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MARKET SURVEY REPORT ON

A STUDY OF JOB ANALYSIS WITH SPECIAL REFERENCE TO DENA BANK AT MORADABAD


Submitted To:

COLLEGE OF MANAGEMENT AND COMPUTER APPLICATION, MORADABAD In Partial Fulfillment of the Requirement of the Degree of Bachelor of Business Administration (BBA) SESSION: 2009-2012 Department of Management TEERTHANKER MAHAVEER UNIVERSITY DELHI ROAD, MORADABAD
Project Guide:

Ms. Shikha Dixit

Project Incharge:

Mr. Abhinav Srivastava &


Mr. Avinash Raj Kumar (Course Co-ordinator, B.B.A.)
Submitted By:

Wizra Khan
B.B.A. V Semester Roll No. R0912011372

CERTIFICATE

This is to certify that Ms./Mr................................................................. is pursuing three year full time Bachelor of Business Administration (BBA) Course from Teerthanker Mahaveer University, Moradabad as regular student, in session (2009-2012). In compliance with the provision/guidelines of Teethanker Mahaveer University, Moradabad, He/she has been assigner a market survey project. The project work has been genuinely carried out by the student for the during specified by the university. He/she has made sincere efforts in the completion of the project work.

MS. SHIKHA DIXIT Project Guide

STUDENT DECLARATION

I Wizra Khan hereby declare that the research work presented in this project report entitled Job Analysis for the fulfillment of the award of Bachelor of Business Administration from Teerthanker Mahaveer University; Moradabad is based on my project work in the Dena Bank, Moradabad. The project embodies the result of original work and studies carried out by me and the contents of the project do not form the basis for the award of any other degree to me or to anybody else.

Wizra Khan BBA 5th Sem

ACKNOWLEDGEMENT
It gives me immense pleasure and privilege to acknowledge my deepest sense of gratitude towards all those who helped me in the successful execution of this project.

I would like to thanks Chancellor Sir, Shri Suresh Jain, Group Vice Chairman Mr. Manish Jain, for their able guidance. I also extend my gratitude towards the H.O.D. Mr. M.P. Singh and my course coordinator Mr. Abhinav Srivastava & Mr. Avinash Raj Kumarwho entrusted me for the completion of this project. I am highly indebted to my project guide, Ms. Shikha Dixit whose constructive counselling and able guidance helped me immensely in bringing out this project in the present form. And lastly the entire faculty member and Mr. Sanjeev Singh (Librarian) & the entire Lab staff for providing me this opportunity and expose me to industrial culture. The acknowledgement would be incomplete without thanking my family and friend who were a big support throughout.

WIZRA KHAN BBA 5th SEM

PREFACE
A systematic approach to collect information about a job such as tasks, responsibilities and the skills required to perform those tasks. An important part of Human Resources (HR) planning. Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data collected on a job.

In this report, I have surveyed 10 employees. In this report, I have studied the various objectives of Job Analysis at Dena Bank, Moradabad. During the survey I found that employees are satisfied with their job at the Bank. The major limitation of the project was that, employees were not ready to give their time to answer the questions.

EXECUTIVE SUMMARY
This project is based on the survey, which was done in the Moradabad city. The main aim of the survey to find out job analysis by different strategies with special reference to Dena Bank. We have covered almost all the aspects, which are related to job analysis in Moradabad. The project report will help those entire person, which want to get the benefits of all such strategies. The bank profile and schemes is given in the beginning of the report the data have been collected by help of questionnaire, which is given in the report. The collected data have been analyzed and shown in the form of graph. One of the main purposes 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. The general purpose of job analysis is to document the requirements of a job and the work performed. Job and task analysis is performed as a basis for later improvements, including: definition of a job domain; describing a job; developing performance appraisals, selection systems, promotion criteria, training needs assessment, and compensation plans.

CONTENTS
1. 2. 3. 4. Introduction Company Profile Scope of the study Objectives of the study

5.Assumption

6. 7. 8. 9. 10. 11.

