost, delivery and quality and morale. The items in quality include totally eliminating
defects, failures complaints and enhancing customers and employee skills satisfaction.
The items regarding cost include improving productivity, price strategies and general
finances like sales revenue and market share. Delivery includes the job completion on time.
Morale includes satisfaction of stakeholders and employee skills and training.
1.3.4 Technology
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ETA Star group actively implements new technologies for brand building and business
expansion. ETA Star group's official website is informative and gives detailed information on the
group. Star Auto is automobile selling portal of ETA Star Group. The Internet Marketing plan of
Star Auto was implemented by CGS InfoTech Ltd Star Auto provides online information,
Established in 1973, the company employs more than 51,000 people in 23 countries and
has an annual sale of more than US$4 billion. The ETA Star Group organization encompasses
140 entities and associate offices, with involvement in a number of industries including
1.3.6 Services
At ETA Star Property, we aim to provide our clients with a host of value-added property
Our trained customer service personnel are dedicated to make your property purchase a pleasant
and memorable experience. We strive to exceed your expectations through our commitment to
ETA Star Properties, Chennai will soon deliver the Block 4 of Techno park to HCL this
November in Chennai. The construction of the towers is in full swing. The project is envisages
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into two phases, Phase 1 and Phase 2. Phase one comprises of two building blocks – 1 & 4.Block
one is handed over to HCL and block 4 is getting ready for delivery in November.
The technical support for the project is being provided by ESKAY Designs, a group with
local presence and global standards. ESKAY has been responsible for changing the Chennai
skyline for its clients from IT industry. The project is located in the IT corridor with the six lane
express highway being constructed as a part of the existing infrastructure, commuting would
Mr.Ahmed Shakir, Director stated “Techno Park would be on par with the international
standards using state of art technology and would be a landmark amongst IT structures in the city
of Chennai. State of art services which are being offered comprise of a Totally Integrated
Building Management System, Energy Efficient Chillers, Complete Recovery of Grey Water,
etc.”
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1.4 Literature review
Job Analysis refers to various methodologies for analyzing the requirements of a job.
Job analysis is the process of describing and recording aspects of jobs and specifying the skills
requirements, responsibilities, evaluation, etc. It helps in finding out required level of education,
skills, knowledge, training, etc for the job position. It also depicts the job worth i.e. measurable
effectiveness of the job and contribution of job to the organization. Thus, it effectively
1.4.1.1 Purpose
The main purpose of conducting job analysis is to prepare job description and job
specification which in turn helps to hire the right quality of workforce into the organization. It
helps to understand the qualities needed by employees, defined through behavioral descriptors, to
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Job analysis helps in analyzing the resources and establishing the strategies to accomplish
the business goals and strategic objectives. It forms the basis for demand-supply analysis,
appraisal.
doing Internet research and viewing sample job descriptions online or offline highlighting
similar jobs,
analyzing the work duties, tasks, and responsibilities that need to be accomplished by the
researching and sharing with other companies that have similar jobs, and
Articulation of the most important outcomes or contributions needed from the position.
1.4.1.3 Methods
There are several ways to conduct a job analysis, including: interviews with incumbents
and supervisors, questionnaires (structured, open-ended, or both), observation, critical incident
investigations, and gathering background information such as duty statements or classification
specifications. In job analysis conducted by HR professionals, it is common to use more than one
of these methods.
Job analysis is a systematic procedure to analyze the requirements for the job role and job
profile. Job analysis can be further categorized into following sub components.
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1.4.2 Job Description
Job description refers the requirements an organization looks for a particular job position.
It states the key skill requirements, the level of experience needed, level of education required,
etc. It also describes the roles and responsibilities attached with the job position. The roles and
responsibilities are key determinant factor in estimating the level of experience, education, skill,
etc required for the job. It also helps in benchmarking the performance standards.
When there is an opening for a particular job position, there will be many applicants
competing with each other for applying for the position. Then there has to be certain kind of
selection criterion to judge people on the criterion and select the apt person for the position who
can perform preferably well than others. That is where the Job Specifications help the employer
choose the best employee among the various applicants. Job Specifications are the employer’s
qualities and other personal characteristics in the process of recruitment to select the employees.
