Chapter - 1 AND Review of Literature: Master of Business Administration

Master of Business Administration
CHAPTER – 1
INTRODUCTION
AND
REVIEW OF LITERATURE
CHAPTER.1 OVERVIEW
DC School of Management and Technology 1

INTRODUCTION
1.1 THE COMPANY - RAYSUT CEMENT CO. (S.A.O.G)

1.1.1 RCC – Vision, Mission and Values
1.1.2 Awards and Recognitions
1.1.3 Features
1.1.4 Product Range
1.1.5 Subsidiary
1.1.6 Business Conduct
1.1.7 Management Commitments
1.1.8 RCC Organogram
1.1.9 The Group System
1.1.10 The Contract System
1.1.11 Employee Categorization
1.1.12 Job Clarity and Job Analysis
1.1.13 Career in RCC
1.2 JOB ANALYSIS

1.2.1 Fundamental Job Description
1.2.2 Job Specification
1.2.3 Purpose of Job Analysis
1.2.4 Determining the type of information to be collected
1.2.5 Methods of Job Analysis
1.2.6 Potential Problems in Job Analysis
1.3 KNOWLEDGE
1.4 SKILL
1.5 BEHAVIOURAL ATTRIBUTES
CONCLUSION
CHAPTER-1

INTRODUCTION AND REVIEW OF LITERATURE
“Today's organizations operate in a rapidly changing environment. Consequently, one

of the most important assets for an organization is the ability to manage change -- and
for people to remain healthy and authentic.”
- Carter McNamara -
The scenario of the Industrial World is changing – Long ego, when the
concept of organized labour and huge production was introduced, whatever we were
producing was sold in the market. Gradually, with the advances in Science and
Technology, Information Technology, Management Sciences, etc. scenario changed
resulting in – competition in market with the emphasis on quality, Low cost
production, Speedy Delivery, Customer Care. Naturally, in today’s Industrial world
success of companies is depending not on the raw materials and infrastructures but
ideas, insights and creativity of employees working in it. Correspondingly, the
profession of Organization Development (OD) has been changing to meet the
changing needs of organizations.
Job Analysis
A job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a particular job.
As much as possible data is required to put together a job description, which is the
frequent outcome of the job analysis. Additional outcomes include recruiting plans,
position postings and advertisements, and performance development planning within
the performance management system. The more information is gathered, the easier the
actual writing of the job description will be.
The Study
Keeping above understanding into background, the researcher have decided to
conduct job analysis for different job titles in the mechanical maintenance department
of Raysut Cement Company (S.A.O.G), Salalah, Sultanate of Oman. While studying
about the company, it was realized that the plant people, are into more of technical
work, which involves wide range of job activities; so that they should be
knowledgeable and better skilled in terms of conceptual, technical and behavioral
skills. Further, among the plant based work units, since Mechanical Maintenance

Department was found to have higher number of company employees the researcher
selected Mechanical Maintenance Department as target Department and conducted the
study.
In this study based on the Job analysis of the different Job Titles in target the
department, the researcher have conducted analysis, developed the job descriptions
and specification and presented it in four chapters as follows –
Chapter 1 – Introduction and Review of Literature
Chapter 2 – Research Methodology
Chapter 3 – Data Analysis
Chapter 4 – Data Presentation
The present chapter namely, ‘Introduction and Review of Literature’ comprises of two
parts; Profile of The Company - Raysut Cement Co. and literature review pertaining
to Job Analysis, its importance, methods and various other factors related to it.

PART.1 – PROFILE OF THE COMPANY
1.1 RAYSUT CEMENT COMPANY (S.A.O.G)

Raysut Cement Company (S.A.O.G) formed in1981, started its commercial
operations in 1984.The factory with administrative building is strategically located at
Raysut industrial area in Salalah, in the southern region of Dhofar in Sultanate of
Oman. It covers an area of 275,000 sq.m of land, in Raysut industrial estate very near
to Salalah seaport.
In addition to the main plant at Raysut, there is a terminal outlet for the storage
and handling facility at Muscat, 1020 Km away from Salalah. It caters to the local
markets. Export markets of Yemen, Gulf, Srilanka, Seychelles, Mauritius, and other
East African countries are easily assessable from Salalah.
RCC distinguished itself from other cement producer in the region by the
quality, products variety, deep inventory of growth of raw materials; customer-
focused marketing; diversification across region and markets logistics. RCC’s
marketing network spread across 10 countries in the whole of Asia, Africa and Middle
East. Reflecting its aim to be a regional player, it occupies industry leader positions.
The total cement production capacity runs at 3.0 MMTPA. The business
model with diversified portfolio of high quality assets generates more stable cash
flows and greater capacity to drive growth than the traditional resource. In 2007, the
company generated turnover of US$ 163.8 million, underlying earnings before interest
and tax (EBIT) of US$ 86.8 million, and a net profit of US$ 78.3 million. By March
31, 2008, our market capitalization was US$ 1.3 billions. In 2007, Cement sales
exceeded 2.225 MMTPA, with EBITDA at US$ 96.2 million.
RCC’s objective is to create a long-term value through development and
conversion of natural resources, adopting best industry practices in all aspects of
operation and provide market-focused solutions. RCC put thrust to-
• Actively manage and build their business with high quality assets and services.
• Strive towards a high performance organization in which every individual accepts
responsibility and is rewarded for results.

• Gain mutual trust of the shareholders, employees, customers, suppliers and

communities through positive communications and consistently delivering on the
commitments.
Raysut Cement Company focuses on –
• Performance oriented approach— achieving high quality business results
and strengthening their capabilities.
• Safety and Environment — firm commitment to health, safety and
sustainable development.
• Truthfulness —doing what they say with no compromise.
• Value - win-win relationships and value addition to all parties.
• The Challenge—to deliver results even in a situation of adversity
The company is managed by Board of Directors, run by a team of professional
managers. Shareholders in company have equivalent economic and voting rights as
per norm of the country.
Among Top Omani Corporates Rank
Profit (Growth % from 2005:105.92) 5
Market Capitalization (RO 231 Million) 4
Return on Equity (29.17%) 5
Earning per share growth (71.67%) 4
1.1.1 RCC - VISION, MISSION AND VALUES

Company instead of going into complexity of words designed its vision, mission and
values in simple and understandable to all fashion which reads as follows:
• Vision Raysut
“A great world starts form us!”
• Mission Raysut
o We strive for efficiency through economies of scale, modern technology and
management.
o We create value for share holders.
o We satisfy our customers with quality products and services.
o We bare social responsibility by taking care of our employees and protecting
environment.

• Values Raysut
o Sincerity
o Dedication
o Integrity
o Innovation
1.1.2 AWARDS AND RECOGNITIONS
The awards and recognitions that the Raysut Cement Company possesses are as
follows:
• National Award for best five industries by His Majesty Sultan Qaboos Bin said for
many consecutive years.
• National Award for pollution free Industrial Environment.
• ISO 9001:2008 Quality Certification, from BM Trada, Netherlands.
• ISO 14001:2004 Environment Management Certification, from BM Trada
Netherlands.
• Accreditation of American Petroleum Institute (API) for Oil Well Cement.
• Approved product standards – British Standards (BSEN), American Standards
(ASTM), Omani Standards (OS), and Petroleum Development Oman (PDO).
1.1.3 FEATURES
The salient features of RCC may be quoted as:
• State-of-the art technology at 3 million tones of cement per annum
• First cement terminal in Oman
• 3x2400 MT capacity steel silos
• 1x5000 MT capacity steel silo
• Electronic packer and weigh bridge
• Bulk and bagged cement dispatches
• 100% Omani cement supplies
1.1. 4 PRODUCT RANGE

Following are the products of RCC:
• Ordinary Portland Cement (OPC) conforming to BS 12 & ASTM type1 and OS/7.
• Sulpahate Resistant Cement (SRC) confirming to BS 4027 & ASTM type V.