Research Methodology Data Analysis & Interpretation Findings Suggestions & Recommendations Conclusion Limitations Bibliography Annexure

INTRODUCTION
JOB ANALYSIS It is a procedure by which pertinent information is obtained about a job ,i.e., it is a detailed and systematic study of information relating to the operations and responsibilities of a specific job. An authority has defined job analysis as the process of determining, by observation and study, and reporting pertinent information relating to the nature of the specific job. It is the determination of the tasks which comprise the job and of the skills, knowledge, abilities and responsibilities required of the worker for a successful performance and which differentiate one job from all other. Job Analysis is a procedure and a tool for determining the specified tasks, operations and requirements of each job. it is the process of getting information about jobs: specially, what the worker does ;how he gets it done; why he does it; skill; education and training required; relationship to other jobs; physical demands; environmental conditions. In other words ,it refers to the anatomy of the job. It is a complete study of job, embodying every known and determinable factor, including the duties and responsibilities involved in its performance, the conditions under which the performance is carried on, the nature of the task. The qualities requires in the worker, and such conditions of employment as pay, hour, opportunities and privileges. It also emphasis the relation of one job to others in the organization.

PURPOSE OF JOB ANALYSIS Job Analysis is useful for overall management of all personal activities. While this is a generalized statement, it is important to specify the uses of job analysis. Job related data obtained from a job analysis programme are useful in HRP, employee

hiring, training, job evaluation, compensation, performance appraisal, computerized

personnel information systems, and safety and health. Each of these applications of job analysis is described in brief here. They will however be explained in greater detail in subsequent chapters.

Human Resource Planning: It determines as to how many and what type of personnel will be needed in the near future. The number and the type of personnel are determined by the jobs which need to be staffed. Job-related information is, therefore, necessary for HRP.

Recruitment And Selection:- Recruitment needs to be preceded by job analysis. Job analysis helps the HR manager to locate places to obtain employees for opening anticipated in the future. An understanding of the types of the skills needed and types of job that may open in the future, enables managers to have a better continuity and planning in staffing their organization. Similarly, selecting a qualified person to fill a job requires knowing clearly the work to be done and the qualifications needed for someone to perform the work satisfactorily. Without a clear and precise understanding of what a job entails, the HR manager cannot effectively select someone to do the job. The objective of employee hiring is to match the right people with the right jobs. The objective is too difficult to achieve without having adequate job information.

Training And Development:- Job analysis is useful for an HRD manager in as much as it helps him/her know what a given job demands from the incumbent in term of knowledge and skills. Training and development programmes can be designed on the job requirements. Selection of trainees is also facilitated by job analysis.

Job Evaluation:-Job evaluation involves determination of relative worth of each job for the purpose of establishing wage and salary differentials. Relative worth is determined mainly on the basis of job description and job specification.

Remuneration:- Job evaluation helps determine wage and salary grades for all jobs. Employees need to be compensated depending on the grades of the jobs which they occupy. Remuneration also involves fringe benefits , bonus and other benefits. Clearly, remuneration must be based on the relative worth of each job .Ignoring this basic principle results in inequitable compensation. A perception of inequity is a sure way of demotivating an employee.

Performance Appraisal:- Performance appraisal involves assessment of the actual performance of an employee against what is expected of him/her. Such assessment is the basis for awarding promotions effecting transfers, or assessing training needs. Job analysis facilitates performance appraisal in as much as it helps fix standards for performance in relation to which actual performance of an employee is compared and assessed.

Personnel Information:- Organizations generally maintain computerized personnel information systems. Such information system is useful as it helps: 1. Improve administrative efficiency by speeding up the provision of data, by reducing the resources required to carry out routine administration, and by freeing the resources for higher-value activities which are fundamental to the success of the management.

2. Provide decision report-information which gives a factual basis for decisions concerning the planning, acquisitions, development, utilization and remuneration of human resources. Job analysis is vital for building such information systems. Safety And Health:- The process of conducting a detailed job analysis provides an excellent opportunity to uncover and identify hazardous conditions and unhealthy environmental factors(such as heat, noise, fumes, and dust)so that corrective measures can be taken to minimize and avoid the possibility of human injury.

PROCESS OF JOB ANALYSIS:Job analysis is useful for several purposes, such as personnel planning, performance appraisal, and the like. Each phase in the process of job analysis is explained in the paragraphs that follow.

Strategic Choices:With regard to job analysis, an organization is required to make at least five choices; 1. The extent of employee involvement in job analysis. 2. The level of details of the analysis. 3. Timing and frequency of analysis. 4. Past-oriented versus future oriented job analysis. 5. Sources of job data.