These specifications differ with each company and also with each job position.
Skills: Needed attributes for performing the job efficiently. They can be both technical and
Education: The minimum educational qualifications and other trainings, certifications that is
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The writing of job specification needs very deep analysis before charting out the
particular specifics of a job. The job specification for a particular job position has to be decided
based upon analysis and consultation with all related employees, supervisors and management.
In addition to it, the job specifications need to be briefly defined and must be in simple terms, so
that there presents no confusion among the applicants. Thus, the job specifications will help
Therefore, job analysis forms an integral part in the formulation of compensation strategy
intervals. Job analysis can be used for setting up the compensation packages, for reviewing
employees’ performance with the standard level of performance, determining the training needs
1. Job descriptions are written statements that describe the duties, responsibilities, most
position. Typically, it also includes to whom the position reports, specifications such as the
qualification needed by the person in the job, salary range for the position, etc. A job description
is usually developed by conducting a job analysis, which includes examining the tasks and
sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge
and skills needed by the job. Note that a role is the set of responsibilities or expected results
associated with a job. A job usually includes several roles. The job description might be
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broadened to form a person specification. An alternate terminology used under the UN system is
3. Job description can be defined as the clear, concisely and clearly communicating
statements from a company to its applicants for any openings for a job position.
The job description states the nature of work, tasks to be done, skills expected,
responsibilities and duties to be fulfilled, educational eligibility, qualifications needed and other
specifications related with the applying for the position of the job. These job descriptions catch
the main attention from the applicants of the job, since its throws out the insights on the internal
working conditions of the employee. So, these job descriptions must be specified clearly in an
There are two main types of job descriptions, the generic or general and the specific or
individual. Generic job descriptions are written in broadly stated general terms without
use generic job descriptions for the same level within an organisation. For particular positions an
the person performing the job , they are usually quite detailed and comprehensive.
Even though, some of the applicants may not be selected to the position, they have the
chance and opportunity to develop themselves in the technical and personal areas, where they
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The other details that a good job description must elaborately cover are details of the
working environment and the work timings, salary and compensation details, its employees and
brief information about the company and its management and its established mission, objectives
and goals.
1.4.4.1 Purpose
make the screening process as direct and focused as possible. The purpose of job description is to
identify the correct and the best candidates from among all the applicants. The job descriptions
may not serve their actual purpose if they are not well formed, organized and up-to-date. The
other purposes of job descriptions are they help in evaluating the performance of the employee,
making the employees commit themselves to the assigned duties and improve their skills.
responsibilities/roles
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analyzing work flows and methods
mentoring
industrial relations
job restructuring
preparing and analyzing job descriptions help assure jobs are well designed and that all
Ray and Hawthorne state 'an accurate and detailed job description is an increasingly
crucial component of the effective use of valuable human resources in libraries and other
effectively communicate a great deal of information about a job, especially between the manager
and employee 'When employees have a road map to success they often perform much better -
and that translates into continued business growth for you and your firm'. Information may
include reporting relationships; skill requirements; major responsibilities; where the job fits into
the organization and what is required of the position. This information is presented in a
completely objective and impersonal way which allows the job description to be used in relation
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to many human resource functions such as recruitment, induction, training and performance
management.
Well written job descriptions also provide information to prospective employees about
organizational expectations of a particular job. This aids in retaining staff as the more a
prospective employee knows about the culture of an organization and what is expected of them,
the quicker they will settle into the organisation. Unclear job descriptions, which do not describe
organizational information and expectations, may mislead a new employee. 'A major barrier to
the formation of organizational commitment is a large gap between what people expect and what
Job descriptions have the potential to be used for a number of human resource functions.
The main purposes reported in the literature include the following. Again the emphasis is on well
Selection and recruitment: Job descriptions may be used to advertise jobs, screen
applicants, develop questions for the job interview and identify essential and desirable criteria.
