Assignment Of Human Resource Management

Topic: To interview a job Holder and using that information, collected through interview describe the Job.

Submitted to

Ms. Megha Mehta

Submitted by

MBA (Hons.), LPU

Meena Kamal

Introduction

ob analysis is the process of determinin

and reportin

pertinent information relatin

to

the nature of a specific !ob. "t is the determination of tas#s $hich comprise the !ob, to ether $ith s#ills, #no$led e, responsibilities, etc re%uired for the successful performance and $hich differentiate the !ob from all others. &he data so collected $ill be used to prepare a !ob description. Importance of Job Analysis 'ob analysis helps in analy(in the resources and establishin the strate ies to accomplish the business oal and strate ic ob!ecti)es. "t forms the basis for demand*supply analysis, recruitments, compensation mana ement, and trainin need assessment and performance appraisal.

& The Job; not the person An important concept of 'ob Analysis is that the analysis is conducted of the 'ob, not the person. +hile 'ob Analysis data may be collected from incumbents throu h inter)ie$s or %uestionnaires, the product of the analysis is a description or specifications of the !ob, not a description of the person. Components of Job Analysis 'ob analysis is a systematic procedure to analyse the re%uirements for the !ob role and !ob profile. 'ob analysis can be further cate ori(ed into follo$in sub components. .

Job Position 'ob position refers to the desi nation of the !ob and employee in the or ani(ation. 'ob position forms an important part of the compensation strate y as it determines the le)el of the !ob in the or ani(ation. ,or e-ample mana ement le)el employees recei)e reater pay scale than non*mana erial employees. &he non* monetary benefits offered to t$o different le)els in the or ani(ation also )ary. Job escription

'ob description refers the re%uirements an or ani(ation loo#s for a particular !ob position. "t states the #ey s#ill re%uirements, the le)el of e-perience needed, le)el of education re%uired, etc. "t also describes the roles and responsibilities attached $ith the !ob position. &he roles and responsibilities are #ey determinant factor in estimatin the le)el of e-perience, education, s#ill, etc re%uired for the !ob. "t Also helps in benchmar#in the performance standards. Job !orth 'ob +orth refers to estimatin the !ob $orthiness i.e. ho$ much the !ob contributes to the or ani(ation. "t is also #no$n as !ob e)aluation. 'ob description is used to analy(e

the !ob $orthiness. "t is also #no$n as !ob e)aluation. .oles and responsibilities helps in determinin the outcome from the !ob profile. /nce it is determined that ho$ much the !ob is $orth, it becomes easy to define the compensation strate y for the position. &herefore, !ob analysis forms an inte ral part in the formulation of compensation strate y of an or ani(ation. /r ani(ations should conduct the !ob analysis in a systematic at re ular inter)als. 'ob analysis can be used for settin up the compensation pac#a es, for re)ie$in employees0 performance $ith the standard le)el of performance, determinin the trainin needs for employees $ho are lac#in certain s#ills. Aspects of a Job that Are Analy"ed "n brief $e can say that 'ob Analysis should collect information on the follo$in areas1

uties and Tas#s: &he basic unit of a !ob is the performance of specific tas#s and duties. "nformation to be collected about these items may include1 fre%uency, duration, effort, s#ill, comple-ity, e%uipment, standards, etc. $n%ironment: &his may ha)e a si nificant impact on the physical re%uirements to be able to perform a !ob. &he $or# en)ironment may include unpleasant conditions such as offensi)e odors and temperature e-tremes. &here may also be definite ris#s to the incumbent such as no-ious fumes, radioacti)e substances, hostile and a ressi)e people, and dan erous e-plosi)es. Tools and $&uipment: Some duties and tas#s are performed usin specific e%uipment and tools. 2%uipment may include protecti)e clothin . &hese items need to be specified in a 'ob Analysis. 'elationships1 Super)ision i)en and recei)ed. .elationships $ith internal or e-ternal people. 'e&uirements: &he #no$led e, s#ills, and abilities (3SA4s) re%uired for performin the !ob. +hile an incumbent may ha)e hi her 3SA4s than those re%uired for the !ob, a 'ob Analysis typically only states the minimum re%uirements to perform the !ob.