Information Gathering:This step involves decisions on three issues,viz; 1. What type of data is to be collected? 2. What methods are to be employed for data collection? 3. Who should collect the data? So far as the type of data to be collected, it may be stated that all details about the jobs need to be gathered. The type of data, however, depends on the end use of the information, as also on the time and budget constraints. With regard to the methods for data collection, there are several of them, but the more prominent of them arei. ii. iii. Observation Interview Questionnaire

iv. v. vi.

Checklists Technical conference Diary methods

These methods will be explained in detail latter. With regard to the persons employed to collect data, it may be stated that three types of individuals are used. They are i. ii. iii. Trained job analysts Supervisors Job incumbent

Each of these alternatives has its own merits and demerits. Trained analysts, for example, will lend objectivity and standardization to the data collected but they , implicitly, mean outflow of money. Supervisors and job holders provide information with no extra cost, but the data may not be objective and standardized. It may be stated that the individuals who collect job related data determine the accuracy , speed and cost of information. The selection of a particular method of collecting job-analysis information and of the person(s) to be involved depends on two important factors i. ii. What is the purpose of job analysis, and What is the status of the current job analysis progarmme?

With regard to the purpose of job analysis, it may be sated the programme is useful in overall PM/HRM. Specifically, job analysis , as stated earlier, provides information to develop job descriptions and job specifications, and to conduct job evaluations. These, in turn, are useful in helping managers identify the kinds of individual they should recruit

,select, and develop, as well as providing guidance for decision about training and career development, performance appraisal, and wage and salary administration. Speaking about the status of the job analysis programme ,there are two possibilities. First, a given company may not have such programme. Two , the firm may have a well-established job- analysis programme. When the programme is non-existent, the company must appoint a consultant who will select a method for data collection, supervise its administration and analyse the information, and write the job description and specifications. For organizations with a well established job analysis programme, it should be remembered that job-analysis information provides only a snapshot of a particular job. Jobs change over a period of time due to technological innovations, organizational restructuring and changes in products, among other reasons. Thus, well-administered job analysis programmes provide a built in system for periodically reassessing jobs. This reassessment may be done, expeditiously, through observations, interviews, or by keeping the programme up-to-date is a much less expensive and less time-consuming endeavour.

Information Processing Once the job information has been collected, it needs to be processed, so that it would be useful in various personnel functions. Specifically, job related data would be useful to prepare job description and job specification.

JOB DESCRIPTION DESCRIBES JOBS NOT JOB HOLDERS

Human Resource management includes a variety of activities , and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs ,recruiting and training the best employees ,ensuring they are high performers ,dealing with performers issues and ensuring your personnel and management practices conform to various regulations .A task is a typically defined as a unit of work, that is ,a set of activities needed to produce some result. Complex positions in the organization may include a large number of tasks, which are sometimes referred to as functions. Job Description are lists of the general tasks .or functions, and responsibilities of a position. Typically, they also include to whom the position reports , specifications such as the qualifications needed by the person in the job, salary range for the position, etc in order to convert the ideas into a practical working reality. There is a need to develop a job description and person specification. This will help in gathering all the necessary information needed to recruit to the post. It will also help to identify and clarify any uncertainities and ambiguities about the new job role and its place in the team. The Job description is a practical, relatively simple tool that supports personnel management and employee communications everyday. Written Job Descriptions are helpful particularly in: Recruitment:- Job announcements based on written descriptions that clearly outline functions and requirements give potential candidates a reasonable basis for deciding whether or not to apply,and they tend to attract a more suitable pool. Selection and hiring:- In identifying the abilities and knowledge needed to perform a job, the job descriptions help supervisors and others who hire to focus on job relevant criteria when choosing from the applicants.