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Induction and orientation: Job descriptions provide a good introduction and overview of
the job which enables the employee to understand what the organization expects of them.
Understanding the employee's role in the organization: Job descriptions allow the
employee to see where they fit into the big picture of the organization, and how their job
contributes to the organization. They may also reflect organizational goals and objectives.
requirements for a new employee. If they are included in a performance management system
they may be used as an aid in identifying training to improve performance or additional training
performance management system and are used in conducting performance reviews or job
evaluations. They may also be used to develop performance measures. However, it is important
to note that job descriptions are only one component of an effective performance management
system. Such a system includes other processes and documentation. For example, an
organization may have induction policies and program, identified roles and responsibilities of
various levels of staff, a rewards and recognition program and performance appraisal system.
Career development: A study of job descriptions can help employees determine what
qualifications, experience and skills are needed to apply for different positions within the
organization. This information can then be used in career planning or development.
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The content of the job description varies widely from organisation to organisation and the
purpose of the job description will influence what is included. The following list outlines the
most commonly referred to components of a job description (apart from the job title, identifying
code, grade/level, department, name of company, physical location, job status, date and name of
Job function or purpose which explains the general purpose of the job and why it exists.
Duties or tasks includes a precise specific list of what the employee does and is expected
to do.
Organizational relationships outline how the job fits into the organization and the
Working environment identifies the physical and social contexts in which the job is
Personal contacts refer to the people the employee will interact with while performing the
job.
Reporting relationships include whom the employee reports to and what supervision the
employee exercises.
Authority identifies what decisions the employee can make and resources they can
commit.
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Performance standards identify specific standards which can be used to determine
whether the job is being performed satisfactorily. Other titles used include outcomes,
Skills including competencies, knowledge and abilities required to perform the job.
Education or qualifications refers to qualifications needed for the job. This may also
Experience refers to the type and nature of experience needed to perform the job.
managers expectations
career mobility
time percentages
Position Title
Essential Functions
Minimum qualifications
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1.5 Research methodology
Descriptive research, also known as statistical research, describes data and characteristics
about the population or phenomenon being studied. Descriptive research answers the questions
Data observed or collected directly from first-hand experience. The popular ways to
collect primary data consist of surveys, interviews and focus groups, which shows that direct
relationship between potential customers and the companies. Primary data is more
Published data and the data collected in the past or other parties is called secondary data.
In secondary data, information relates to a past period. Hence, it lacks aptness and therefore, it
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has unsatisfactory value. Secondary data is obtained from some other organization than the one
instantaneously interested with current research project. Secondary data was collected and
CHAPTER-2
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ANALYSIS
AND
INTERPRETATION
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2.1 Job Title: General Manager of HR Department
• Strategic planning
• Organization development
• Policy formulation
• Recruitment / selection
• Employee welfare
• Performance management
• Employee recognition
• Succession planning
• Career development
• Industrial relations
• General administration
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• General Managers work in comfortable atmosphere in tandem with the various
• They have to frequently travel abroad and meet with the managers of other divisions and
business units.
• The general managers also direct people to various goals and targets.
• Keeping a record and check of firm's growth is also done by the general managers.
• Oversee the evaluation, classification and rating of occupations and job positions.
industry trends.
Develop and/or administer special projects in areas such as pay equity, savings bond programs,
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2.2.1 Essential Functions
• Coordinating for seating arrangements for the new joiner's and new Telephone lines for
the staff.
• Co-ordinate with weekly / monthly reviews and Follow-ups on action items.
• To provide required information to the GM (HR) on Day to Day Basis & Aligning
activities
• General Administration
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2.2.2 Non-Essential Functions
Maintain and update personnel records for staff (paper and electronic)
Arranging meetings
Appraisal management
Salary Administration functions of 4 establishments (ETA Star Property, ETA Tech city, ETA
Techno Park, ETA Properties & Investments)
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• Enforcing the provisions of Tamil Nadu Shop and Establishment Act
• Employees’ Provident Funds (EPF), Employees State Insurance (ESI), Payment of Gratuity
Act.
