DR.

BABASAHEB AMBEDKAR MARATHWADA UNIVERSITY

CHHATRAPATI SAMBHAJINAGAR

Project Report On
“THE ROLE OF JOB ANALYSIS IN ORGANIZATIONAL EFFECTIVENESS”

AT
METALMAN AUTO PVT LTD
Submitted to
“In Partial Fulfilment of the Requirement for the Award of the Degree of Masters of
Business Administration”
2023-25

Guided by
Dr. Sonali Kshirsagar
Assistant professor
Department of Management Science
Submitted BY
Sujata Sampath Jadhav
DEPARTMENT OF MANAGEMENT SCIENCE, DR. BABASAHEB AMBEDKAR
MARATHWADA UNIVERSITY CHHATRAPATI SAMBHAJINAGAR
 DECLARATION
I Sujata Sampath Jadhav, hereby declare that the project entitled “THE
ROLE OF JOB ANALYSIS IN ORGANIZATIONAL EFFECTIVENESS,
with special reference to Metalman Auto Pvt Ltd” is a Bonafide record of
my research work for the partial fulfillment of the requirement of the award
of Master of Business Administration, Dr. Babasaheb Ambedkar
Marathwada University under the guidance of Dr. Sonali Kshirsagar and no
part has been submitted by me for any degree recognition before.

PLACE: SIGNATURE
DATE: NAME:
PRN:
 ACKNOWLEDGEMENT

I would like to Express my immense gratitude towards this Institution Dr.

Babasaheb Ambedkar Marathwada University Department of Management
Science, Chhatrapati Sambhajinagar, which created a great platform to attain
profound technical skills in the field of MBA, thereby fulfilling our most cherished
goal.
I would thank Dr Sonali Kshirsagar for Guiding and helping me in successful
completion of the project. I sincerely express my gratitude to the HOD, Professor
Abhijeet Shelke Sir for his inspiration and timely support in successful
completion of my project work.
I would like to express my sincere gratitude to Metalman Auto Pvt Ltd for providing
me the opportunity for Internship in their organization. The experience gained during
this training is useful in enhancing my practical knowledge in Human Recourse
Management. It has been an invaluable learning experience that has contributed
immensely to my professional and personal development.
I extend my heartfelt thanks to MR. Imran Mirza Corporate HR Manager at Metalman
Auto Pvt Ltd, for their expert guidance and valuable feedback and continuous
encouragement throughout this internship period.
Last but not the least, I would like to convey my thanks to my loved parents, Friends,
Faculties who helped me directly or indirectly in completion on this project
successfully.

SUJATA SAMPATH JADHAV

MBA IV SEMESTER
ACADEMIC YEAR 2023-2025
 CERTIFICATE

This is to certify that the project work entitled “The role of Job Analysis
in Organizational Effectiveness” is Bonafide and submitted by Sujata
Sampath Jadhav in partial fulfilment of the requirements for the degree of
Master of Business Administration during the year 2023- 2025 of Dr.
Babasaheb Ambedkar Marathwada University Chhatrapati Sambhajinagar.

Project Guide: Director:

Dr. Sonali Kshirsagar Prof. Abhijeet Shelke
Signature Signature

INDEX
Chapter 1: Executive Summary
Introduction
Objective of the study
Scope of the study
Limitation of the study
Company Profile
Board of Directors
Vision, Mission, Policy, Philosophy, Awards
Research Methodology
Job Analysis
Objective of Job Analysis
Process of Job Analysis
Purpose of Job Analysis
Methods of Job Analysis
Components of Job Analysis
Importance of Job Analysis
Job Description
Key elements of Job Description
Guidelines for a good Job Description
Job Specification
Key elements of Job Specification
Job Evaluation
Method of Job Evaluation
Job Design
Influence of Job Analysis on Organizational performance
Chapter 2: Review of Literature
Research Papers
Research Methodology