Wage and Salary Administration:- Setting a pay rate in relation to other jobs within the company and similar jobs in other companies requires more of a basis for comparison than job title alone. The job description provides it. Orientation:-Guided by a job description, supervisors can better anticipate what employees new to the company or the job need to know and help them minimize adjustment time. Employees can learn about their responsibilities both directly from a written description and by asking questions when reading the description. Performance appraisal and employee development:- The statement of duties in a job description is the foundation for evaluating employees with respect to actual performance dimensions rather than personal attributes or traits. It puts the discussion of an employees capabilities, talents, strengths, deficiencies, and advancement aspirations into the current job and other opportunities within the company. Job description may also be used to inform employees of typical promotional sequence and requirements. Workers compensation Claim management:- Before recommending that an injured employee return to work, a treating physician needs to know about the normal demands of the employees job. In addition, if provided with written job description, physicians who treat employees under workers compensation insurance may be able to detect links between injuries and job functions that could be redesigned.

A Job Description outlines the responsibilities and functions that are assigned to a particular position or role. In fact it provides clarity about what an employee is supposed to do.For employers, Job Description establishes wages, salary ranges and grades and promotes a process driven culture. For employees ,Job Description are useful to gain in equity in compensation and a way to be reassured that there are no discriminatory pay policies in the company ,says Jude Coelho, executive vice president, human resources,

Cranes software International. A good Job Description not only defines the roles but responsibilities as well. Anshuman ray, HR Country Manager, Synopsys India adds,it also an interface of the job with internal and external customers, reporting relationship and challenges that the job offers. It provides a sense of how much impact the job can make by providing a degree of accountability as much as it attempts to align the job with the overall business group charter.

Job Description plays a pivotal role and this is leveraged by most of the core HR systems .It is used for recruitment and selection, career mapping or pathing, training and development, performance management, organization design, compensation and benefits and manpower planning. The fact that it provides an overview of scope and responsibility of the job and maps the skills or competencies makes it a handy tool.

Job profile is an integral part of the recruitment process. It can be used to obtain employee ownership and support for the position and to trace the parameters of the skills and abilities sought for the position. Clearly defined Job description can help companies make wise hiring decisions. Hiring the best can be facilitated through Job description since it is a tool to access the best fit. Wrong fit will impact the organization adversely and the fallout is that it hits key metrics around productivity and retention. Right Job description gets the right talent. Employees are able to clearly understand and deliver, thus impacting overall productivity levels. Job Description also ensures that an organization does not dilute its standards or competency levels, which is important for processing the spirit of meritocracy.

BARRIERS TO JOB DESCRIPTION

A common objection to the use of written job description from concern about losing flexibility to manage, especially when technology or other conditions are changing. Understandably, employers do not want their much written words to restrict their right to direct what workers do o the job or how they do it. The legendry, thats not in my job description, however, need not to be a problem to any employer making reasonable assignments to workers. In fact the employee who does not have a written Job description may be more likely to feel that a supervisors directive is overstepping rightful bounds. Finally, and perhaps most typically, many employers do not use written job description because the task of developing them looms too large or uncertain.

UNCLEAR JOB DESCRIPTION The use of job description in the management of organizations resources is progressively changing to the writing and use of role statements. This is because the manner in which a job is described in a typical job description is essentially in the form of enlisting the tasks and duties to be performed. Consequently, it fails to articulate the dynamics and evolving expectations that one has in the execution of the responsibilities of that position. Unclear job descriptions lead to problems like lack of clarity in defining deliverables and mismatch in expectations between the management and the employees. Such descriptions hinder performance management and career development. If employees are clueless about their responsibilities and functions, their productivity is affected and hence the business suffers. This can affect the team performance as well, as a result of under utilities resources. The ambiguity can impact the relationship between a manager and his sub-ordinate. managers

may not utilize the tasks that the employee can do very well or push the employees to do tasks he or she may not be skilled at either way discontent attrition, The job description should be:Job description should be reliable, valid, understandable, and specific enough to provide direction for staff behavior .Job description should focus on what the staff member does.

COMPANY PROFILE

COMPANY PROFILE

Dena Bank is one of the earliest nationalized banks in India. Since its inception, the bank has become a renowned name in the field of banking and financial solutions. It is trusted all over the country by thousands of consumers. By being a customer of Dena Bank, one can easily enjoy financial stability and also get good returns on the services and the financial solutions.

Dena Bank was founded on 26th May, 1938 by the family of Devkaran Nanjee under the name Devkaran Nanjee Banking Company Ltd. It became a Public Ltd. Company in December 1939 and later the name was changed to Dena Bank Ltd.

