You are on page 1of 48

SUMMER INTERNSHIP

On

GROWTH AVENUES AT TEAM COMPUTERS-

JOB PROFILING AND DESCRIPTION CREATION

By

Soumya Sharma
A0102317048

MBA Class of 2019

Under the Supervision of

Dr. Puja Sareen


Associate Professor
Department of Human Resource

In Partial Fulfilment of the Requirements for the Degree of


Master of Business Administration – Human Resource
At

AMITY BUSINESS SCHOOL


AMITY UNIVERSITY UTTAR PRADESH
SECTOR 125, NOIDA - 201303, UTTAR PRADESH, INDIA
DECLARATION

GROWTH AVENUES AT TEAM COMPUTERS-JOB PROFILING AND

DESCRIPTION CREATION

I declare

(a) That the work presented for assessment in this summer internship Report is my

own, that it has not previously been presented for another assessment and that my

debts (for words, data, arguments and ideas) have been appropriately acknowledged.

(b) That the work conforms to the guidelines for presentation and style set out in the

relevant documentation.

(c) The Plagiarism in the report is ___________ % ( permissible limit is 15 % )

Date: ……………

Soumya Sharma

A0102317048

MBA-HR(2017-19)

ii
FACULTY GUIDE CERTIFICATE

This is to certify that Soumya Sharma student of Masters of Business Administration-


HR at Amity Business School, Amity University, Uttar Pradesh has completed the
summer internship report on Growth of Avenues at Team Computers- Job Profiling
and Description Creation, under my guidance

The report has been checked for plagiarism and is within limits of acceptance.

Dr. Puja Sareen

Associate Professor

Amity Business School

iii
Industry Guide Certificate

iv
ACKNOWLEDGEMENT

The accomplishment of this report is the outcome of contribution of various people,


especially those who had given their time in order to share their thoughts, views and
suggestions to enhance this report. Primarily, I would like to express my gratitude to
the Almighty for giving me patience, strength and composure to finish my report
within the given time frame.

Secondly, I would like to thank my Faculty Guide Dr. Puja Sarin, for all the guidance
and support in completion of this report.

I would like to appreciate her efforts in giving me proper direction in every aspect.

Thirdly, I would like to thank my Industry Guide Ms. Sakshi Mehta, Customer
Experience Officer-Learning & Organizational Development, Ms. Srishti Goel(Executive
L&OD, Mr. Durgesh Singh(Human Capital)for their guidance and efforts , all throughout
the internship and also for sharing their knowledge towards the completion of this
report.
Finally, I would sincerely like to thank my family and friends for supporting me,
sharing their views, ideas and for their moral support towards completion of this
report.

v
Table of Contents

Sl No. TOPIC Page No.


A Declaration ii

B Faculty Guide Certificate iii

C Internship Certificate iv

D Acknowledgement v

E Abstract viii

1 Introduction 9-11

2 Objectives and limitations 12-13

3 Literature Review 14-16

4 Research Methodology 17-18

5 Data Analysis 19-29

6 Findings and Suggestions 30-38

7 Conclusions 39-40

F REFERENCES 41

G ANNEXURES 42-43

vi
List of diagrams and figures

SI No. TOPIC Page No.

1 Job Description Creation 35


Process

vii
ABSTRACT
GROWTH AVENUES AT TEAM COMPUTERS-JOB PROFILING
AND DESCRIPTION CREATION

Student Name : Soumya Sharma

Project Functional Area : HR

Faculty Guide : Dr. Puja Sareen

Industry Guide : Ms. Sakshi Mehta

Designation : Customer Experience Officer

Company Name : Team Computers

Summary : Growth avenues is an internal role and responsibility evaluation criterion


within several business units in an organization, through which an organization can
set a specific career growth path for an individual. It creates an opportunity path for
the employees. A job profile describes about the determination of job position and
compensation. It provides general information about a specific position. A job
description is a statement which contains the working conditions, purpose, duties &
responsibilities of a job along with the information about the employee’s Immediate
Reporting Authority. JD helps to recruit right person for the right job. It consist of the
KSA’s and KPI’s , roles & responsibilities which helps employees find the right job
according to the capabilities.