• Implementing the provisions of Tamil Nadu Labour Welfare Fund Act (for all 4
concerns)
• Training juniors
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Handling gamut of tasks like business development, branch development, land dealing,
admin, branch sales and receivables after sales service and quality issues
• Responsible for detailed and accurate pre launch analysis covering competition
indicators.
• Identifying the land for the future development and preparing the detail report of the
• Created the Book of Rules and Regulations for Jasmine Court Association / Facility
Management.
• Visiting site periodically and monitoring the progress of construction at site and
• Coordination with various Housing Finance Institutes and Banks for Customer Housing
Loan Disbursals
process for SITARA and coordinated between verticals so that to receive the payments
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• Maintained the customer file – both soft copy and physical file and updating all
customer correspondence
• Coordination between verticals for alteration and payments so that to ensure customer
satisfaction
• Ensured targets fixed by HOD on Sales are being met within the stipulated time
• Mapping client’s requirements and ensuring rendering of effective solutions in line with
• Recommended additional facilities at the site and got approval from the management,
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2.4.2 Non-Essential Functions
• Budget analysis on various marketing activities and to plan for future events to generate
leads.
• Have a check on the activity indicator to see how we are doing in terms of
organizational goals.
• Assisting and guiding the sales team for converting a lead & Sit through sale closing
• Constant monitoring of the marketing strategy of the project chosen, specifying the
• Analyzing the summary of required investments (in people, programme and marketing
techniques)
relationship management
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• Reporting to the management on a constant basis regarding marketing effectiveness of
• To speak to Heads IT institutions and other professional institutions, Hospitals, etc., and
• Suggesting improvement ways for building the brand image of the company.
• To take part in discussion of the product mix, architectural meeting and other relevant
• Managing day to day business affairs of the Company, placing emphasis in the core
mandate of the Company, its marketing strategy, gaining maximum exposure among its
target audience.
• In principle, responsible for marketing and sales of the company especially reversing
project, placing the product in a right way, preparation of brochure and media planning.
• Implement modern and practical methods of dealing with investors, banks, agencies and
• Prepare quality proposals & present it to the management for review and approval.
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• Set performance & quality standard to the marketing and sales department and monitor
Every effort are being put up to achieve the monthly target of the sales team.
• Review Sales Performance of the team and initiating necessary actions, if required
• Checking & Approval of Booking Forms / Cash Flow Chart and other Annexure
place)
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CHAPTER-3
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SUMMARY
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3.1. Findings
Generally, a graduate level degree in labour laws, social sciences, human resources and
industrial laws is considered for entry level jobs in human resource management.
Competency mapping
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Should have knowledge in all the happenings of the company’s in and out.
Should be able to conduct and judge the candidates through various psychological tests.
Should update himself daily with all the happenings of the company, Competitors
performance etc.
Should be able to monitor the employee’s performance and should reward them
accordingly.
• Knowledge of HR disciplines.
Management skills.
Ambitious
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Excellent command of English language in both oral and writing.
• Graduates.
3.3.2 Skills
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• Should be able to train juniors.
• Should know all the legal acts that are used by the company.
• Graduates.
3.4.2 Skills
Ability to travel long distances and to cover large area for getting contracts.
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Excellent social skills.
3.3 Suggestions
The above mentioned findings can be implemented in the company to improve the company in
responsibilities/roles
mentoring
industrial relations
job restructuring
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determining what kinds of assignments are given to employees
3.3 Conclusion
Thus the primary objective of this study, to analyze the jobs in HR and Marketing
department of ETA star property builders is achieved and the secondary objective of the study, to
study the duties and responsibilities of the jobs in the HR department and executives in
marketing department is done. The requirements of the above mentioned jobs are framed.
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References:
Websites:
www.citeHR.com
www.entrepreneur.com
www.samplejobdescriptions.org
www.about.com
www.buzzle.com
www.humanresourcesjobdescriptions.org
www.answers.com
www.alia.org
www.etastar.com
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www.wikipedia.com
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