In July 1969 Dena Bank Ltd. along with 13 other major banks was nationalized and is now a Public Sector Bank constituted under the Banking Companies (Acquisition & Transfer of Undertakings) Act, 1970. Under the provisions of the Banking Regulations

Act 1949, in addition to the business of banking, the Bank can undertake other business as specified in Section 6 of the Banking Regulations Act, 1949.

Competitors: Top three competitors of Dena Bank. Bank of Baroda Bank of India ICICI Bank Limited

Dena Bank has been the first Bank to introduce: Minor Savings Scheme. Credit card in rural India known as "DENA KRISHI SAKH PATRA" (DKSP). Drive-in ATM counter of Juhu, Mumbai. Smart card at selected branches in Mumbai. Customer rating system for rating the Bank Services

HISTORY OF DENA BANK

Dena Bank was founded by the family of Devkaran Nanjee under the name Devkaran Nanjee Banking Company Ltd.

It found its new name, Dena Bank Ltd. when it was incorporated as a Public Company in Dec 1939

Dena Bank was nationalised (and therefore dropped the 'Ltd.' from its name) in 1969 along with 13 other banks in India.

It is one of the earliest Banks in India.

Dena Bank has received acclaim for its revolutionary


Minor Savings Scheme. Credit card in rural India known as "DENA KRISHI SAKH PATRA" (DKSP). Drive-in ATM counter of Juhu, Mumbai. Smart card at selected branches in Mumbai. Customer rating system for rating the Bank Services.

Dena bank head office located in Mumbai has a network of 1122 branches spread across the country. The bank has a network of 295 ATMs all across India. Dena bank introduced core banking on March 2007 at its Mahim branch in Mumbai. In all, 850 branches out of the 1122 branches including extension counters of the Bank are schedule for coverage. Milestones

One among six Public Sector Banks selected by the World Bank for sanctioning a loan of Rs.72.3 crores for augmentation of Tier-II Capital under Financial Sector Developmental project in the year 1995.

One among the few Banks to receive the World Bank loan for technological upgradation and training.

Launched a Bond Issue of Rs.92.13 crores in November 1996. Maiden Public Issue of Rs.180 Crores in November 1996. Introduced Tele banking facility of selected metropolitan centers.

MILESTONES
One among six Public Sector Banks selected by the World Bank for sanctioning a loan of Rs.72.3 crores for augmentation of Tier-II Capital under Financial Sector Developmental project in the year 1995. One among the few Banks to receive the World Bank loan for technological up gradation and training. launched a Bond Issue of Rs.92.13 crores in November 1996. Maiden Public Issue of Rs.180 Crores in November 1996. Introduced Tele banking facility of selected metropolitan centers. Dena Bank has been the first bank to introduceo Minor Savings Scheme.

o Credit card in rural India known as "DENA KRISHI SAKH PATRA" (DKSP). o Drive-in ATM counters of Juhu, Mumbai. o Smart card at selected branches in Mumbai. o Customer rating system for rating the Bank Services.

VISION & MISSION


Mission and Vision Statement of Dena Bank Mission Statement DENA BANK will provide its Customers - premier financial services of great value, Staff - positive work environment and opportunity for growth and achievement, Shareholders - superior financial returns, Community - economic growth.

Vision Statement DENA BANK will emerge as the most preferred Bank of customer choice in its area of operations, by its reputation and performance.

Logo

The logo of Dena Bank represents Lakshmi, the Goddess of wealth, according to Hindu mythology. It was the desire of the founding fathers of the Bank that the Bank should be a symbol of prosperity for all its clients, and the logo represents this promise. The contemporary 'D' in the logo reflects the dynamism, dedication and the drive towards customer satisfaction.

GROWTH AND DEVELOPMENT OF THE ORGANIZATION


To evolve and position the bank as a world class, progressive, cost-effective and customer friendly institution providing comprehensive financial and related services: integrating frontiers of technology and serving various segment of society especially the weaker section of the society: committed to excellence in serving the public and also excelling in the corporate values. Corporate excellence emanate from good corporate governance exercised by adopting standard of transparency, accountability,

professionalism, social responsiveness, and ethical business practices with this in view, the has been making efforts for adopting the best practices. The bank commitment towards corporate governance is to bestow greater transparency and openness in the management and to ensure best performance by staff at all the levels to maximize the operational efficiency. Adopting the corporate governance as a work ethos, the bank is committed to enhancing the stakeholders value.