• Oil well cement class A(O) and oil well cement class G (HSR) conforming to API
10A.
• Pozzolana Oil wells Cement (POC) conforming to Petroleum Development Oman
specification.
1.1.5 SUBSIDIARY
The company has formed a new subsidiary named Raysea Navigation SA in
October 2008. The 100% subsidiary has been registered in Panama with a normal
capital of $ 10,000 (RO 3,850) with the objective of facilitating the shipping needs of
the company. The company has financed to procure the vessel by the subsidiary. The
subsidiary is still to commence its commercial operations
1.1.6 BUSINESS CONDUCT

The ethical code of conduct applies to all employees and contractors,
regardless of their specific job or location. It defines RCC’s policies, standards and
guidelines on a wide range of ethical issues, including conflict of interest, financial or
business interest etc. The managers and supervisors are accountable not only for their
own actions, but also for the actions of their staff.
1.1.7 MANAGEMENT COMMITMENTS

• RCC is committed not to compromise on its Health Safety and Environment
Conservation (HSEC) policy under any circumstances and work for continued
improvement in our HSEC performance.
• Uphold business practices and meet all its standards, applicable legal or other
requirements.
• Facilitate appropriate work environment in which everyone is treated fairly, with
respect and can realize their full potential.
• Encourage the whole workforce to adhere to the policies with established reward
management system.

1.1.8 RCC ORGANOGRAM

1.1.9 THE GROUP SYSTEM

RCC follows a group system in the technical department. There are mainly four
groups headed by four separate group leaders and assisted by various support groups.
Each group is in charge of different production segments, starting from the mining of
the raw materials to the dispatching of the final finished product.
The various groups and support groups are as follows:
(a).Groups:
• Group I - Mining and crushing
• Group II - Operation Group up to Clinker Silo (Raw mill, grinding and
processing)
• Group III - Operation Grinding Cement
• Group IV - Packing and Dispatching
(b). Support Groups:
• Support Group - Support and Services (Internal Services + External Services
(Public Relations))
• Support Group - Mechanical Maintenance
• Support Group - Quality Assurance
• Support Group - Electrical and Instrumentation Maintenance
1.1.10 THE CONTRACT SYSTEM

When ever there is any need of additional hands to do the job, company’s go
for contract workers i.e. hiring of workers from other manpower supply agencies or
assigning work on contract basis ,which may be for –

• Completion of job on contractual basis (job contract). In the case of job contract
companies normally define the job after due approval float quotation, discuss,
negotiate and finalize the contract, including terms and conditions, completion
period, payment etc.
• To compensate for manpower recruitment of different work groups (Manpower
contract). In the case of manpower contract, usually there is structured ‘Manpower
Contract System’ comprising of
o Quotation, discussion and finalization of contract
o Selection of contract workers
o Regulatory procedures, say entry, security check at main gate, attendance
(coming in and or going out) etc.
o Allocation of job, Supervision, etc
o Payment
1.1.11 EMPLOYEE CATEGORIZATION

• SM – Senior Management
• LSM – Lower Senior Management
• MM – Middle Management
• LMM – Lower Middle Management
• NMS – Non Managerial Senior
• NMI – Non Managerial Intermediate
• NMJ – Non Managerial Junior
• Labour Force
1.1.12 JOB CLARITY AND JOB ANALYSIS

Role ambiguity is said to be one of major sources of stress. In other words, job
clarity and defined responsibilities are both, good satisfiers and motivators. The
company has revised the job description of all role occupants. This was with the
primary objective to make every one clear with regard to their role and
responsibilities. The company is always in look out for professionally qualified staff
members in the management to enrich its base, and is striving for the better job
analysis for a sustainable growth focused organization.

1.1.13 CAREER IN RCC

At Raysut Cement, career of an employee grows as the company grows. Since
inception, Raysut Cement is rich with diverse workforce and professional work
environment. Every employee has the opportunity to contribute to business process
and grow with the organization. All are treated equally with mutual respect, thereby
allowing wide opportunities to apply their full potential.
The company’s mission and vision is to harness the skills of Omani youths,
providing education, special training on specific area of functionality in-house and
abroad. RCC recognizes this as a crucial factor to grow in this competitive world.
While the existing employees are evaluated annually according to their job-related
skills, qualifications, abilities for future career planning, the new aspiring candidates
are selected purely based on an individual qualification and expertise to perform a job.
Raysut Cement extends all employees with on-the-job training, and supports
their ongoing academic or vocational education requirements. The career development
plan is a collective responsibility, the employee to take the initiative as to how
develop their education, skills and broaden experience. Management extends all
support with the right opportunities to enhance their skills.

PART.2 - LITERATURE REVIEW
1.2 JOB ANALYSIS

A job analysis is a step-by-step specification of an employment position's
requirements, functions, and procedures. Just as a seed cannot blossom into a flower
unless the ground is properly prepared, many human resource management (HRM)
practices cannot blossom into competitive advantage unless grounded on an adequate
job analysis.
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 judgements are made about data collected on a job.
An important concept of Job Analysis is that the analysis is conducted of the Job, not
the person. While Job Analysis data may be collected from incumbents through
interviews or questionnaires, the product of the analysis is a description or
specifications of the job, not a description of the person.
Job analysis is a worker oriented analytic approach that attempts to describe
the whole person on the job. This includes the functional, specific, content and
adaptive skills needed by an individual to perform job satisfactorily. Under the job
analysis process we identify and prepare the job descriptions and job specifications.
The job analysis includes the following two steps:
• Fundamental Job Description

• Job Specification (Functional and Behavioral)

Job Analysis Flow Chart:
Job Analysis
Job Description Job Specification
Functional Behavioral
1.2.1 FUNDAMENTAL JOB DESCRIPTION

A job description is a list of the general tasks, or functions, and responsibilities
of a position. Typically, it also includes to whom the position reports, specifications
such as the qualifications needed by the person in the job, salary range for the
position, etc.
A job description is usually developed by conducting a job analysis, which
includes examining the tasks and sequences of tasks necessary to perform the job. The
analysis looks at the areas of knowledge and skills needed by the job. Note that a role
is the set of responsibilities or expected results associated with a job. A job usually
includes several roles. The job description might be broadened to form a person
specification. An alternate terminology used under the UN system is Terms of
reference (TOR).
Purpose:
The objective of a job description is to have a outline of duties and
responsibilities to make the screening process as direct and focused as possible.
Job descriptions may have the following elements:
• Improvement cooperation by giving all members of the organization insight in
existing responsibilities/roles
• Enabling career moves within the organization
• Determination of amount of pay per function

• Increase of results by specification of responsibilities and key performance

indicators
• Development of job owner by specification of competences
Possible Job Description items:

• Job: A specific designation of a post within an organization normally
associated with a job description that details the tasks and responsibilities that go
with it. With the rise of online job search engines, job titles became increasingly
important. In many cases, this causes job title inflation.
• Job duties: May also be called Tasks Performed; may be as lengthy as
necessary to fully describe each essential duty or responsibility which comprises
the employee's functions, generally starting with principal duties.
• Roles and responsibilities: This includes supervisory level, managerial

requirements, and any working relationships and may also include your
corporate/individual objectives.
• Salary and benefits: Describes the compensation type, hourly or salary, and
amount; In addition it includes both standard benefits and any fringe benefits
associated with the position.
A complete job description should contain job identification information, a job
summary of the job duties, accountabilities and job specifications or employment
standard information. Developing a comprehensive, accurate job description gives the
work unit the opportunity to –
• Determine if a reorganization of the work is necessary
• Confirm previously enacted changes to the job duties
• Develop realistic requirements for the position, including specific education and
experience, qualifications, skills or professional characteristics.
Once the specific job description is finalized, the document:
• Provides the basis for the classification of the position
• Forms the basis of the posting document
• Focuses attention on key phrases that are critical in recruiting for the position
• Gives candidate an accurate description of the job and its requirements

• Provides the supervisors with a definitive, useful tool to attract, hire, retain and
develop a qualified employee.
Fundamental job descriptions comprises of the information in these areas:
a). Title
b). Main tasks and key areas
c). Responsibilities
d). Qualifications and experience
e). Special difficulties which must be checked
In addition it could have:
f). Advancement opportunities
g). Benefits.
1.2.2 JOB SPECIFICATION

A job specification describes the knowledge, skills, education, experience, and
abilities you believe are essential to performing a particular job. The job specification
is developed from the job analysis. Ideally, also developed from a detailed job
description, the job specification describes the person you want to hire for a particular
job.
A job specification cuts to the quick with your requirements whereas the job
description defines the duties and requirements of an employee’s job in detail. The job
specification provides detailed characteristics, knowledge, education, skills, and
experience needed to perform the job, with an overview of the specific job
requirements.
Components of a Job Specification:
• Experience: Number of years of experience in the job you are seeking to fill.
Number of years of work experience required for the selected candidate. Note
whether the position requires progressively more complex and responsible
experience, and supervisory or managerial experience.
• Education: State what degrees, training, or certifications are required for the
position.