Here $e ha)e conducted a !ob analysis of a !ob holder $or#in in S&A&2 BA53 /, "56"A. &he information collected is filled up in the !ob analysis form.

J() A*A+,-I- .('M Job Title: 6eputy Mana er Incumbent: An#ur Sharma of "ndia Contact number1 <=:7>?><7<< -uperior1s *ame: 3ailash 5ath !or#ing 2ours: 7< a.m to A p.m ate:789:9;<7< epartment/(rgani"ation1 State Ban# $0mail: an#[email protected] Analysts: Meena and 3amal

3. !hat is the general purpose of your 4ob5 Maintenance and follo$ up of the credit facilities ranted to the customers. 6. !hat 7as your last 4ob5 Accountant Promoted from: Blerical !ob Promoted to: Super)isory !ob

8. If you regularly super%ise others9 list them by name and 4ob title. Ces, " super)ise accountant, cashier, and other cler#s in the ban#. :. If you super%ise others9 please chec# those acti%ities that are part of your super%isory duties. /rientin Bounselin Bud etin 6isciplinin Schedulin 6irectin 6e)elopin Measurin Performance

;. 2o7 7ould you describe the 4ob satisfaction5 'ob satisfaction is sum total of all aspects of customer satisfaction, social*economic conditions and or ani(ation0s beha)ior. <. Job uties: Please describe what you do and9 if possible9 how you do it. Indicate those duties you consider to be most important and/or most difficult. aily duties: &o maintain and follo$ up all the credit accounts in the ban#. &o report the daily acti)ities to the senior mana er

Periodic duties =please indicate 7hether 7ee#ly9 monthly9 &uarterly9 etc.>

&o chec# the rene$al of all the limits $hich are pro)ided to
&o re)i)e all the le al documents before a period of 8 years.

rant loans to the customers at )arious inter)als of time usually after a period of 7 year.

2o7 long ha%e you been performing these duties5 Since : years Are you no7 performing unnecessary duties5 If yes9 please describe. Ces, because $e are $or#in in an or ani(ation $here $e ha)e to cooperate $ith the other employees and staff. "f $e don0t co*operate the effecti)eness of the ser)ices bein pro)ided $ill decrease. /ften employees o on a lea)e so the $or# of that employee has to be loo#ed after and handled by me to carry on the uninterrupted ser)ices of the ban#. ?. $ducation !hat are the academic demands for the 4ob9 not your o7n educational bac#ground5 a. b. c. 5o formal education re%uired Matric Senior secondary e. @raduation Please indicate the education you had 7hen you 7ere placed on this 4ob. Draduation (B.SB Bomputer Science) Is there any criterion for the selection5 If yes specify5 Ces, there is a selection criterion. "nitially Ban#in Ser)ices .ecruitment board used to conduct entrance e-am but no$ SB" conducts its o$n indi)idual test at )arious inter)als of time at )arious centers throu hout the country. After this an inter)ie$ is conducted for further short listin of the candidates $ho clear the $ritten round. ,inally, the shortlisted candidates are recruited in the ban#in !ob. A. $Bperience 2o7 long ha%e you been 7or#ing on the present position5 d. f. ;*year colle e diploma e. Draduation Post radation

a. b. c. d.

5one e. Less than one month /ne month to less than si- months Si- months to one year

7 * 8 years f. 8 * ? years . ? * 7< years h. /)er 7< years

f. 80C years 3D. -#ills

Please tell us any s#ills re&uired in the performance of your 4ob. =.or eBample9 amount of Accuracy9 alertness9 precision in 7or#ing 7ith described tools9 methods9 systems9 etc.> S#ills demanded in my !ob are1 "nter*personal s#ills Bomputin s#ills (for performin %uic# and accurate calculations) Bommunication s#ills (to deal effecti)ely $ith the customers) 3no$led e of accounts S#ills of analy(in the )arious financial statements Mar#etin s#ills as sometimes $e ha)e to mar#et our credit facilities. Bomputer s#ills (handlin )arious soft$are0s* MS /ffice, $indo$s operatin system,etc) Adaptin to chan in financial conditions and meet customers0 e-pectations is also one of the s#ills re%uired for the !ob. Bonfidence Leadership s#ills