DENA BANKS BUSINESS STRUCTURE

Personal Banking

Services

Deposit Scheme

Loan Scheme

Premium Savings Account Scheme Premium Current Account Scheme Dena Jeevan SB Account Dena Maha Tax Bachat Yojana Dena Super Premium Current Account Dena Laxmi Gold Deposit Scheme Dena Savifix Deposit Scheme Dena Freedom Deposit Scheme Dena Samruddhi Deposit Scheme Dena Fixed Deposit Scheme Dena Senior Citizen Scheme Dena Recurring Deposit Scheme Dena Loan Linked Recurring Deposit Scheme Dena Minor Savings Scheme

Dena Niwas Housing Finance Scheme Dena Vidya Laxmi Educational Loan Scheme Dena Suvidha (Personal Loan) Scheme Dena Auto Finance Scheme Dena Consumer Durable Loan Dena Trade Finance Scheme Dena Mortgage Loan Scheme Dena Senior Citizen Pensioners Loan Scheme Dena Rent Scheme (Finance

Core Banking Solution Dena Connect Dena India Remit Value Added Services Dena ATM Services Dena Bill Pay Dena m-Banking Telebanking Electronic Fund Transfer Inbound Remittances Direct tax collection Bank assurance Indirect Tax Distribution of Mutual Funds RTGS / NEFT Dena e-Tax Pay

AREA OF OPERATION: - REGIONAL OFFICE


I have done my summer training in regional office of Dena Bank. This regional office operates fifty nine branches. Name of the branches: 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. 26. 27. 28. 29. Alipore road Asset Rec Chandni Bazar Chattarpur Connaught Circus Daryaganj Dwarka G.B Road Hari Nagar Karol Bagh Laxmi Nagar Loadhi Road Mayapuri Mayur Vihar Nafgargarh Nangloi Navada Nehru Place Okhla Paschim Vihar Papargunj Pitumpura Retail Asset Rajendra Place Rohini Safdargunj Scope complex Service Br. South Extn.

30. 31. 32. 33. 34. 35. 36. 37. 38. 39. 40. 41. 42. 43. 44. 45. 46. 47. 48. 49. 50. 51. 52. 53. 54. 55. 56. 57. 58. 59.

Subzi Mandi Wazirpur Ajmer Alanpur Alwar Ambawadi Bharatpur Bhilwara Bikaner Haldio ka Rasta Kishangarh MN Jaipur MI. Rd. Jaipur Mansarovar Jodhpur Kota Pali Parsad Ramgarh Sikar Udaipur Staff Training Centre Noida Currency Chest Sri Ganganagar Bavana Shahdara Hanumangarh Chitrakoot Saket

WORKFLOW MODEL
Here is the workflow model of Dena Banks regional office-

SCOPE OF THE STUDY

SCOPE OF THE STUDY


The job analysis acts as a moderator variable for managers to analyze the different tasks involved in the job. Through job analysis managers can better understand the relation between roles and responsibilities involved and time required fulfilling that as if employees have particular time to perform that job in assigned time then their involvement will increase. High involved employees as compared to low involved employees attached greater importance to safety and self-actualization needs and lesser importance to physiological and social needs.

The purpose of this report is to make the organization understand importance of Job analysis among the employees and employer as well so that these organizations strive to take measure in analyzing the job and understand the relation between job analysis and productivity of the organization.

OBJECTIVES OF THE STUDY

OBJECTIVES OF THE STUDY


1. To identify the satisfaction of employees with Job Analysis 2. To know the process of job analysis in Dena Bank. 3. To know the benefits of job analysis to employees as well as Dena Bank

ASSUMPTION

ASSUMPTION

The Assumption of this project report is that employees are satisfied with the process of job analysis and it is beneficial to employees and Dena Bank both.

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY
Introduction of the problem: To find out the Job Analysis at Dena Bank, Moradabad,
so that the importance of the procedure may be obtained and the knowledge, attitude and opinion of the employees can also be examined.