CHAPTER 1

EXECUTIVE SUMMARY
ABSTRACT

This project report consists of the role of Job Analysis in Organizational effectiveness.
Job Analysis is a systematic process of gathering, documenting and analyzing
information about a job to identify its key responsibilities, duties, and requirement
which leads to better job performance and employee satisfaction. Job Analysis helps
organizations to identify the skill gapes and plans for training program. By aligning job
roles with organizational goals, job analysis ensures that employees are well suited for
their task, which helps in increasing the productivity and helps in achieving
Organizational goals.
The research methodology includes a combination of primary data, secondary data and
observations made during the internship. From this study, it indicates that organizations
with well-structured job analysis have information on their role and has higher
employee satisfaction.
This project concludes with set of recommendations to further enhance job analysis
which results in better production of employees so that it helps in achieving
organizational goals. By conducting regular job analysis organizations can improve job
performance, employee satisfaction and organizational growth.

INTRODUCTION
Job Analysis plays a major role in Organizational growth. In this competitive word,
every organization aims for greater efficiency and productivity. Job Analysis is the
major pillar of human resource management. Job analysis consists of a systematic
process of gathering, documenting and analyzing information about a job to identify its
key responsibilities, duties, and required qualifications.
Job analysis helps to align Human resources with organizational goals. It serves as the
foundation for critical HR functions such as recruitment, training, performance
evaluation, and compensation. Job analysis is a fundamental Human Resource tool that
outlines the duties, responsibilities, responsibilities, skills and working condition of a
job. It helps in recruiting, performance evaluation, training. This report assesses how
effectively job analysis is being carried out at Metalman Auto Pvt Ltd. and can
understand how it effects the organizational efficiency.
Objective of the Study
• To understand the concept of job analysis and its importance in organizational
effectiveness.
• To understand how Job Analysis support Training and Development, recruitment,
performance management.
• To know the impact of job analysis on job performance, employee satisfaction,
and overall organizational success.
• To understand the qualification, skills required for the specific job role.
• To evaluate the role of job analysis in HR functions like hiring and training.
Scope of the Study
The study “The role of Job Analysis in organizational effectiveness” in Metalman Auto
focus on the importance of Job analysis in different departments including Production,
HR, Quality, IT... And its effects on organizational effectiveness.
Limitation of the study
• Time Consuming Process
• Employee resistance
• Lack of participation
• Inaccurate information
COMPANY PROFILE

Metalman Auto Pvt Ltd Company founded in 1986 by Navneet Jairath, who is also
Managing Director of the company. Metalman is a leading Automotive component
manufacturer based in India and is a global supplier to Automotive OEM’s (Original
Equipment Manufacturers), Heavy Fabrication and Construction equipment Industry,
Off Road Vehicle and the White Goods Industry. Specializing in the manufacture of
Sheet Metal and Tubular Fabricated Assemblies and Sub-Assemblies. Their advanced
manufacturing Capabilities includes, robotic welding, stamping, metal finishing, CNC
tube bending, roll forming, laser and gas cutting, press brake, and machining ensure
precision, innovation, and efficiency. With 9 strategically located plants across India,
Metalman ensures timely and reliable services to our clients. Their clients include, Hero,
Honda, TVS, Bajaj, Ather, Gogoro, JCB and many more.

During the last 33 years, the company has grown substantially due to the customer
driven approach. Metalman Auto aim to become a one stop shop for all fabrication
needs. Their operating units are located at Hosur, Aurangabad, Pitampur, Pantnagar and
Dharuhera and has over 5100 employees including 1016+ engineers accros all Indian
plants. In 1998 they set up a plant for 2-wheeler frames manufacturing components in
Waluj (MIDC), Aurangabad (Chh. Sambajinagar). To date, they established 3 more
plants in the Waluj MIDC region Such as (B-31), (B-12) & (B-17). In 2007 MetalMan
Auto Pvt Ltd. was awarded ISO/TS16949:2004, (International Organization for
Standardization) Certification. In 2010 an export-oriented unit for the BMW. They also
received another ISO9001: 2008 Award to Pithampur Plant. They were also awarded
ISO 14001: 2004 and the Award of OHSAS 18001:2007. In 2018, Hosur Plan started
supplying spear parts to TVS motor company. In this period, they also did the
acquisition of Bentex Pantnagar. They received the TPM Gold Award from Bajaj Auto
Ltd. Metalman Auto the Chh. Sambhajinagar Unit-III (B-12) received the Silver Award
at the National Awards for Manufacturing Excellence in 2024, reflecting the company's
commitment to quality and operational excellence.
 Board of Members
Dr. Bikramjit Bembi is the Chairman & Whole-Time
Director. A founder and promoter, Bikramjit has been with the
company since its inception. Holds a bachelor's degree in
science from Panjab University and is a licentiate of the
Institute of Metal Finishing. Brings extensive experience in
metal fabrication, finishing, and assembly. He is also one of
the promotors and the founder of the company.