• Required Skills, Knowledge: State the skills, and knowledge of individuals who
have successfully performed this job. Or, use the job analysis data to determine
the attributes you need from your “ideal” candidate. Your recruiting planning
meeting or email participants can also help determine these requirements for the
job specification.
• Behavioral Skills: Details the personal characteristics of the individual
 FUNCTIONAL ANALYSIS:
The key functional specification is of equal importance to the job description. The
person specification details like the skills, experience, abilities and expertise that are
required to the job. It should be drawn up after the job description and, with the job
description, should inform the content of the advert. The person specification should
be specific, related to the job, and not unnecessarily restrictive – for example only
qualifications strictly needed to do the job should be specified. The following things
should be kept in mind:
• Criteria must be fully justified in relation to tasks to be performed
• Select the key duties from the job description
• Translate the duties into the abilities and skills needed to do the job
• Separate the essential skills from the desirable ones
• Identify any specific knowledge requirements for the job or the requirement of
some evidence of the ability to learn.
• Indicate qualifications and level of education required for the job, if relevant
• Identify any length of relevant experience required to carry out the job.
The person specification must form the part of further particulars of a vacancy along
with the job description in order that the applicants have a full picture of what the job
entails. Personnel requirements and specifications for the particular job are the
personal knowledge, skills, aptitudes and traits that are required for successful
performance. It includes:
a). Knowledge
b). Key functional skills

Step 1 – Broad Frame
• Company Roles
• DOT / O * Net
Step 2 - Customized
• Direct Observation
• Interviews
• Diaries
• Questionnaires
Step 3 – Specify/Verify
• Job Element Analysis

• Critical Incident Method
 BEHAVIORAL ANALYSIS:
This ensures the understanding of the key behavioral skills which an individual should
possess while on the job. There are different methods of behavioral analysis which are
recognized as the best of breed techniques.
Critical Incident Method: The critical incident technique of the job analysis is used
to identify those work behaviors that differentiate between the good or poor
performance. Critical incident method involves collection of observations of
employee behaviors that are both effective and ineffective. These observations are
then used to identify the “critical incidents”, or behavioral requirements, of each
activity incidents are then categorized according to the job dimensions, they represent
and complied into a checklist. The advantage of this technique is that it focuses on
observable and measurable job behaviors. This technique is highly individualized or
complex jobs.
1.2.3 PURPOSE OF JOB ANALYSIS

Successful HRM practices can lead to outcomes that create competitive
advantage. Job analyses, properly performed, enhance the success of these HRM

practices by laying the foundation. Job analysis information can be applied to a

variety of HRM practices. We now take a brief look at some of them.
• Establishing Fair and Effective Hiring Practices
An employer's recruitment and selection practices seek to identify and hire the
most suitable applicants. Job analysis information helps employers achieve this aim
by identifying selection criteria, such as the knowledge, skills, and abilities (KSAs)
needed to perform a job successfully. A firm's managers and human resource (HR)
professionals can then use this information to choose or develop the appropriate
selection devices (e.g., interview questions, tests). This approach to selection is legally
required.
An employer facing discrimination charges must demonstrate to the courts that its
selection criteria are job-related. To support this type of claim-relatedness, a firm must
demonstrate that the challenged selection practice was developed on the basis of job
analysis information. As one judge noted during a discrimination hearing, without a
job analysis on which to base selection practices, an employer "is aiming in the dark
and can only hope to achieve job-relatedness by blind luck."
In the 1990s, the need for firms to base selection criteria on job analysis
information became even more important due to the passage of the Americans with
Disabilities Act. This law states that employment decisions concerning disabled
candidates must be based on their ability to perform the essential functions of the job.
For instance, if report reading were an essential job function, then applicants whose
disabilities prevented them from reading could be lawfully denied employment
(assuming there was no way to accommodate them). If, however, report reading were
not an essential function, the inability to read could not lawfully serve as a basis for
denial. The determination of which job functions are essential is made during a job
analysis.
• Developing Training and Appraisal Programmes
Firms can also use job analysis information to assess training needs and to
develop and evaluate training programs. Job analyses can identify tasks a worker must
perform. Then, through the performance appraisal process, supervisors can identify
which tasks are being performed properly or improperly. The supervisor can next
determine whether improperly performed work can be corrected through training.

HR professionals also use job analysis information to develop relevant training

programs. The job analysis specifies how each job is performed, step by step,
allowing HR professionals to develop training materials to teach trainees how to
perform each task. To evaluate the effectiveness of a training program, the
organization must first specify training objectives or the level of performance
expected of trainees when they finish the program. The success of a training program
is judged on the basis of the extent to which those performance levels have been
reached. Expected performance levels are often specified during a job analysis.
Information obtained from a job analysis can be used to develop performance
appraisal forms. An example of a job analysis-based form would be one that lists the
job's tasks or behaviours and specifies the expected performance level for each. The
role of job analysis is crucial here. Without job analysis information, organizations
typically use a single, generalized form in which all workers are appraised on the
basis of a common set of characteristics or traits that are presumed to be needed for all
jobs (e.g., cooperation, dependability, leadership).
Job analysis-based appraisal forms are superior to the generalized forms because
they do a better job of communicating performance expectations and because they
provide a better basis for giving feedback and for making HRM decisions.
Most companies’ base pay rates, in part, on the relative worth or importance of
each job to the organization. Job worth is typically determined by evaluating or rating
jobs based on important factors such as skill level, effort, responsibility, and working
conditions. The information provided by a job analysis serves as the basis for job
worth evaluations.
Job analysis also plays an important role in the development of productivity
improvement programs. Various pay-for-performance programs provide rewards to
employees who perform their jobs at or above some desired level. Job analysis is used
to identify that level of performance.
• Remedial Uses
Managers must sometimes discipline employees for their failure to properly
carry out their job responsibilities. For instance, workers may be disciplined for
refusing to perform tasks that they believe is not part of their jobs. If the
responsibilities and limits of authority of a job are delineated in a job analysis, this
information may be used to help resolve such problems.

Job analysis information can also be useful from a safety and health point of
view. While conducting a job analysis, an employer may uncover potential dangers or
hazards of a job. The job analysis may also identify unsafe practices, such as tasks
that are performed in a way that could cause injury.
1.2.4 DETERMINING THE TYPE OF INFORMATION TO BE COLLECTED

A wealth of information may be gathered during a job analysis. Job Analysis
should collect information on the following areas:
• Duties and Tasks: The basic unit of a job is the performance of specific tasks and
duties. Information to be collected about these items may include: frequency,
duration, effort, skill, complexity, equipment, standards, etc.
• Environment: This may have a significant impact on the physical requirements to
be able to perform a job. The work environment may include unpleasant
conditions such as offensive odours and temperature extremes. There may also be
definite risks to the incumbent such as noxious fumes, radioactive substances,
hostile and aggressive people, and dangerous explosives.
• Tools and Equipment: Some duties and tasks are performed using specific
equipment and tools. Equipment may include protective clothing. These items
need to be specified in a Job Analysis.
• Relationships Supervision given and received: Relationships with internal or
external people.
• Requirements: The knowledge, skills, and abilities (KSA's) required to perform
the job. While an incumbent may have higher KSA's than those required for the
job, a Job Analysis typically only states the minimum requirements to perform the
job
1.2.5 METHODS OF JOB ANALYSIS