Research design: Research design is simply the framework or plan for a study, Used guide
in collecting and analyzing data. For the study: for conducting that research I selected the Descriptive research design. Descriptive research design: Descriptive research is also called Statistical Research. The main goal of this type of research is to describe the data and characteristics about what is being studied. The idea behind this type of research is to study frequencies, averages, and other statistical calculations. Although this research is highly accurate, it does not gather the causes behind a situation. Descriptive research is mainly done when a researcher wants to gain a better understanding of a topic. that is, analysis of the past as opposed to the future. Descriptive research is the exploration of the existing certain phenomena. The details of the facts wont be known. The existing phenomenas facts are not known to the persons.

Sampling design:
I. Population: Sampling unit: Employees of Dena Bank, Moradabad. Section: Employees Extent: Dena Bank, Moradabad Time: 4 Weeks

II. Sampling unit: The structure of employees of the bank is classified into 3 parts viz. Branch Manager, Assistant Manager, Executives. So the sampling unit of the report is the employees of Bank. III. Sample size: The sample size of the report is 10 employees of Dena Bank, Moradabad IV. Sampling method: There are two Method of sampling: 1. Probability sampling: It is based on the concept of random selection of a controlled procedure that assures that each population element is gives a non-zero chance of selection. Probability sampling is of following types:

I) Simple Random IV)Cluster

II) Systematic V) Double

III) Stratified

2. Non probability sampling: Non probability sampling is non-random and subjective i.e. each member does not have a known non zero chance of being included. Types of non probability sampling: Convenience Judgment Quota For the study: In this report non probability convenience sampling is used to conduct a research.

Data collection method:


Primary data: The primary data are those which are collected afresh and for the first time, and thus happened to be original in character. There are several methods of collecting primary data particularly in surveys. Important ones are: (i) (ii) (iii) (iv) observation method interview method through questionnaires through schedules etc.

For the study: Schedule method is used for collecting the data while conducting the research. II. Secondary data: The secondary data are those which have already been collected by someone and which have already been passed through the statistical process. Secondary data may either be published data or un published data. Usually published data are available in : (i) (ii) (iii) various publications of central, state, are local government; technical and trade journals; books, magazines, and newspapers. The sources of unpublished are many; they may be found in diaries, letters, private individuals and organizations.

For the study: Internet is used for collecting the data while conducting the research. Data sources- Primary, Secondary. Data approaches- Questionnaire. Sampling unit- bank Employee. Sample size- 10 only. Sample procedure-Non Probability Convenience sampling. Contact method- Direct.

DATA ANALYSIS AND INTERPRETATIONS

DATA ANALYSIS AND INTERPRETATIONS


Q1. Do you face any problem during your job? Yes No 8 2

NO 20%

YES 80%

INTERPRETATION
From this graph this is shown that from 10 employees 8 employees face problem during their job. While 2 employees do not face any problem. Q2. Do you know all the technical aspects related to you job work? Yes No 8 2

NO 20%

YES 80%

INTERPRETATION
From this graph this is shown that out of 10 employees 8 employees know all the technical aspects related to their job work.

Q3. Is time duration provided to you sufficient according to your job profile? Yes No 9 1

NO 10%

YES YES 90% NO

INTERPRETATION
From this graph this is shown that out of 10 employees 9 employees said that time duration provided to them is sufficient according to their job profile.

Q4. Does your company provide necessary equipment for performing your job? Yes No 7 3

NO 30% YES YES 70% NO

INTERPRETATION
From this graph this is shown that out of 10 employees 7 employees agree that bank provide necessary equipment for performing their job.

5. Do task involve in your job easy to perform? Yes No 7 3

NO 30% YES YES 70% NO

INTERPRETATION
From this graph this is shown that out of 10 employees 7 employees agree that task involve in thie job is easy to perform.

Q6. Is your relation good with your supervisor? Yes No 7 3

NO 30% YES YES 70% NO

INTERPRETATION
From this graph this is shown that out of 10 employees 7 employees said that their relation is good with their supervisor.

Q7. Is job work provided according to your skills? Yes No 8 2

NO 20%

YES NO YES 80%

INTERPRETATION
From this graph this is shown that out of 10 employees 8 employees agree that job provided to them is according to their skills.

Q8. Are you satisfied with the working condition of your job? Yes No 7 3

NO 20%

YES NO YES 80%

INTERPRETATION
From this graph this is shown that out of 10 employees 7 employees are satisfy with the working condition of their job. While 3 employees are not satisfied with working condition of job.