Mr. Navneet Jairath is the Managing Director also a

founder and promoter of the company. He has been associated
with the company since its inception as a director and promotor.
Completed industrial entrepreneurship course conducted by
Small Industries Development Organization, Ministry of
Industrial Development, Government of India and the program
on Production Management from Japan. He was awarded
'Entrepreneur of the Year' by the Ludhiana Management
Association in 2017. He has experience in metal finishing and
assembly sector.

Mr. Sachin Bembi is the Whole-Time Director on our

board, joined the board on February 1, 2002. Graduated
magna cum laude with a bachelor's degree in business
administration from The American College in London. Also
holds a diploma in business studies from Greenwich College.
He is one of the promotors of the company. He has
experience in the metal fabrication.
 MR. Nishant Jairath is Whole-Time Director on our
Board. He has associated with Metalman as a Director since
June 1, 2007. Holds qualifications in business information
systems and financial management from De Montfort
University and Cornell University. He also completed a
certificate program in Financial Management from Cornell
University, Ithaca, New York, U.S.A. He is currently the co-
chairperson of the ACMA Digital Committee and previously
served as the co-chairperson of Automotive Component
Manufacturers Association of India and as the chairperson of its young business
Leader's form.

Mr. Shrikant Mundada is the Director on the Board. He

is graduated in bachelor's in mechanical engineering. And
holds diploma in Business Management from Marathwada
University, Chh. Sambhajinagar. He is also Director of
Marathwada Environmental Care Cluster and Chairperson of
the Institute Management Commitee. During June 2007-
May 2009, he was awarded as the best coordinator Award
for excellence implementation of ACT advance cluster
program towards” LEAN”. He has experience in the auto-
component sector.

Our Vision
To Develop World Class Manufacturing Facilities and be the Enabler of Change.

Our Mission
Profit Through Quality

Company Policy
To Supply the Best Quality Products at the most Competitive Price at the Right Time.

Company’s Philosophy
Believe in “Let us Grow Together”

Our Aim
One Stop Shop for all fabrication needs

Awards and Recognition

Super Platinum Quality Award
Excellent in the TPM
Gold Certificate of Merit
Best Debut Team Award
Super Platinum Award by Bajaj
BAL TPM Excellence Award
 Research Methodology

The study is descriptive in nature. As the study was limited only to Metalman Auto
Pvt Ltd. The study was completed by primary as well as secondary research method.
Primary data was collected by Questionnaire and Interview with HR managers,
department head, and few employees and Secondary data from Websites. I took a
sample size of 30 Employees from various departments including Production,
Human Resource, Maintenance, Quality to complete this study in Metalman Auto.
And used Convenience Sampling method to get the study done.
1.1 Job Analysis
Job Analysis is one of the most important activities of human resource management and
can perform multi-functions. A job analysis consists of gathering, documenting, and
analyzing information about a job’s duties, responsibilities, necessary skills, outcomes,
and work environment. It is a systematic process of identifying and determining the
responsibilities, requirements, and nature of a job in detail. It involves breaking the job
into smaller units, collecting data on each unit, and then analyzing the data to determine
to establish the skills and competencies the role requires. Job analysis is essential for
creating accurate job descriptions and job specifications, which are foundational for
various HR function such as recruitment, training, performance evaluation, and
compensation.

Job analysis is an important step in ensuring that the right candidate is selected. Job
analysis provides the foundation for designing and implementing performance
management systems, including performance appraisals and goal setting. Job analysis
helps the employer in recruitment and selection, performance management, choosing
compensation benefit, etc. It helps employer what they should have to perform.