A typical method of Job Analysis would be to give the incumbent a simple
questionnaire to identify job duties, responsibilities, equipment used, work
relationships, and work environment. The completed questionnaire would then be
used to assist the Job Analyst who would then conduct an interview of the
incumbent(s). A draft of the identified job duties, responsibilities, equipment,
relationships, and work environment would be reviewed with the supervisor for

accuracy. The Job Analyst would then prepare a job description and/or job
specifications.
The method that you may use in Job Analysis will depend on practical
concerns such as type of job, number of jobs, number of incumbents, and location of
jobs. Several methods exist that may be used individually or in combination. These
include: Review of job classification systems, incumbent interviews, supervisor
interviews, structured questionnaires, observation, diaries and job element analysis.
1. Review of Job Classification Systems
The various job classification systems are as follows:
• Dictionary of Occupational Titles: The Dictionary of Occupational Titles (DOT)
was developed in response to the demand for standardized occupational
information to support an expanding public employment service. The U.S.
Employment Service established a Federal-State employment service system, and
initiated an occupational research program, utilizing analysts located in numerous
field offices throughout the country, to collect the information required. The use of
this information has expanded from job matching applications to various uses for
employment counselling, occupational and career guidance, and labour market
information services.
In order to properly match jobs and workers, the public employment service
system requires that a uniform occupational language be used in all of its local job
service offices. Occupational analysts collect data provided to job interviewers to
systematically compare and match the specifications of employer job openings
with the qualifications of applicants who are seeking jobs through its facilities.
The first edition of the DOT, published in 1939, contained approximately 17,500
job definitions. Blocks of jobs were assigned 5- or 6-digit codes which placed
them in one of 550 occupational groups and indicated whether the jobs were
skilled, semi-skilled, or unskilled.
The latest edition of the DOT published in 1977, contained over 2,100 new
occupational definitions and several thousand other definitions were substantially
modified or combined with related definitions. In order to document these
changes, approximately 75,000 on-site job analysis studies were conducted from
1965 to the mid-1970. These studies, supplemented by information obtained

through extensive contacts with professional and trade associations, reflected the
restructuring of the economy at that time.
• Australian Standard Classification of Occupations: The Australian Standard
Classification of Occupations (ASCO) is a skill-based classification of
occupations which used as the Australian national standard for producing and
analyzing labour force statistics, human resource management, and the listing of
job applicants and vacancies. This system classifies jobs according to skill level
(e.g., the amount of formal education, on-the-job training and previous experience
necessary to perform the job) and skill specification (e.g., the knowledge required,
the tools and equipment used, the materials worked on and the goods and services
produced).
• O*NET: The Occupational Information Network encompasses changes to the
DOT in terms that reflect the latest research in the field of job analysis. By
identifying and describing the key components of modern occupations, O*NET
supplies up-dated information critical to the effective training, education,
counselling and employment of workers. O*NET contains data describing over
1,100 occupations. O*NET also contains linkages that crosswalk O*NET
occupational titles to eight other classification systems (DOT, MOS, OPM, etc.).
O*NET uses "Occupational Profiles" to give a short overview of the most
important data descriptions on each occupation.
• U.S. Standard Occupational Classification System: The Occupational
Classification System manual was created for Bureau of Labour Statistics (BLS)
field economists to help ensure correct occupational matches when collecting
compensation data. Available to the public, this manual allows the user to lookup
job descriptions for occupations found in the NCS bulletins and is used by field
economists in the classification of thousands of occupations.
2. Interviews:
In this job analyst interviews the job holder and his/her supervisor to elicit
information about the job. Usually a structured interview form is used to record the
information. During the interview, the analyst must make judgments about the
information to be included and degree of importance. The interview method is time
consuming. The time problem will be compounded if the interviewer talks with two or
more employees during the same job. The effectiveness of the interview method

depends on the interviewer and on the ability of the job holder to meaningful
responses.
3. Observation:
It is a method of job analysis in which direct observation of job duties, work
sampling or observation of segments of job performance and in direct recording of
activities. The job analyst carefully observes the job holder at work and records what
he or she does and how much time is needed for the completion of a given task. This
method has both positive as well as negative sides. On the positive side the method is
simple and the data collected are accurate because of direct observation. On the flip of
the side the method is time consuming and in applicable to jobs which involves high
proportion of unobservable mental activities and those, which do not have complete
and easily observable job cycles.
4. Diaries:
This method requires the job holders to record description of the daily work
activities. This technique is accurate and eliminates errors caused by memory lapses
the job holder makes while answering questionnaires and checklists. This method is
however time consuming because the recording of tasks may have to spread over
number of days.
5. Questionnaires:
An inexpensive way to collect information about a job that a detailed list of all
tasks performed in a job is complied and given to at least one employee
knowledgeable about the job. Jobholders fill in the given structured questionnaire,
which are then approved by their supervisors. The filled in questionnaires offer
enough data on jobs. Standard questionnaires are available or the analyst may prepare
them for the purpose. Information on large number of jobs can be collected in a
relatively short period of time. The questionnaire method helps save time and the staff
required carrying out programme.
6. Job Element Analysis:
Break down the task which are critical and then analyze the key elements of the
job and case.
1.2.6 POTENTIAL PROBLEMS IN JOB ANALYSIS

The information you get from job analysis may not be as good as you hoped, firstly in
its accuracy and consequently how stable it is over time.
• Accuracy: Accuracy of response may be affected by a number of issues,
including:
1. The informant may not tell the truth (eg. idealizing, giving what you want, fear of
consequences).
2. The organizational context shapes how job is done.
3. Distortions may affect perceptions of job for personal or political reasons.
4. Errors of misunderstanding may occur (cognitive).
5. Not understanding the job.
6. Over-emphasis on similarities, missing differences. Confirmation by assessors of
their stereotype of the role.
7. Job not being done properly (behavioral).
8. Personal motivations (affective).
• Stability: A number of items may affect the stability of the job detail, including:
1. Seasonality (some jobs change over time)
2. Technology effects, automating and sometimes complexifying.
3. Employee-determined changes, e.g. ‘Improvements’.
4. Environmental factors, such as laws, business climate, etc.
1.3 KNOWLEDGE
“Knowledge is the perception of the agreement or disagreement of two ideas” - John
Locke.
Knowledge is defined by the Oxford English Dictionary as (i) expertise, and
skills acquired by a person through experience or education; the theoretical or
practical understanding of a subject; (ii) what is known in a particular field or in total;
or (iii) awareness or familiarity gained by experience of a fact or situation.
Philosophical debates in general start with Plato's formulation of knowledge as
"justified true belief." There is however no single agreed definition of knowledge
presently, nor any prospect of one, and there remain numerous competing theories.
Knowledge acquisition involves complex cognitive processes: perception, learning,
communication, association and reasoning. The term knowledge is also used to mean

the confident understanding of a subject with the ability to use it for a specific purpose
if appropriate. See knowledge management for additional details on that discipline.
• Types of Knowledge:
1. Explicit knowledge can be articulated into formal language, including
grammatical statements (words and numbers), mathematical expressions,
specifications, manuals, etc. Explicit knowledge can be readily transmitted others.
Also, it can easily be processed by a computer, transmitted electronically, or
stored in databases.
2. Tacit knowledge is personal knowledge embedded in individual experience and
involves intangible factors, such as personal beliefs, perspective, and the value
system. Tacit knowledge is hard to articulate with formal language (hard, but not
impossible). It contains subjective insights, intuitions, and hunches. Before tacit
knowledge can be communicated, it must be converted into words, models, or
numbers that can be understand. In addition, there are two dimensions to tacit
knowledge:
a. Technical Dimension (procedural): This encompasses the kind of informal
and skills often captured in the term know-how. For example, a craftsperson
develops a wealth of expertise after years of experience. But a craftsperson
often has difficulty articulating the technical or scientific principles of his or
her craft. Highly subjective and personal insights, intuitions, hunches and
inspirations derived from bodily experience fall into this dimension.
b. Cognitive Dimension: This consists of beliefs, perceptions, ideals, values,
emotions and mental models so ingrained in us that we take them for granted.
Though they cannot be articulated very easily, this dimension of tacit
knowledge shapes the way we perceive the world around us.
• The Four Modes of Knowledge Creation
1. Socialization: From tacit to tacit — sharing experiences to create tacit knowledge,
such as shared mental models and technical skills. This also includes observation,
imitation, and practice. However, “experience” is the key, which his why the mere
“transfer of information” often makes little sense to the receiver.
2. Internalization: From explicit to tacit — embodying explicit knowledge into tacit
knowledge. Closely related to “learning by doing.” Normally, knowledge is
verbalized or diagrammed into documents or oral stories.