Keywords: Growth Avenues, Job Profiling, Job Description, KSA(Knowledge Skill


Abilities),KPI(Key Performance Indicator.

viii
CHAPTER-I

INTRODUCTION
Company’s background

Team Computers bridges the gap between business requirements and IT solutions.

Mr. Ranjan Chopra, an alumnus of IIT-Kanpur founded Team Computers in 1987,


Team Computers has come up as a leading IT Infrastructure and Information Solution
Provider since past twenty years.

Company is into IT solutions and also into System Integration Program and the
Company has 850 crores as a turnover, has around 13 Regional Offices in Mumbai,
Pune, Jaipur, Bengaluru, Hyderabad, Gurugram, Ahmedabad, Chennai, Kolkata,
Noida, Dehradun. Team Computers Headquarters is in Delhi and has overall 1000+
customers, 1800+ employees, &250+ support locations.

Team Computers’ Vision


Creating a place where people come up with their innovative ideas and pursue such
innovative ideas with zeal in order to implement them. Creating a place where
individuals are able to handle and manage oncoming successes and failures in their
path of progression. To create a place where people challenge their own limitations
and broaden their horizons.
Team Computers’ Mission
To provide opportunity for inspiring excellence, growth, value people and serve
clients with pride and to create a platform to Think, to Play, to Dream, and to Fly.
Team Computers Functions:

 Construct / improve IT Infrastructure


 Computing and Mobility

9
 Networking
 Automation and Security
 Cloud Solutions
 Data Centre Solutions

1.1Context of the Study


Growth Avenue is an internal role and responsibility evaluation criterion within
several business units in an organization, through which an organization can set a
specific career growth path for an individual. Growth Avenue is a managerial
activity which informs the employee about necessary skills and qualities required
for promotion. An employee with specific skill-set can easily advance from
his/her current position. Growth Avenue helps the employees’ to enhance their
competencies, as it aids the employees’ to get informed about the skill- set
necessary for promotion.
A job profile describes about the determination of job position and compensation. It
provides general information about a specific position. An employer who creates new
position generally composes a job profile initially, during the formation of the job
description. A hiring manager has to handover the job profile to his HR department,
which then helps the recruiter to know the in-depth explanation of the required
position. The detailed explanation of the position is known as the job description. The
job profile is primarily for any internal purposes. HR Executives keep a catalog of job
profiles, to quickly craft a detailed job description as and when required.

A job description is a statement which contains the working conditions, purpose,


duties & responsibilities of a job along with the information about the employee’s
Immediate Reporting Authority.It serves as a guide for recruiting, staff planning,
coaching, finance department, performance appraisal &legal compliance. It allows a
company to express their labor needs in detail. The job description provides a
comprehensive detail of the background of the work, skills, experience required,
academic qualification, responsibilities and duties required for the position.

A company should have a proper job description so that a suitable and potential
employee is hired for a particular job position which otherwise would be detrimental
for the company as well as the employee who won’t able to cope up with the
responsibilities of a particular job position and benefit from company’s growth
avenue.

At Team Computers, the learning was about company’s growth avenues, job profiling
and job description creation. Job profiling is utilized to build up a working status of
each job in an organization, helps to decide the appropriate pay for each position,
provide the additional information needed for effective talent and performance.
Thereafter, job profiling helps Companies to analyze the right candidate to play out
the right obligations for achieving Company’s objectives.

10
1.2 Job Profiling at Team Computers

Step 1 : Review
The company’s present workforce and job responsibilities, human resource
departmant evaluates the salary structure of an employee. Job analysis in relation with
the day to day job performance of the employees’ is done. Meetings are conducted
with the workers, administrators and supervisors to get a realistic job preview. A work
process graph is made to outline organization’s capacities and to know how every
employee’s job connects or adds to the whole framework. Amidst such procedure, the
Company refreshes their present state of employment details to compare with the real
work output.