Job analysis is a critical tool for HR managers as it helps them in decision making. By
providing a detailed understanding of the nature of jobs in an organization, job analysis
enables managers to align HR practice and policies with the strategic goals of the
organization, leading to improved performance, productivity, and employee satisfaction.

According to Edwin B. Flippo – “Job analysis is the process of studying and collecting
information relating to the operations and responsibilities of a specific job. The
immediate products of this analysis are job descriptions and job specifications.”

Further, David A. De Cenzo and Stephen P. Robbins has defined “job analysis is a
systematic exploration of the activities within a job. It is a basic technical procedure,
one that is used to define the duties, responsibilities and accountabilities of a job.”

According to Dale Yoder, “Job Analysis is the procedure by which the fact with respect
to each job are systematically, discovered and noted. It is also called as ‘Job Study’
suggesting the care with which task, processes, responsibilities and personnel
requirements are investigated”.
1.2. Objectives of Job Analysis

• Work Simplification: Job analysis provides the information related to job and this
helps the employees to perform their task effectively. Work simplification means
dividing the job into small parts i.e. different operations in a product line or
process which can improve the production or job performance.
• Helps to perform HR function: Human resources functions as training and
development, recruitment, selection, performance appraisal, Compensation are
performed in job analysis.
• Helps in setting Standards: Standards are the minimum quality or results or
performance set to the employees to achieve the goals. It consists of Key Result
Area (KRA), Key Performance Index (KPI)

1.3. Process of Job Analysis

1. Determine the purpose of the job analysis: The first step to identify why
job analysis is being conducted, what information is needed and from
whom to take is planned.
2. Select the job which should be analyzed: Not all jobs are done with the job
analysis at the same time. It is done as per the critical roles and knowledge
from managers, it is decided.
3. Collect data related to job: Collect data related to the Job as tasks, duties,
responsibilities, skills, and working conditions by questionnaire,
observation, interviews, or other methods.
4. Analys the Job data: After collection of the data, the data should be
analyzed so that we get to know the required skill, knowledge, abilities,
job duties, responsibilities to perform the job.
5. Use Job analysis Software: This software is used to organize and analyze
the data. Here by the help of software, Job description and job specification
is prepared and helps in analyze the data collected.
6. Verify and Review Job Analysis Information: Should verify the collected
data (Job description and Specification) with subject matter expert (SME)
or Supervisors.
7. Maintain and update Job Information: The Job analysis information should
be regularly reviewed and updated so that it will be accurate and relevant.
1.4. Purpose of Job Analysis

i. Job Evaluation: The information provided by the job analysis helps in job
evaluation i.e. to determine the relative work of the job for fixing compensation.
ii. Training and Development: Job Analysis helps in identifying the skill,
knowledge gaps of employee. It helps designing an effective training program if
required.
iii. Performance Appraisal: Employees could be correctly evaluated with the help of
Job Analysis. Can set performance standards aligned with job duties.
iv. Recruitment and Selection: with the help of Job Analysis, we can identify the
qualifications, skills and experience which is required for the job. This ensures
Right person is hired for right job.
v. Job Design and Redesign: Helps in improving the job structure, process of work,
and can increase employee satisfaction.
vi. Health and Safety: Through Job analysis we could identify the hazards associated
with specific Jobs. And can help in designing safety measures and implement
training programs.
vii. Reduce Frustration: Employees can identify their roles, responsibilities, which
reduced the frustration created at the beginning thing high expectation.
viii. Labour relation: The information is helpful in resolving any issues if there.
ix. Manpower planning: It provides information for forecasting the manpower
requirement in terms of skills and expertise and in planning of transfers and
promotion.

1.5. Method of Job Analysis

i. Observation: Here Analysts observe the employees while performing their job.
ii. Interview Method: In this method Employees, supervisors are being Interviewed
Directly. It may be structured Interview, and Unstructured Interview.
iii. Questionnaires and Surveys: Questions relating to roles and responsibilities are
being asked. May be written or Oral.
iv. Expert Panels: Subject matter experts collectively identify key job elements,
skills, and qualifications
v. Critical Incident Technique: Analysts collect specific examples of effective and
ineffective job performance.