3. Externalization: From tacit to explicit — the quintessential process of

articulating tacit knowledge into explicit concepts through metaphors, analogies,
concepts, hypothesis, or models. Note that when we conceptualize an image, we
express its essence mostly in language.
4. Combination: From explicit to explicit — a process of systemizing concepts into
a knowledge system. Individuals exchange and combine knowledge through
media, such as documents, meetings, and conversations. Information is
reconfigured by such means as sorting, combining, and categorizing. Formal
education and many training programs work this way.
1.4 SKILL
A skill (also called talent) is the learned capacity to carry out pre-determined
results often with the minimum outlay of time, energy, or both. Skills can often be
divided into domain-general and domain-specific skills. For example, in the domain
of work, some general skills would include time management, teamwork and
leadership, self motivation and others, whereas domain-specific skills would be useful
only for a certain job. Skill usually requires certain environmental stimuli and
situations to assess the level of skill being shown and used. People need a broad range
of skills in order to contribute to a modern economy and take their place in the
technological society of the twenty-first century.
• Skills Most Sought After by Employers:
1. Communications Skills (listening, verbal, written): By far, the one skill mentioned
most often by employers is the ability to listen, write, and speak effectively.
Successful communication is critical in business.
2. Analytical/Research Skills: Deals with your ability to assess a situation, seek
multiple perspectives, gather more information if necessary, and identify key
issues that need to be addressed.
3. Computer/Technical Literacy: Almost all jobs now require some basic
understanding of computer hardware and software, especially word processing,
spreadsheets, and email.
4. Flexibility/Adaptability/Managing Multiple Priorities: Deals with your ability to
manage multiple assignments and tasks, set priorities, and adapt to changing
conditions and work assignments.

5. Interpersonal Abilities: The ability to relate to your co-workers, inspire others to

participate, and mitigate conflict with co-workers is essential given the amount of
time spent at work each day.
6. Leadership/Management Skills: While there is some debate about whether
leadership is something people are born with, these skills deal with your ability to
take charge and manage your co-workers.
7. Multicultural Sensitivity/Awareness: There is possibly no bigger issue in the
workplace than diversity, and job-seekers must demonstrate a sensitivity and
awareness to other people and cultures.
8. Planning/Organizing: Deals with your ability to design, plan, organize, and
implement projects and tasks within an allotted timeframe. Also involves goal-
setting.
9. Problem-Solving/Reasoning/Creativity: Involves the ability to find solutions to
problems using your creativity, reasoning, and past experiences along with the
available information and resources.
10. Teamwork: Because so many jobs involve working in one or more work-groups,
you must have the ability to work with others in a professional manner while
attempting to achieve a common goal.
SKILL CLASSIFICATION
Sl.No Classification Elements Description

Lift, push or pull physical
Strengths
objects
Stamina Expend Physical energy for long
1 Physical React quickly, has dexterity,
Agility
coordination
Vision See details and colour of objects
Hearing Recognize sound tone and pitch
2 Mental Perception Observe and differentiate details
Attend to details amid
Concentration
distractions
Memory Retain and recall ideas
Understand spoken and written
Comprehension
ideas
Reason and analyze abstract
Problem Solving
information
Creativity Produce new details and

products
Numerical Solve arithmetic and numerical
Computation problems
Oral Expression Speak clearly and effectively
Written expression Write clearly and effectively
3 Learned Planning Project a course of action
Decision making Chose a course of action
Craft Knowledge Apply specialized information
Perform a complex set of
Craft Skill
activities
Adjust to interruptions and
Adaptability-Change
changes
Adaptability-Repetition Adjust to repetitive activities
Adjust critical and demanding
Adaptability-Pressure
work
Work alone or with little
Adaptability-Isolation
personal contact
Adaptability- Work in hot, cold, noisy work
Discomfort places
4 Motivational
Adaptability-Hazards Work in dangerous situations
Work with minimum of
Control-Dependability
supervision
Control-Perseverance Stick to task until completed
Act on own, take charge when
Control-Initiative
needed
Observe regular moral and ethic
Control-Integrity
codes
Control-Aspiration Limit desire for promotion
Meet appropriate standards of
Personal Appearance
dress
Deal with people in tense
5 Social Tolerance
situations
Influence Get people to cooperate
Cooperation Work as a member of team
1.5 BEHAVIOURAL ATTRIBUTES

Of equal importance to skills are the values, personality traits, and personal
characteristics that employers seek. Here is our list of the 10 most important
categories of behavioural attributes
1. Honesty/Integrity/Morality: Employers probably respect personal integrity more
than any other value, especially in light of the many recent corporate scandals.
2. Adaptability/Flexibility: Deals with openness to new ideas and concepts, to
working independently or as part of a team, and to carrying out multiple tasks or
projects.

3. Dedication/Hard-Working/Work Ethic/Tenacity: Employers seek job-seekers who

love what they do and will keep at it until they solve the problem and get the job
done.
4. Dependability/Reliability/Responsibility: There's no question that all employers
desire employees who will arrive to work every day - on time - and ready to work,
and who will take responsibility for their actions.
5. Loyalty: Employers want employees who will have a strong devotion to the
company -- even at times when the company is not necessarily loyal to its
employees.
6. Positive Attitude/Motivation/Energy/Passion: The job-seekers who get hired and
the employees who get promoted are the ones with drive and passion -- and who
demonstrate this enthusiasm through their words and actions.
7. Professionalism: Deals with acting in a responsible and fair manner in all your
personal and work activities, which is seen as a sign of maturity and self-
confidence; avoid being petty.
8. Self-Confidence: Look at it this way, if you don't believe in yourself, in your
unique mix of skills, education, and abilities, why should a prospective employer?
Be confident in yourself and what you can offer employers.
9. Self-Motivated/Ability to Work with Little or No Supervision: While teamwork is
always mentioned as an important skill, so is the ability to work independently,
with minimal supervision.
10. Willingness to Learn: No matter what your age, no matter how much experience
you have, you should always be willing to learn a new skill or technique. Jobs are
constantly changing and evolving, and you must show an openness to grow and
learn with that change.
BEHAVIOURAL TRAITS CLASSIFICATION
Classification Elements Description
Attitude Adaptability Perform well under changing conditions

Orientation Takes commands appropriately in all
Aggressiveness
situations
Perseverance Pursues established work schedules and
goals to a successful end despite any

obstacles
Positive “can-do” approach that will
Work Ethic contribute to the good of the
organization
Expressing needs and desires effectively
Communication
to others
Fast pace in executing assignments and
Energy Level innate ability to increase activity to
maximum when necessary
People Skills Comprehensive understanding of human
Perceptiveness quotient and good interpersonal dealings
Creates a positive impression and
makes pressure felt in any situation with
Pressure Bearing
favorable results
Innovatively employ qualitative and

Creativity
quantitative strengths
Assign responsibility and authority to
Delegation
Managerial others
Aptitude Capable of ascertaining direction and
Independent Judgment
goals utilizing independent talent
Establishes short and long range
Planning
objectives
Motivated towards selfless service to co-
Cooperation
workers
Creates and maintains healthy work
Employee Relations
place relationship
Team Commits a contract to work hard for the
Loyalty
Orientation organization
Possess a superlative degree of accrued
and formal knowledge and ability to
Technical Expertise
apply the knowledge in proficient
manner
CONCLUSION
A wealth of information may be gathered during a job analysis. Job analysis
information may be divided into three categories: job content, job context, and worker
requirements. Job content refers to workers' job activities or what workers actually do
on the job. Job context refers to the conditions under which the work is performed and
the demands such jobs impose on the worker. Worker requirements refer to the
worker qualifications needed to perform the job successfully.

In the present globalized economy, the organizations are in need to have better
job analysis to have better performance and competitive advantage. There is enormous
pressure on the personnel management departments to better understand the job
analysis and develop job descriptions and specifications. The present study was under
taken for the job analysis of different job titles in the mechanical maintenance
department of the Raysut Cement Company, Salalah, Sultanate of Oman. The
researcher had framed two objectives and it comprises development of job
descriptions and development of job specifications for different job titles.
CHAPTER – 2

RESEARCH METHODOLOGY
CHAPTER.2 OVERVIEW
2.1 Title of the Study

2.2 Statement of the Problem
2.3 Significance of the Study
2.4 Objectives of the Study
2.5 Definition of Concepts
2.6 Pilot Study
2.7 Universe of Study
2.8 Unit of Study
2.9 Pre-Test
2.10 Research Design
2.11 Source of Data Collection
2.12 Tool of Data Collection
2.13 Sampling Technique

2.14 Sample Size

2.15 Data Analysis
2.16 Limitations of the Study
CHAPTER-2
RESEARCH METHODOLOGY
2.1 TITLE OF THE STUDY

Job Analysis of different Job Titles with special reference to Raysut Cement
Company (S.A.O.G), Salalah, Sultanate of Oman.
2.2 STATEMENT OF THE PROBLEM