Q9. Are you satisfied with your job profile? Yes No 8 2

NO 20%

YES NO YES 80%

INTERPRETATION
From this graph this is shown that out of 10 employees 8 employees are satisfy with their job profile while 2 employees are not satisfy with their job profile.

FINDINGS

FINDINGS
Majority of employees face problem during their job. Majority of employees know all the technical aspects related to their job work. Majority of employees said that time duration provided to them is sufficient according to their job profile. Majority of employees agree that bank provide necessary equipment for performing their job. Majority of employees agree that task involve in the job is easy to perform. Majority of employees said that their relation is good with their supervisor. Majority of employees agree that job provided to them is according to their skills. Majority of employees are satisfied with the working condition of their job. Majority of employees are satisfied with their job profile.

SUGGESTIONS & RECOMMENDATIONS

SUGGESTIONS & RECOMMENDATIONS

The bank should check the awareness of job description of employees so that they can perform better.

Most of the employees feel difficulty in performing their job, therefore managers should take interest in their problems and try to solve them.

The bank should provide guidelines about the job to the employees so they can be more efficient in their job.

The study recommends monthly best performance award for employees so that the employees are encouraged to do their best to achieve the goal.

CONCLUSION

CONCLUSION
Finally this is concluded that Job analysis is a procedure by which pertinent information is obtained about a job ,i.e., it is a detailed and systematic study of information relating to the operations and responsibilities of a specific job. An authority has defined job analysis as the process of determining, by observation and study, and reporting pertinent information relating to the nature of the specific job. It is the determination of the tasks which comprise the job and of the skills, knowledge, abilities and responsibilities required of the worker for a successful performance and which differentiate one job from all other. Employees in the organization were not satisfied with their jobs. They had no idea about their role in the organization. Due to lack of motivation, employees, were not able to perform their jobs to the best of their abilities. Employees needed training and development programs to develop their skills to be more effective and efficient. It was also observed that employees were leaving their jobs due to nonclarity and non-satisfaction of their jobs. One good thing that was observed was that the HR department was taking initiatives to improve the overall environment but due to certain limitations was not been able to do these things.

LIMITATIONS

LIMITATIONS
1. The findings of the study are subjected to bias and prejudice of the respondents.

2. Area of the study is confined to the employees in Moradabad only.


3. Time factor can be considered as a main limitation. 4. The findings of the study are solely based on the information provided by the respondents. 5. The accuracy of findings is limited by the accuracy of statistical tools used for analysis. 6. Findings of the research may change due to area, demography, age condition of economy etc.

BIBLIOGRAPHY

BIBLIOGRAPHY BOOKS:
Aswathappa, K (2002) Human Resource and Personnel Management, 3rd edition, Tata McGraw-Hill Publication Pvt. Limited, New Delhi,pp53-140. Dessler, Human Resource Management, Prentice-Hall, 9th edition, pp. 45-59. Kothari C.R., Research Methodology- Methods and techniques, new age international publishers, 2007, 2nd edition, pp. 26, 95, 111.

WEBLIOGRAPHY
http://en.wikipedia.org/wiki/Job_analysis http://www.job-analysis.net/G000.htm http://www.job-analysis.net/ http://humanresources.about.com/od/jobdescriptions/g/job_analysis.htm

ANNEXURE

QUESTIONNAIRE
Dear respondent, I am the student of TMU (Moradabad) conducting a survey on Job Analysis at Dena Bank, Moradabad. Kindly spare few minutes to fill up this questionnaire. Any information provided by you will be used for academic purpose only. Name: Age: Gender Occupation Location Contact No. Q1. Do you face any problem during your job? Yes No

Q2. Do you know all the technical aspects related to you job work? Yes No

Q3. Is time duration provided to you sufficient according to your job profile? Yes No

Q4. Does your company provide necessary equipment for performing your job? Yes No

Q5. Do task involve in your job easy to perform? Yes No

Q6. Is your relation good with your supervisor? Yes No

Q7 is job work provided according to your skills? Yes No

Q8. Are you satisfied with the working condition of your job? Yes No

Q9. Are you satisfied with your job profile? Yes No

Any suggestion about Dena Bank (if any)

Signature

Thank You

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