1.6. Components of Job Analysis

i. Job Title: The title of the job, which provides a brief description of the position.
ii. Job Summary: A brief overview of the purpose and objective of the job, which
includes the main duties and responsibilities of the job.
iii. Essential Job Functions: A detailed list of the duties and responsibilities of the
job, including the frequency and importance of each task is mentioned.
iv. Knowledge and Skills Required: A description of the knowledge, skills, and
abilities (KSAs) required to perform the job, which consists educational
requirements, work experience, specific technical skills, and personal attributes.
v. Physical Demands: A description of the physical requirements of the job, such as
standing, sitting, lifting, and bending.
vi. Working Conditions: A description of the work environment, including the
working hours, safety considerations, and any other relevant information.

Importance of Job Analysis

There are several reasons why job analysis is important. It helps in effective
utilization of available human recourses in the Organization.

1.7. Components of Job Analysis

Job Analysis is a primary tool to collect job related data. Job Description and Job
Specification are two integral parts of Job Analysis. It helps in assigning right person at
right job. This helps both the employee and the employer what exactly they needs to be
done.

I. Job Description:
Job description is a written document that outlines the key responsibilities, duties, and
requirements of a specific job. It provides a clear understanding of the job’s role and
expectations, helping employees and managers understand what is required to perform
the job effectively.

Job Descriptions includes the Job Title, duties, skills required, any preferred
qualification required if. A well-prepared Job description attracts the right candidate.
Regularly updating job descriptions ensures they align with evolving job
responsibilities and industry standards.

Key elements of Job Description

a) Job Title
Job Title specifies the official title of the job position. A job title is the position
you hold in an organization. It is the types of tasks you perform in your
company. It also indicates your level of seniority within the organization.

b) Job Summary
Job Summary consist of brief overview of the job’s overall purpose and scope.
Job summary provides basic information about the nature of the job, a brief
description of the job duties and responsibilities.

c) Duties and Responsibilities

Duties and Responsibilities outlines the specific tasks and responsibilities
associated with the role. Duties are the specific tasks or activities required in a
job. They are often repetitive, measurable, and part of the daily workflow.
Responsibilities are broader obligations that involve accountability, decision-
making, and managing various aspects of a role.

d) Required Qualifications
Specifies the minimum skills, experience, and education necessary to perform
the job effectively. Required qualification means a qualification that is critical
 to the ability of an individual to perform the duties of a position, and will take
the form of a license, certification, or education completed by the candidate.

e) Preferred Qualifications: Preferred qualifications are the additional skills,

experience, or education that are desirable for a candidate but not necessarily
required for the role. This consist of other attributes that would be
advantageous for a candidate. These preferences can include things like
specific software proficiency, industry knowledge, or additional certifications.
f) Reporting relationship: It indicates who the employee reports to and who
reports to them. This helps in understanding the formal hierarchy and structure
within the organization, this makes easy in understanding who will report to
whom. It defines the line of authority and who has the power in decision-
making related to the role.

Guideline for a good Job Description

A good Job Description should be up to date and should be able to understand easily.
Describe the duties and responsibilities. Should ensure if a new employee reads the job
description, he should be able to understand.

II. Job Specification:

Job Specification consists of List of qualifications, specific skills and abilities

required to perform the job. Job specification can help hiring managers decide which
qualities and requirements are most important in a candidate. When reading these job
specifications, a candidate can decide whether they have the right experience, education
and characteristics to apply for a specific job. Learning the details and components of
job specifications can help you create effective ones to hire the best talent for your
company. In this article, we discuss what a job specification is, why it is important, what
elements are in a job specification and give examples of each.