Raysut Cement Company (S.A.O.G) formed in 1981, has over 300 employees
with different job titles working there. Even though it is a thirty year old
establishment, the company doesn’t have structured job descriptions and
specifications and is in high demand for the same. The job descriptions and the job
specifications available in the company are not able to meet up the organizations’
developmental needs. This study is therefore an attempt to conduct job analysis and

develop job descriptions and job specifications for different job titles in the
mechanical maintenance department; there by helping the organization to be in line
with the competitive demands.
2.3 SIGNIFICANCE OF THE STUDY

Job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a particular job.
You need as much data as possible to put together a job description, which is the
frequent outcome of the job analysis. Additional outcomes include recruiting plans,
position postings and advertisements, and performance development planning within
performance management system. The job analysis may include these activities:
Reviewing the job responsibilities of current employees, analyzing the work duties,
tasks, and responsibilities that need to be accomplished by the employee filling the
position and articulation of the most important outcomes or contributions needed from
the position.
This study is an attempt to conduct the job analysis for different job titles in
the mechanical maintenance department of the Raysut Cement Company and brings it
to the attention of the authorities. The concerned authorities can have all the details
related to different job positions and can use it for different organizational purposes.
The researcher too will have a better idea about the process and procedures in job
analysis and development of job descriptions and specifications.
2.4 OBJECTIVES OF THE STUDY

In the light of above discussion the researcher has formulated objectives for the study
which may be enumerated as follows:
1. To develop job description for different job titles
2. To develop job specifications for different job titles
2.5 DEFINITION OF CONCEPTS

It is clear from the objectives, that the study is concerned with the development of job
descriptions and job specifications for different job titles. Following are the
definitions of certain terms or concepts used in the study.
 Job Title: Designation of the employee

 Job Activity: Different tasks or work that an employee does while on his job.
 Job Challenges: The difficulties or hard ships that an employee may go through
while on the job.
 Reporting Structure: The person to whom the employee is reporting to.

 Knowledge: Intellectual proficiencies of the employees, required to do a given
job.
 Skill: Ability of an employee to do a particular job.
 Education: Professional accomplishments of the employees.
 Experience: The employees involvement in the working filed (expressed in
years).
 Behavioural Attributes: Mode of conducting oneself while on the job.
 Conditions: Policies and specifications with regard to work or employment
 Company: Raysut Cement Company
 Employee: Any worker or labour of the mechanical maintenance department of
the Raysut Cement Company.
 Essential Requirements: Attributes that one must possess.
 Desirable Requirements: Attributes that one ought to possess.
2.6 PILOT STUDY

The researcher enquired and obtained the permission form the concerned
authorities of the Raysut Cement Company to conduct the study. The researcher also
conducted an organizational study prior to the research, to better understand the
company, its functioning and management, functional departments, organization
performance, management practices followed in various areas and also the employees.
2.7 UNIVERSE OF STUDY
The universe of study is all the job titles of the Raysut Cement Company
Salalah, Sultanate of Oman.

2.8 UNIT OF STUDY
The unit of study is any job title of the mechanical maintenance department of the
Raysut Cement Company.
2.9 PRE-TEST
In order to check the feasibility of the research design and the data collection tool
the researcher has conducted a pre-test; i.e. Job Analysis for the Job Title “Courier
Boy”. This helped the researcher to modify the process and tool of data collection i.e.
the checklist for job activities, knowledge, skill and behavioural attributes.
2.10 RESEARCH DESIGN

The research design is descriptive, because this is a fact-finding study.
Descriptive research studies are those studies, which are concerned with describing
the characteristics of a particular individual, or a group. The present study portrays the
development of Job Descriptions and Job Specifications for different job titles I n
RCC. This study can also be considered as a case study research, as it is an in depth
study of Job Analysis pertaining to Raysut Cement Company (S.A.O.G). Case study
research excels in bringing understanding of a complex issue or object. Case studies
emphasize more on detailed contextual analysis of events, conditions and
relationships.
The research has also developed a process as how to go about with study i.e. the
job analysis of different Job Titles in the Maintenance Department
1. Process Map for developing Job Descriptions:
Make list of the different job titles in the organization
Differentiate the job titles matching with the universal job titles and
those which are not matching with the universal titles (DOT/O*NET)

Universal Job Titles Non-Universal Job Titles
Detail the list of job activities for Convert Job Titles to universal titles
taking expert opinions (Team
each job titles (DOT/O * NET)
leaders/Group leaders/ Supervisors)
Refer to already available job

descriptions and job activities in the
organization
Conversion of job activities of different

job titles into “simple” statements
List the job activities and develop

job description forms
Filling of the JD Forms by Job

holders (2) and supervisor
Compiling of the job activities from the

above steps and the final JD is prepared
2. Process Map: Job Specification- Functional Analysis:
Make a list of the possible educational qualifications needed for

particular job titles
Refer the profile of the job holders with similar job titles
Compile the qualifications with the expert opinion

3. Process Map: Job Specification- Behavioral Analysis:
Make a list of the different behavioral skills
Refer the process map for the job activities of particular job titles
Compile the behavioral skills with the expert opinion
2.11 SOURCE OF DATA COLLECTION

Primary and secondary data is used in this study. Primary data was collected
from the respondents using the interview schedule. The respondents were the
supervisors and incumbents (job holders) of the mechanical maintenance department.
The secondary data was collected from books, files from the personnel and
administration department, internet sources etc.
Before framing the tool of data collection i.e. the interview schedule, the
researcher had gathered information regarding the job activities, knowledge and skill
requirement etc. for the different job titles of the mechanical maintenance department,
from the personnel and administration department and also from the internet sources.
These included the following details:
• Job Title
• Job Activities
• Knowledge and Skill requirement
The gathered information was sorted and arranged. After the sorting and
arrangement of the details the supervisors and incumbents for different job titles were
also identified.
2.12 TOOL OF DATA COLLECTION

In this study, the details given by the supervisors and other employees of the
mechanical maintenance department were the key data; and for the collection of this
data, the researcher had interviewed the respondents, i.e. is the supervisors and
incumbents in the mechanical maintenance department of the Raysut Cement
Company. The researcher clearly explained to the respondents about the study.
Given, the check list of job activities, knowledge and skill requirement the
respondents were asked to mark the appropriate ones’.
2.13 SAMPLING TECHNIQUE

The sampling technique used in the study is Multi Stage Random Sampling. The
employees at Raysut Cement Company are divided into technical employees and non
– technical employees. The technical population is again divided into Maintenance
and Non-maintenance. From that the technical population maintenance department is
selected randomly. Twenty job titles of the mechanical maintenance department were
included in the study. They are:
1. Group Leader Mechanical Maintenance
2. Mechanical Foremen
3. Production Foremen
4. Refractory Civil Foremen
5. Mechanical Draftsmen
6. Preventive Maintenance Mechanical Inspector
7. General Fitter
8. Welder
9. Fabricator
10. Technician
11. Machinist
12. Electrician
13. Painter
14. Plumber
15. Carpenter
16. Mason
17. Lubricator
18. Crane Operator

19. Rigger
20. Helper
The maintenance department is working with the help of support group2 and
4groups. SG2 has division’s say- Preventive Maintenance, Civil and Work Shop. The
civil section and the workshop are working on its own; on the other hand preventive
maintenance department is working in association with four working groups and the
gangs.
RCC
Technical Non Technical
Non - Maintenance Maintenance
Support Group 2 Groups (Maintenance Employees)
Civil Workshop G1 G2 G3 G4
Preventive
Maintenance
Group1 - Gang1 Lime stone Shell
Group2 - Gang 2&3

Kiln Raw mill
Group3 - Gang 4
2.14 SAMPLE SIZE Reclaimer Raw mill

The sample size of the study is 20 Job Titles of the Mechanical Maintenance
Department

2.15 DATA ANALYSIS

The information collected was complied and analyzed, based on which the
Recruitment-Performance Management (RPM) Matrix and the Education- Experience
Matrix was made. RPM-Matrix is table showing the essential and desirable
knowledge as well as skill for different job activities. Education-Experience matrix is
a table showing the essential educational qualification and its corresponding
experience.
2.16 LIMITATIONS OF THE STUDY

1. Time constrains was there for the study.
2. Non availability of the information for several job titles from the O*NET or DOT
3. For certain Job Titles Job Description or Job Activity List from the organization
was not available.
4. Errors of misunderstanding may occur; say not understanding the job, over
emphasis on similarities and missing differences, personal motives etc.