Please ma#e us a7are of the s#ills you possessed 7hen you 7ere placed on this 4ob. " possessed all the abo)e mentioned s#ills $hen placed on this !ob. 33. $&uipment oes your 7or# re&uire the use of any e&uipment5 If ,es9 please name the e&uipment and tell 7hether you use it rarely9 occasionally9 or fre&uently. Basically, $e re%uire computers for day* to * day acti)ities and calculations and for storin the hu e data. Bomputers ha)e become an important part of our $or#. +e can0t thin# of $or#in $ithout computers in current scenario. 36. !or#ing en%ironment oes the 4ob in%ol%e eBposure to any disagreeable9 unpleasant or ha"ardous conditions such as dust9 temperature eBtremes9 noise9 smells9 use of chemicals etc5 5o, conditions are %uite comfortable. 38. Potentially dangerous components of the 4ob &he dan erous component is $hen $e ha)e to o to out in the field to collect the arrears from the customersE there are chances of clashes $ith them. But Do)ernment of "ndia is pro)idin us the security persons for the purpose. 3:. -uper%ision recei%ed Indicate any 4ob training that is necessary after the employee enters into such a 4ob5 Ces, trainin s are necessary part of my !ob. &rainin s are or ani(ed at )arious le)els to #eep the employees up to date $ith the chan in scenario. &rainin s are conducted by the SBL (State Ban# Learnin /r ani(ation). 5e$ entrants are trained for performin and holdin )arious duties and responsibilities respecti)ely. 2a%e you e%er undergone any training sessions5 Ces !hat 7as the probationary period for the 4ob5

,or Blerical !ob probationary period $as A months ,or Probationary /fficers the period $as ; years. 3C. Additional comments SB" is the lar est ban# of "ndia. &he pay pac#a es, per#s and allo$ances of SB" employees are much hi her and satisfactory than other public sector ban#s. "t has spread its $in s in forei n nations also and in comin years it is plannin to open ?<<<< ne$ branches at the end of the decade. &hese ban#s $ill further re%uire human resource, hence eneratin employment and the $or# of human resource department. " feel proud to be $or#in in such a reputed or ani(ation of the country. ,rom abo)e collected information in !ob analysis form $e analy(e the !ob as under1 Administrati)e "nformation 'ob &itle1 6eputy Mana er 6epartment1 State Ban# of "ndia .eport to1 Senior Mana er 'ob 5umbers1 6ate of 'ob Analysis 7:th April, ;<7< 2-piration 6ate April ;<7?

'ob Summary Maintenance and follo$ up of the credit facilities ranted to the customers. Super)ise accountant, cashier, and other cler#s in the ban#. 2ssential ,unctions Performed &o chec# the rene$al of all the limits $hich are pro)ided to rant loans to the customers at )arious inter)als of time usually after a period of 7 year.

&o re)i)e all the le al documents before a period of 8 years.

Super)ise accountant, cashier, and other cler#s in the ban#.

Job -pecifications $ducation Draduation in any discipline (MBAs, B,As, M.B/Ms preferred) $Bperience 5ot re%uired -#ills 'e&uired Should be a computer literate. +ell )ersed $ith MS office. Should #no$ the analysis of financial statements Should posses sound #no$led e of accounts. Conclusion Loo#in for the ne-t ten years, the !ob of deputy mana er $ill chan e sli htly. &here $ill not be much re)olutionary chan e. "n "ndia, the ban#in sector has not flourished much. &he lar e )olume of rural population has to be yet co)ered. &hou h technolo y is playin its part in the ban#in sector, the human s#ills $ill still be playin its role in increasin the customer base.

Ces, most of the super)isory $or# $ould be mana ed throu h H."M techni%ues and hence it $ill be necessary for 6eputy Mana er to ha)e ood #no$led e of computers. "n public sector ban#s, most of the !obs are on permanent basis and hence employees ha)e less impact of the recessions and slo$do$ns on their !obs. 2mployees ha)e more !ob security and the e-piry dates of the !ob analysis are of hi h time $idth. But thin s are chan in $ith the passa e of time.