Key elements of Job Specification

 a) Required Skills:
• Technical Skills: Proficiency in specific software, tools, or technologies.
• Soft Skills: Communication, teamwork, problem-solving, and other interpersonal
skills.
b) Educational qualification: Minimum qualification required for the role as high
school, bachelor's degree, Or specialization if any.
c) Abilities: Physical abilities as standing, lifting, And Mental abilities like decision
making skill, analytical skill.
d) Certifications: Any mandatory certificates if necessary.
e) Work Environment requirements: Willingness to work in specific conditions as
shift duty, adaptability.

III. Job Evaluation

Job evaluation is the process of determining the worth of the job. Job
evaluation is a systematic process of assessing the value of jobs in an organization
to determine the worth of individual jobs and the compensation to be paid to
employees who hold those jobs. The purpose of job evaluation is to ensure that
employees are paid fairly for their contribution in the organization. Job evaluation
can be used to define pay grades for jobs, to determine the salary of a new
employee, to award salary increases, and to determine the amount of a bonus to
be given.

Methods of Job Evaluation

a) Job Ranking
In this method role are ranked each in a hierarchy based on the value they
bring to the company or how difficult the role's duties are. Job ranking is a good
job evaluation method for smaller companies as it is simple. It is also a good
method for reducing positions as you can pair similar roles together when ranking
them and choose to keep the one that has the biggest impact on the company.

b) Job classification
 The job classification method requires to develop a grading system or
classification method to help sort roles. For example, could create the following
four categories: executives, skilled workers, semiskilled workers, and unskilled
workers. Then, sort each role into a category, helping you determine the salary
for each position in that category. This method is also subjective, and it can be
hard to fit every unique role into a category.

c) Factor comparison

In factor comparison method there consist combination of the job ranking and
point factor methods. Start by ranking each job based on certain factors, such as
the number of skills each role requires, or the knowledge candidates need to have.
Then, assign these factors points. The total number of points each role has
determines the job's ranking.

d) Point factor

In this method, you evaluate jobs by assigning each role points and then rank
them. Start by developing a detailed point system. For example, every skill a
position requires could be a point, or each job responsibility could be a point.
Once you have your point system, you can go through each role and assign it a
total number of points. Then, rank the jobs from the highest number of points to
the lowest to help you determine their salaries.

IV. Job Design

Job design is a process that companies use to create a new job or add duties to
an existing job. This allows a company to more easily reach its goals by having
more employees perform more tasks within the organization. Job design may
involve developing a new position or simply adjusting the set of tasks that a
current position encompasses.

1.8. Influence of Job Analysis on Organizations performance

 Job Analysis plays a major role in Organization. As with the help of Job Analysis
right persons are assigned to right job. This provides knowledge on various roles within
the organization, which helps in decision making across multiple function. Job Analysis
is an Important tool that helps the Human Resource Function.
Organizations which conduct Job Analysis regularly, has better knowledge of their
employees, and can improve the tasks if the roles and responsibilities are not performed
well. The accurate information regarding the Duties and Responsibilities of the
employees mention in the Job Analysis helps in having clear idea on the job role, this
motivates employees to achieve the tasks assigned to them which results in
Organizational growth.

Job Analysis helps in: -

❖ Recruitment and Selection
❖ Performance Appraisal
❖ Training and Development
❖ Compensation and Benifit
❖ Job Design and Restructuring
❖ Legal Compliance
❖ Career Development

Job Analysis provides a foundation for almost every Human Resource function. It is
used for hiring to providing compensation. It helps HR professionals to take fair
decision which benefits both employees and employers.