Step 2 : Responsibility Allocation


One of the primary reasons to lead job profiling process is to audit the compensation
that Company pays to workers to ensure that their assets are being utilized optimally.
The Company surveys the job descriptions and places them in connection to each
other; Company ought to search for the necessary capabilities that drive their essentiaI
business and characterize the aptitudes and skills required by candidates to effectiveIy
fill those positions. Following such procedure company can find about the mismatch
between the workforce and the responsibilities.

Step 3 : Comparison
The comparison of the compensation and the duties of each departments’ profile
within the organization is done to ensure that every worker is paid accordingly.
Comparing helps to find out the loopholes and scope of improvement.The motivation
behind the profiling procedure is to ensure that the ideal individuals are in the correct
alignment with the Organization’s goal.

Step 4: Establishment of New Models


After comparing the Job Profile and the improvements that the company requires, the
new models for the job Profile is created so that the clarity of duties & responsibilities
is maintained.

Step 5: Aproach

Approach starts with checking a particular job and gathering suitable job execution
information. The managers give their opinions on how a position is to be performed,
aptitudes, capabilities and the execution along with the capabilities required to finish
the job. This information can be gathered by meetings, job descriptions, approval
surveys and the utilization of appraisals. Project Management Professionals (PMP)
audits the information or job explanation with senior administration to decide on the
way, the job ought to be performed to meet the guaranteed achievement.

11
CHAPTER 2
OBJECTIVES AND LIMITATIONS OF THE STUDY

12
OBJECTIVES OF THE STUDY

 To study the need and importance of “Growth avenues, job profiling and
description creation”.
 To study that employee has a clarity regarding growth avenues, job profiling
and Job description in the organization.
 To analyze and give suggestions for the better Growth avenues structure, and
how Job profiling and description creation is done in the company.
LIMITATIONS OF THE STUDY
As the research study talks only about the Growth avenues, job profiling and
description creation of HR but the overall organization’s job profiling could not be
determined because of the vastness of the company. In spite of giving sincere efforts
there are several limitations, which are as follows:

 The period of study is only for about 8 weeks, which is a major constraint.
 The perception or attitude of the respondents may also act as barrier to the
research.
 The employees were biased and unwilling to give out sensitive information.

13
CHAPTER 3

LITERATURE REVIEW

14
Literature Review
Job description works as an important tool in an Organization to place the right kind
of people with the right job and at the right place. The essence of a job description is
to clarify the reason, obligations and duties of a predefined job. Job descriptions are
likewise utilized as a part of different HR forms like recruitment, selection,
onboarding, execution, evaluation, succession planning and remuneration. Although
the structures and the layouts fluctuate according to the unavoidable changes, yet it is
essential to have a specific strategy that gives consistency as a premise to job
descriptions in the company. The concentration is moving towards displaying
capabilities and skill-set which are expected from the employees’ to perform in the
justified manner in relation to the competency-based job description. Competency
implies knowledge, learning, abilities, skill set and individuaI capabilitiess that a
candidate must have and utiIizes as a part of various undertakings.

(Gomes et al., 2010) explained about how job descriptions are framed, what they are
utilized for and how skills and competency-based job descriptions can be utilized as a
part of a company. It incorporates cases of companies those are utilizing skills in their
HR Department. The study gives the data about how to set up a competency-based job
description program and the advantages of utilizing abilities in a company.

(Graber, 2006) the author analyze from this study that Job Profiles are the base of
Talent and Performance Management (TPM). Job profiles provide the information
needed to evaluate the individual skill levels of employees or candidates and identifies
critical skill gaps. Job profiles helps in high quality training needs analysis, career
development programs, succession planning, and performance planning and review.
Job profiles are also an excellent mechanism for defining future talent needs and for
proactively developing the workforce

(Gardy et al., 2010) This study informs about the Job configuration, that it is the way to
bring out undertakings that are required to play out in a job. In a situation where
employees’ performance is to be improved and profoundly determined, job expansion
and job turn can be great approaches to make variety in the obIigations. Job
enhancement endeavors must be done to enhance employee’s inspiration by putting
relevant information relating to work, with the predetermined goals.