CHAPTER – 3
DATA ANALYSIS
CHAPTER.3 OVERVIEW

INTRODUCTION
3.1 Group Leader Mechanical Maintenance
3.2 Mechanical Foremen
3.3 Production Foremen
3.4 Refractory Civil Foremen
3.5 Mechanical Draftsmen
3.6 Preventive Maintenance Mechanical Inspector
3.7 General Fitter
3.8 Welder
3.9 Fabricator
3.10 Mechanical technician
3.11 Machinist
3.12 Electrician
3.13 Painter
3.14 Plumber
3.15 Carpenter
3.16 Mason
3.17 Lubricator
3.18 Crane Operator
3.19 Rigger
3.20 Helper
CONCLUSION
CHAPTER - 3

DATA ANALYSIS
This chapter deals with the analysis of the information collected. As explained in
earlier chapters, the present study is concerned with the Job Analysis of different Job
Titles in the mechanical maintenance department of the Raysut Cement Company,
Salalah, Sultanate of Oman. It was to explore -
i) The different job activities involved in a job and
ii). The knowledge, skills, educational qualification, experience and behavioral
attributes needed to perform particular job.
Keeping the above in background two objectives were set, which are as follows:
 To develop Job Description for different Job Titles

 To Develop Job Specification for different Job Titles
On the basis of the information collected a Recruitment-Performance Management

(RPM) matrix as well as an Education-Experience matrix was also developed. These
two matrices will be highly useful for the organization in various ways like:
• Development of the weighted application forms
• Interview Rating Sheet
• Base Salary Fixation
• Initiating Training and Development
• Initiating Career Planning etc.

JOB CODE: SGM/10/GL
JOB TITLE: Group Leader- Mechanical Maintenance
 JOB ACTIVITIES
1. Establishes procedures, and directs testing, operation, maintenance, and repair of

transmitter equipment.
2. Plans installation, maintenance, testing, and repair of facilities and equipment.
3. Directs, reviews, and approves product design and changes, and directs testing.
4. Plans and coordinates engineering projects, organizes and assigns staff, and directs
integration of technical activities with products.
5. Analyzes technology, resource needs, and market demand, and confers with
management, production, and marketing staff to plan and assess feasibility of project.
6. Specifies system components or directs modification of products to ensure

conformance with engineering design and performance specifications.
7. Alters or modifies design to obtain specified functional and operational

performance.
8. Investigates equipment failures and difficulties, diagnoses faulty operation, and

makes recommendations to maintenance crew.
9. Develops models of alternate processing methods to test feasibility or new

applications of system components, and recommends implementation of procedures.
10. Assists drafter in developing structural design of product, using drafting tools or
computer-assisted design/drafting equipment and software.
11. Initiates experiments to test and analyze existing designs and equipment to obtain
data on performance of product, and prepares reports.

12. Determines parts supply, maintenance tasks, safety procedures, and service
schedule required to maintain machines and equipment in prescribed condition.
13. Recommends or initiates personnel actions, such as employment, performance

evaluations, promotions, transfers, discharges, and disciplinary measures.
14. Confers with personnel, such as management, engineering, quality control,

customers, and workers' representatives to coordinate work activities and resolve
problems.
15. Computes estimates and actual costs of factors, such as materials, labor, and
outside contractors, and prepares budgets.
16. Emergency breakers; planning and scheduling.
 REPORTING STRUCTURE: Reports to Works Manager
 KNOWLEDGE REQUIREMENT
1. Engineering and Technology: Knowledge of equipment, tools, mechanical
devices, and their uses, technology, and other applications
2. Design: Knowledge of design techniques, principles, tools and instruments
involved in the production and use of precision technical plans, blueprints,
drawings, and models
3. Mathematics: Knowledge of numbers, their operations, and interrelationships
including arithmetic, algebra, geometry, calculus, statistics, and their applications
4. Mechanical: Knowledge of machines and tools, including their designs, uses,
benefits, repair, and maintenance
5. Language: Knowledge of the structure and content of the English language
including the meaning and spelling of words, rules of composition, and grammar
6. Building and Construction: Knowledge of materials, methods, and the appropriate
tools to construct objects, structures, and buildings.
7. Public Safety and Security: Knowledge of public safety, and security operations,
rules, regulations, precautions, prevention, and the protection of people, data, and
property

8. Administration and Management: Knowledge of principles and processes involved

in business and organizational planning, coordination, and execution. This
includes strategic planning, resource allocation, manpower modeling, leadership
techniques, and production methods
9. Education and Training: Knowledge of instructional methods and training
techniques including curriculum design principles, learning theory, group and
individual teaching techniques, design of individual development plans, and test
design principles .
 SKILL REQUIREMENT
1. Basic Skills
a. Mathematics: Using mathematics to solve problems
b. Reading Comprehension: Understanding written sentences and paragraphs in work
related documents
c. Writing: Communicating effectively with others in writing as indicated by the
needs of the audience
d. Speaking: Talking to others to effectively convey information
e. Critical Thinking: Using logic and analysis to identify the strengths and
weaknesses of different approaches
2. Technical Skills
a. Technology Design: Generating or adapting equipment and technology to serve
user needs
b. Operations Analysis: Analyzing needs and product requirements to create a design
3. Systems Skills
a. Problem Identification: Identifying the nature of problems
b. Idea Generation: Generating a number of different approaches to problems
c. Judgment and Decision Making: Weighing the relative costs and benefits of a
potential action
d. Visioning: Developing an image of how a system should work under ideal
conditions
4. Social Skills
a. Monitoring: Assessing how well one is doing when learning or doing something
b. Instructing: Teaching others how to do something

 EDUCATIONAL QUALIFICATION AND EXPERIENCE:

a. Degree (B.tech, BE) Mechanical Engineering with 15yrs working experience
b. Diploma in Mechanical Engineering with 20yrs working experience
 BEHAVIORAL ATTRIBUTES:
1. Work Ethic
2. Perceptiveness
3. Technical Expertise
4. Independent Judgment
Table.3.1.A
RPM Matrix – Group Leader Mechanical Maintenance
JOB ACTIVITY % OF TIME TO
Essential ESSENTIAL DESIRABLE
Desirable
BE DEVOTED
Diploma in Mechanical Degree (B.Tech/BE)
Education (100%)
Engineering Mechanical Engineering
Planning 50% K – 4,3,8 K – 1,6
(2,4,5,7,9,11,12,13, S – 1a,1b,1c,1e2a, S – 3d
Experience 20Yrs 15Yrs
15,16) 3b
Direction 50% K – 2,3,5,9 K– 7

(1,3,6,10,14,8) S –1d,2b,3a,3c,4a S – 4b
Table.3.2.B
Education-Experience Matrix –Group Leader Mechanical Maintenance

JOB CODE: SGM/WS/MF

JOB TITLE: Mechanical Foremen
 JOB ACTIVITIES
1. Assigns workers to perform activities, such as service appliances, repair and
maintain vehicles, and install machinery and equipment.
2. Directs, coordinates, and assists in performance of workers' activities, such as
engine tune-up, hydroelectric turbine repair, or circuit breaker installation.
3. Recommends or initiates personnel actions, such as employment, performance
4. Confers with supervisors to coordinate work activities and resolve problems.
5. Examines object, system, or facilities, or industrial plant, and analyzes information,
to determine installation, service, or repair needed.
6. Interprets specifications, blueprints, and job orders, and constructs templates and
lays out reference points for workers.
7. Monitors operations, and inspects, tests, and measures completed work, using
devices, such as hand tools, gauges, and specifications to verify conformance to
standards.
8. Establishes or adjusts work methods and procedures to meet production schedules,
using knowledge of capacities of machines, equipment, and personnel.
9. Requisition of materials and supplies, such as tools, equipment, and replacement
parts for work activities.
10. Completes and maintains reports, such as time and production records,
inventories, and test results.