CHAPTER 2
REVIEW OF LITERATURE
2.1 Research Paper 1
Research Paper Name: - Impact of Job Analysis on Organizational Performance: An
enquiry on Indian Public Sector Enterprise.
Author Name: - BK Suthar, T Latha Chakravarthi, Dr. Shamyal Pradhan
Introduction
Job Analysis helps in finding the limitation of the employees and motivates the
employees and thus results in Job satisfaction. Bharath Sanchar Nigam Limited (BSNL)
faces the problem on managing its human power and not occupying delightful
performance from the last three consequent years. This paper aims to examine the
relationship between organizational performance and employee Job analysis in context
to Bharath Sanchar Nigam Limited (BSNL) Vadodara Telecom District, Gujarat. The
survey Questionnaire was distributed to the employees of Bharath Sanchar Nigam
Limited Vadodara, through email and in person by 417 out of 1361 sample size. The
study is Quantitative research approach, and the collected data are analyzed by scale
reliability for questionnaire scaling validity, descriptive statistic, measurement of items
correlation, regression analysis and other applicable tests to know how job Analysis is
related with organizational performance. IBMSPSS.20 is employed as a statistical tool
for data analysis. The collected data helps understand that organizational performance
of employees and the job analysis are positively related with each other.
Conclusion
We could understand that organizational performance, job design, job description,
organizational policies and practices, job specification and job evaluation focus on
characters of Organizational performance and analysis. We could understand there is a
strong impact of job analysis on several measures of performance suggests that job
analysis is an important factor of Human Resource activities and strategic management
practice to gain competitive advantage.

2.2 Research Paper 2

Research Paper Name: -Job analysis: a strategic human resource management practice.
Author Name: - C.M. Siddique.
Introduction
This study examined the impact of job analysis on Organizational performance among
148 companies based in United Arab Emirates (UAE), a Gulf- region Country. Job
analysis is source of information about job and job holders that Human Resource
professionals use to develop such important document as Job Description, Job
Specification and performance standards.
Companies that regularly conduct job analysis has a better knowledge of their
employee's strength and limitation and can take timely corrective action to improve the
deficiencies in their skills and job improve the deficiencies in their skills and job
behavior whenever needed. A detailed note on roles and responsibilities through job
analysis and the person who is at every level of Organizational hierarchy, job analysis
is important. This reduces overlap/ wastage of company resources. A good job analysis
also contributes the organizational performance by promoting positive job attitude and
work commitment. Regular practice of job analysis thus serves as an invaluable source
of feedback for employees and their supervisors. Human resource managers can use this
feedback to develop useful programs as job enrichment to achieve the match between
job demand and employee skills and abilities
Conclusion
We could understand there is a link between Job Analysis and organizational
performance. The impact of Job Analysis helps in competitive advantage. The study
also highlights the possible contribution of Human Resource Information System
(HRIS), Human Resource Involvement and competency focused job analysis
approaches to organizational performance. Companies which give importance and work
on Job Analysis helps in better strategic decision and corporate planning activities.
2.3. Research Paper 3
Research Paper Name: - Job Analysis in Organizations: Transition from traditional to
strategic
Author Name: - Shoeb Ahmad, Saad Alqaarni
Introduction
The aim of the study is to highlight essential elements of Job Analysis techniques,
discusses the innovative approaches, and the strategies adopted by organizations to
improve the job analysis procedure. The research methodology is primarily based on
secondary data. For this, extant literature related to the topic from different databases,
websites and other available sources was gathered. A logical orderly review of the
accumulated literature was completed. The study intends to provide managers with a
detail framework of Job analysis practice in organization enfolding both the traditional
and modern methods and suggesting provable ways to implement them.
Conclusion
The finding from the research is that there is a need of well-established job analysis
framework with all the elements needed to help human recourse personal update about
the change in the work force concerns around them make good decision using job data
and can communicate effectively in all department of the organization.

2.4. Research Paper 4

Research Paper Name: -
Author Name: -
Introduction

Research Methodology

Research Design
The study is done in descriptive design, as it aims to gather detailed information on how
Job analysis is effective at Metalman Auto Pvt Ltd.
Data Collection Method
Primary Data: The study on effectiveness of Job analysis was done by preparing
Questionnaires and distributed it with employees and Managers of different department.
Also had personal interviews with managers and Employees.
Secondary Data: Secondary data has been collected from previous reports, internet-
based research.
Sampling Design
Sampling Technique: Convenience Sampling technique was used as there was not much
time and unavailability of respondents.
Sample Size: there where 30 respondents in total who has answered to questionnaire.
Sampling Area: The study was done from the employees and the managers of
Metalman Auto Pvt Ltd.
Tools used for data collection
A structured questionnaire was prepared for data collection, with different scales on it.
Data was also collected by Interviewing various employees and Managers. And by
Observation method.
Data Analysis Technique