(Bratton, Gold, 2007) explained that the reason for job investigation is to recognize the
distinctions and similarities between various jobs & achieve information and
necessities on jobs in the company. Job examination is the way towards gathering data
about the substance of a particular job. Job examination is an essential for setting up a
job description and job assessment. It ought to incorporate data about the nature and
reason for the job; undertakings incIuded, expected resuIts and position in the
hierarchical progressive system. The study talks about what qualities should
candidates hold.Job investigation comprises of gathering information and appIying it
by getting organized job descriptions, job detaiI and job norms.

(Kennedy, 1987; Bratton, GoId, 2007; Pavur, 2010; Gupta, 2011,) The summary of this
research is a comprehensive explanation of the Job Description that clarifies the
reason, obligations and duties of a predetermined job. It is readied in view of a job
investigation for internal use in the company and the external use to attract potential
candidates outside of the company. Job descriptions can be utiIized as a guide for

15
recruitment, selection and orientation. A job description guarantees viabIe execution
and gives a relevant reference point to the employees

(Caldwell et al., 1990) The author analyze from this study that the profile-comparison
process, “a Q-sort-based technique” provides a similar evaluation of job requirements
and individual competencies were used to assess employee–job fit in a various
number of jobs and organizations. The results showed that the overall employee–job
fit is totally related to a number of outcomes, including job performance and
satisfaction

16
CHAPTER-4
RESEARCH METHODLOGY

17
METHODOLOGY OF THE STUDY
After identification of the objective of the study, the next step is to determine the
source of the data collection. The interesting aspect of the study is to achieve data
effectively through the information which consists of two types of data.

Data collections:
a) Primary data:
1. Questionnaire: A structure of questionnaire was prepared and distributed
among the employees & workers.
2. Interview: Personal interviews and interaction with the employees and
contractor labor.
.b) Secondary data:

The secondary data was collected through various websites, books, journals and the
company's annual report.

STATISTICAL TOOLS USED:


PERCENTAGE METHOD:
For a percentage report and pie chart, one can arrange the different values in
ascending or descending order, or can order the categories by the percentage.
PERCENTAGE OF RESPONDENTS= no. of respondents\total no. of
respondents*100
Sample Size: 50
Sampling Technique: Convenience Sampling

18
CHAPTER-5
DATA ANALYSIS

19
Q1 Do you know the basic difference between job profiling and Job description?

YES 35
NO 10
MAYBE 5

Table 6.1

pie chart 6 1

20
Q2 Do you know the advantages that job profiIing has?

Yes 35

NO 10

Maybe 5

Pie chart 6.2

21
Q3 Does job Description helps to understand the job roles and responsibilities effectively?

Agree 30

Disagree 15

Neither Agree Nor Disagree 5

Piechart6.3

22
Q4 Is E-Job profiIing effective?

Yes 35

No 10

Maybe 5

Pie chart 4

23
Q5 Does job profiIing heIps to organize various Jobs in Team
Computers and suggest and mention the equivaIent pay amount for
each job?

Yes 35

NO 10

MAYBE 5

Table 6.5

Pie chart 5

24
Q6 Do you understand the Growth avenues of the company?
Yes 30
No 15
Maybe 5
Table 6.6

Pie chart6

25
Q7 Do you think that movement from one group band to another is
essential in growth avenues?
Yes 35
No 10
Maybe 5
Table 6.7

Pie chart 7

26
Q8 Can company excel and gain competitive advantage by organizing job
profiles and job description?
Yes 30
NO 15
Maybe 5
Table 6.8

Pie chart 8

27
Q9 Do you feel that company can grow by taking into consideration proper job
description techniques and job profiling methods?

 Agree 70%
 Disagree 20%
 Neither Agree nor Disagree 10%

Table 6.9

agree(70%)

disagree(20%)

Neither agree
nor
disagree(10%)

Pie chart 9

28
Q10 Do growth avenues help in analyzing the performance of the company?

Yes 35

NO 10

Maybe 5
Table 6.10

Pie Chart 10

29
CHAPTER 6
FINDINGS AND SUGGESTIONS

30
Findings
 It can be observed that 60% of the EmpIoyees understands the growth avenues

 During the survey EmpIoyees, 60% of them agreed that job description heIps
to understand the job roles and responsibilities effectiveIy whereas 30 %
disagreed to this.

 It can be observed that 70% of the EmpIoyees think that E-Job ProfiIing is
Effective

 70% of the respondants said yes to job profiling helps to organize various
Jobs in Team Computers and suggest and mention the equivalent pay amount
for each job

 It can be observed that 70% of the EmpIoyees think that movement from one
group band to another is essential in growth avenues

 It can be observed that 60% of the Employees’ think that the company can
excel and gain competitive advantage by organizing job profiles and job
description

 It can be observed that 70% of the Employees’ feel that the company can grow
by taking into consideration proper job description techniques and job
profiling methods

 It can be observed that 70% of the Employees’ think that growth avenues help
in analyzing the performance of the company

Observational learning’s
Growth Avenues in Team for employees’ growth opportunity
For the employee’s career path, particular band structure of the company has been
formed from Trainee level to General Manager Level which encompasses different
skills required, achievements required and minimum experience required. The details
regarding the growth avenues have been mentioned below to inform about, how an
employee can achieve growth opportunity in their career.
Here E1 to E3 level is execution level, M1 to M3 is management level and G1 to G4
is policy & strategy/GM level.

Standard Rating Scale in Team computers

Rating scale Rating Definition Scoring Range


P5 Far Exceeds Expectations(FEE) 9to10
P4 Exceeds Expectations(EE) 7to8.9
P3 Meets Expectations(ME) 5 to6.9
P2 Below Expectations(BE) 4 to 4.9
P1 Far Below Expectations(FBE) Less than 4

31
4.2) Movement within Group band

From E1 to E2 BAND

 Minimum 2 years of relevant experience


 Minimum 2 years tenure in the same band
 Consistent performance
 An employee with the performance rating of P5, is eligible for promotion in 2
years
 An employee with the performance rating of P4, is eligible for promotion in 3
years
 An employee with the performance rating of P3, is eligible for promotion in 4
years
 Customer orientation/ handling Skill
 Functional skill/knowledge
 Additional responsibility
 Beyond scope of responsibility

From E2 TO E3/MO BAND

 Minimum 4 years of relevant experience.


 Consistent performance:
 An employee with the performance rating of P5, is eligible for promotion in 2
years
 An employee with the performance rating of P4, is eligible for promotion in 3
years
 An employee with the performance rating of P3, is eligible for promotion in 4
years

 Customer orientation Skill


 Functional skill
 Team handling skill/specialist

4.3) Movement from one group band to next group band

From E3/MO to M1 BAND

 Business needs
 Leadership skill
 Capability to visualize, plan, implement, Co-ordinate &
 Monitor the operations of a department/function
 Minimum 7 years of relevant experience
 Consistent performance:
 An employee with the performance rating of P5, is eligible for
promotion in 2 years

32
 An employee with the performance rating of P4, is eligible for
promotion in 3 years
 An employee with the performance rating of P3, is eligible for
promotion in 4 years

 Customer orientation skill is needed


 Functional skill

From M1 to M2 BAND

 Business needs
 Leadership qualities
 Capability to visualize, plan, implement, Co-ordinate &
 Monitor the operations of a department/function
 1 core competencies, Minimum .1 additional functional experience
 Minimum 9 years of relevant experience
 Consistent performance:
 An employee with the performance rating of P5, is eligible for
promotion in 2 years
 An employee with the performance rating of P4, is eligible for
promotion in 3 years
 An employee with the performance rating of P3, is eligible for
promotion in 4 years
 Customer orientation/interface skill

From M2 to M3 BAND

 Business needs
 Leadership qualities
 Capability to visualize, plan& guide business expansion avenues & strategies
 1 core competencies, Minimum .1 additional functional experience
 Minimum 11 years of relevant experience
 Consistent performance:
 An employee with the performance rating of P5, is eligible for promotion in 2
years
 An employee with the performance rating of P4, is eligible for promotion in 3
years
 An employee with the performance rating of P3, is eligible for promotion in 4

33
Band Structure

Management band Band Relevant Experience Range


Policy & Strategy/GM G4 21 to 26

G3 18 to 23

G2 16 to 21

G1 14 to 19

Implementation/Management M3 11 to 16

M2 9 to 14

M1 7 to 12

M0 5 to 10

Contribution/ Execution E3 4 to 9

E2 2 to 7

E1 0.5 to 5

L2 2 to 4

L1 0.5 to 2

Trainee T1 0 to 0.5

(Source: Company Annual Report)

Process to create Job Description


1) Gathering information

(a)First step in gathering information is to decide, who will design the template:

Organizations use their human resources or personnel departments to design


their job description templates. In some cases, a department, a manager, or
another individual can be responsibIe for creating one. In any case, it is made
sure that the creator of the template knows about organization’s needs.

34
(b) Company’s description:

Describe the description of the company/organization.

The overview of the Company must be included with all the job descriptions,
to give an idea about the workplace.

(c) Third is Job Summary.

The relevant Job Summary must be prepared.

One can use the job description template which is usually used for each
position that needs to be advertised by filling in the template with required and
necessary information, relevant to the specific position. It helps in time
management as well.

2) Creating the Template



Begin with the position title.
The job title should be specific as it helps in differentiating one position from another.

 Specification of Department

If the company or organization is divided into multiple departments, then a JD should


mention the concerned department or other unit that the particular position belongs to.

 Mention the supervisor

Mentioning or specifying the supervisor gives the clear idea to the employees about
his/her Immediate Supervisor.

 Create a job summary section.

Description about the purpose of the required position, the role and responsibilities,
within the company as a whole.
A job summary must briefly acknowledge the fundamentals of the position required.

Description of essential duties & responsibilities

This section of a JD provides the list of the duties that are associated with the position.

35

Required skills must be mentioned.
The set of skills required to perform a particular job, helps individuals to understand
the competencies those are required in the job. The KRA’S must be matched.
Ex. The skill needed for Qlick View Developer includes “Ability to use QV
Developer software”.

 List of required qualifications should be mentioned


It clarifies about who can and cannot apply for job.


Characterize the working conditions.
It is relevant to disclose working conditions for some positions. Like for those who
need to work with toxic chemicals or hazardous instruments.

 Details of the salary and benefits(Optional)


Company can describe the salary and benefits given to the employee in the Job
Description.

3) Reviewing the Template

 Distribution of a draft of the template to the managers & supervisors.

As doing this can give the feedback and one can identify the areas of improvements

 Reviewing and updating the JD template on a regular basis.


As the company changes and grows, its JD will change as well.

A periodic review of the template is required

36
Job Description Creation process

Job Description Creation


Process

Gathering Reviewing the


Creation of Template:
Information: Template:
(1)Define Position Title
(1)Decision regarding (1)Distribute Job
template design (2)Specify Departments description template,
of the company to the management
(2)Writing Company’s
Description (3) Mention the IRA (2)Regular reviewing
(Immediate Reporting and updation of Job
(3)Preparation of descriptiontemplate.
Authority)
relevant job summary
(4)Creation of job
summary section

(5)Description of Roles
and Responsibilities

(6)Mention of required
skills

(7)Mention of required
qualification

(8)Charecterize the
working conditions

Fig.1

37
Suggestions
 Job description must be reviewed periodically
 Job Profile should be clarified to the candidates beforehand
 Job description should contain all important information which clears the
doubts of the candidates
 Growth avenues must be updated periodically as it is important for the growth
opportunity of the employees
 The emplolyee should be provided with the RJP(Realistic Job Preview)

 Additional changes for growth of any employees from one band to another

 Standard Rating Scale

 1Star- Need improvement

 2 Star-Meet expectation

 3 Star- Highly valued Contribution (HVC)

 4 Star-Excellent Contribution (EC)

 5 Star- Outstanding Contribution (OS)

 Note- for 1 and 2 star rating holders company can organize


Personality Improvement Programme (PIP)

 It is suggested that there m ust be Company’s internal exam


(eg. Name- Opportunity.next) where the employee needs to
map the additional skills along with the project skills and
clear the exam with the minimal marks required for band
progression.

38
CHAPTER-7
CONCLUSION

39
Conclusion

Job profiIing and job description are both very advantageous for the company as they
specify roles and responsibilities of the employees .It brings out the overview of the
job and gives idea to the candidates and recruiters if they are fit for the job or not.

A growth avenue can create a carreer path and opportunity for the employees and
describes all the skills and duties, that an individual needs to acquire for the
promotion or progression or to move from lower level to upper level.

Company does not need somebody who can simply carry out the job today but also
can effectively work on the requirements of the organization. Acquiring individuals
with characteristics and aptitudes who can enable Company’s business to achieve its
long term goals is of prime importance.

Although growth opportunities and avenues are strategically vital for employee
retention and optimum organizational efficiency, it is not a onetime activity and must
be conducted periodically in the ever changing, cut-throat and dynamic business
environment as the goals of the company vary as per the current market conditions.

Alongside growth protocols, this study also takes into consideration the undeniable
importance of job description and profiling which is a key driver of organizational
productivity as the right people will be attracted for the right job, as the correct job
description and profiling will provide the prospective candidate with a realistic job
preview. This will also aid in the employee avoiding a “culture” shock when he/she
joins the organization.

40
REFERENCES

 Caldwell et al., (1990) “Person-job fit: Implications for individual attitudes


and performance. Organizational Behavior and Human Performance”
 Mirabile et al., (1986). “Designing and linking human resource programs.
Training and Development Journal”
 (Gomes et al., 2010) job description
 Mowrer, O. H. (1953). "Q-technique"—Description, history, and critique.
In O. H. Mowrer (Ed), Psychotherapy theory and research,New York:
Ronald.
 McCormick, E. J. (1979). “Job analysis: Methods and applications. New
York: Amacom.”
 (Graber, 2006) Job Profiling
 McClelland et al., (1982). “Leadership motive pattern and long-term
success in management. Journal of Applied Psychology”
 Lopez et al., (1981). An empirical test of a trait oriented job analysis
technique. Personnel Psychology
 Hackman et al.,(1975). “Development of the Job Diagnostic Survey.
Journal of Applied Psychology”
 Penrose, E. G(1959). “The Theory of the Growth of the Firm.177, Wiley,
New York”
 Arvey et al., (1975). “Differential dropout rates of minority and majority
job candidates due to time lags between selection procedures.”
 Galanaki, (2002) "The decision to recruit online: a descriptive study", Career
Development International,

 Atkinson, J. (1984), ``Manpower strategies for flexible organisations'',


Personnel Management

 Curran et al., (1979), ``Self selection and the small firm worker - a critique
and an alternative view'', Sociology

 Earnshaw et al., (1998), Industrial Tribunals, Workplace Disciplinary


Procedures and Employment Practice, Employment Relations Research

 Ouanaim et.al. (2010). "Dynamic user profiling approach for services


discovery in mobile environments." In Proceedings of the 6th IWC MC
Conference,ACM, New York

 Kilibarda et al., (1997), ``Random selection'', People Management

41
ANNEXURE
1) Do you know the basic difference between job profiIing and Job description?

o Yes
o NO
o Maybe

2) Do you know the advantages that job profiIing has?

o Yes
o NO
o Maybe

3) Does job Description heIps to understand the job roIes and responsibiIities
effectiveIy?

o Agree
o Disagree
o Neither Agree Nor Disagree

4) Is E-Job profiIing effective?

o Yes
o No
o Maybe

5) Does job profiIing heIps to organize various Jobs in Team Computers and suggest
and mention the equivaIent pay amount for each job?

o Yes
o NO
o Maybe

6) Do you understand the Growth avenues of the company?

o Yes
o No
o Maybe

7) Do you think that movement from one group band to another is essential in growth
avenues?
o Yes
o No
o Maybe

42
8) Can company excel and gain competitive advantage by organizing job profiles and
job description?
o Yes
o NO
o Maybe

9) Do you feel that company can grow by taking into consideration proper job
description techniques and job profiling methods?
o Agree
o Disagree
o Neither Agree nor Disagree

10) Do growth avenues help in analyzing the performance of the company?

o Yes
o NO
o Maybe

43
44
45
46
47