11. Trains workers in methods, procedures, and use of equipment and work aids, such
as blueprints, hand tools, and test equipment.
12. Recommends measures, such as procedural changes, service manuals revisions,
and equipment purchases, to improve work performance and minimize operating
costs.
13. Patrols work area and examine tools and equipment to detect unsafe conditions or
violations of safety rules.
14. SAP updating
 REPORTING STRUCTURE: Reports to Group Leader Mechanical

Maintenance
4. Clerical: Knowledge of administrative and clerical procedures and systems such
as word processing systems, filing and records management systems, stenography
and transcription, forms design principles, and other office procedures and
terminology
techniques, group and individual teaching techniques etc
precautions, prevention, and the protection of people, data, and property

1. Basic Skill
related documents
2. Technical Skills
a. Equipment Maintenance: Performing routine maintenance and determining when
and what kind of maintenance is needed
b. Equipment Selection: Determining the kind of tools and equipment needed to do a
job
c. Repairing: Repairing machines or systems using the needed tools
d. Operations Analysis: Analyzing needs and product requirements to create a design
3. Systems Skills
b. Information Gathering: Knowing how to find information and identifying essential
information
4. Resource Management Skills
a. Management of Material Resources: Obtaining and seeing to the appropriate use
of equipment, facilities, and materials needed to do certain work
b. Management of Personnel Resources: Motivating, developing, and directing
people as they work, identifying the best people for the job
c. Time Management: Managing one's own time and the time of others
5. Social Skills
 EDUCATIONAL QUALIFICATION AND EXPERIENCE

a. Degree (B.Tech, BE) Mechanical Engineering with 10yrs working experience
b. Diploma in Mechanical Engineering with 15yrs working experience
 BEHAVIORAL ATTRIBUTES

1. Work Ethics
2. Employee Relation
3. Delegation
4. Aggressiveness
Table.3.2.A
RPM Matrix – Mechanical Foremen
% OF TIME TO
JOB ACTIVITY BE DEVOTED ESSENTIAL DESIRABLE
(100%)
Planning 20% K – 1,2 K–5

(1,3,4,6,8) S – 1a,1b,2d,3a, S – 2b,3b,4c
4a
Supervision 50% K – 1 ,2,3,6 K– 7

(2,5,7,11,13) S –1d,2a,4b,5b S- 2c,5a
Data Maintenance 30% K–2 K- 4

(9,1,4) S - 1a, 1b, 1c
Table.3.2.B

Education-Experience Matrix - Mechanical Foremen
JOB CODE: RCC/G2/PF

JOB TITLE: Production Foreman
 JOB ACTIVITIES
1. Direct and coordinate the activities of employees engaged in production or
processing of goods.
2. Plans and establishes work schedules, assignments, and production sequences, to
meet production goals.
3. Reviews operations and accounting records or reports to determine the feasibility of
production estimates and evaluate current production.
5. Confers with subordinates to resolve worker problems, complaints, or grievances.
6. Confers with other supervisors to coordinate operations and activities within
departments or between departments.
7. Maintains operations data, such as time, production and prepares management
reports.
8. Requirement generation of materials, equipment or safety services.
9. Interprets specifications, blueprints, job orders, and company policies and
procedures for workers.
10. Inspects materials, products, or equipment to detect defects or malfunctions.
11. Demonstrates equipment operations or work procedures to new employees or
assigns employees to experienced workers for training.
Essential Desirable
Diploma in Mechanical Degree (B.Tech/BE)
Education
Engineering. Mechanical Engineering
12. Monitors or patrols work area and enforces safety or sanitation regulations.

13. Monitor gauges, dials, and other indicators to ensure operators conform to
production or processing standards.
 REPORTING STRUCTURE: Reports to Group Leader Group2
1. Production and Processing : Knowledge of inputs, outputs, raw materials, waste,
quality control, costs, and techniques for maximizing the manufacture and
distribution of goods
4. Education and Training: Knowledge of instructional methods and training group
and individual teaching techniques.
7. Clerical: Knowledge of administrative and clerical procedures and systems such as
word processing systems, filing and records management systems, stenography
terminology
1. Basic Skill:
related documents


2. Technical Skills
b. Repairing: Repairing machines or systems using the needed tools
3. Systems Skills
information

5. Social Skills

a. Diploma in Production Engineering/Production Technology with 15yrs experience
b. B.Sc. Physics/Chemistry with 10-15yrs experience
1. Work Ethics
3. Delegation
4. Aggressiveness

Table.3.3.A
RPM Matrix – Production Foremen
% OF TIME TO
(100%)

(2,3,6,9) S – 1b,3b,4a S – 3a,4c
Supervision 50% K – 3,4 K–5

(1,5,10,11,12,13) S –1d,4b,5b S- 2a,2b,5a

(7,8) S - 1a, 1b, 1c

Table.3.3.B
Education-Experience Matrix – Production Foremen
JOB CODE: SGM/CV/RCF

JOB TITLE: Refractory Civil Foreman
 JOB ACTIVITIES
1. Supervises and coordinates activities of civil workers.
2. Directs and leads workers engaged in civil activities.
3. Assigns work to employees, using material and worker requirements data.
4. Confers with staff and worker to ensure production and personnel problems are
resolved.
5. Examines and inspects work progress, equipment and construction sites to verify
safety and ensure that specifications are met.
6. Estimates material and worker requirements to complete job.
7. Reads specifications, such as blueprints and data, to determine civil requirements.
8. Analyzes and plans installation and construction of equipment and structures.
9. Locates, measures, and marks location and placement of structures and equipment.
10. Records information, such as personnel, production, and operational data, on
specified forms and reports.
11. Trains workers in construction methods and operation of equipment.
12. Recommends measures to improve production methods and equipment
Essential Desirable
Diploma in Production
Education Engineering/Production B.Sc. Chemistry/Physics
Technology
Experience 15Yrs 10 -15 Yrs
performance to increase efficiency and safety.

13. Supervising brick lining work and plant cleaning


Maintenance
tools to construct objects, structures, and buildings
devices, and their uses technology, and other applications
terminology
techniques, group and individual teaching techniques
1. Basic Skill:
related documents
2. Technical Skills


b. Repairing: Repairing machines or systems using the needed tools
3. Systems Skills
information
5. Social Skills

a. Diploma in Civil Engineering with 15yrs experience
b. Degree (B.Tech/BE) Civil Engineering with 10yrs experience
1. Work Ethic
3. Delegation
4. Aggressiveness

Tabl.3.4.A
RPM Matrix – Refractory Civil Foremen
% OF TIME TO
(100%)

(3,4,6,8,9,12) S – 4a,4b,4c
Supervision 50% K – 1,2,4,7 K–6

(1,2,5,11,13) S – 1d,3a,3b,5a, S- 2a,2b
5b

(7,10) S - 1a, 1c S- 1b

Table.3.4.B
Education-Experience Matrix – Refractory Civil Foremen
JOB CODE: SGM/WS/MD

JOB TITLE: Mechanical Draftsmen
 JOB ACTIVITIES
1. Develops detailed design drawings and specifications for mechanical equipment,
dies/tools, and controls, according to engineering sketches and design proposals.
2. Lays out and draws schematic, orthographic, or angle views to depict functional
relationships of components, assemblies, systems, and machines.
3. Draws freehand sketches of designs and traces finished drawings onto designated
paper for reproduction of blueprints (Mechanical and Civil)
4. Lays out, draws, and reproduces illustrations for reference manuals and technical
publications to describe operation and maintenance of mechanical systems. .
5. Positions instructions and comments onto drawings and illustrates and describes
installation and maintenance details.
6. Reviews and analyzes specifications, sketches, engineering drawings, ideas, and
related design data to determine factors affecting component designs.
7. Computes mathematical formulas to develop and design detailed specifications for
Essential Desirable
Diploma in Civil Degree (B.Tech/BE) Civil
Education
Engineering Engineering
components or machinery, using computer-assisted equipment.

8. Coordinates and works in conjunction with other workers to design, layout, or
detail components and systems.

 REPORTING STRUCTURE: Reporting to Mechanical Foreman
including arithmetic, algebra, geometry, calculus, statistics and their applications
4. Computers: Knowledge computer software, including application programmes
1. Basic Skill:
related documents
2. Technical Skills
a. Equipment Selection: Determining the kind of tools and equipment needed to do a
job
c. Technology Design: Generating or adapting equipments and technology to meet
needs.

a. Diploma in Civil Engineering with drawing as main specialization and working

experience of 7yrs
b. Degree (B.Tech/BE) Civil Engineering with drawing as main specialization and
working experience of 5yrs
1. Work Ethics
2. Employee Relations
3. Delegation
4. Aggressiveness
Table.3.5.A
RPM Matrix – Mechanical Draftsmen
% OF TIME TO
(100%)
Mechanical Drawing 60% K – 1,5 K–3

(1,2,3,4,5) S – 1a,2a,2c S-1d
Analyzing 40% K – 2,4 K–6

Specifications S – 1b,1c,2b
(6,7,8)

Table.3.5.B
Education-Experience Matrix
JOB CODE: SGM/PM/PMI

JOB TITLE: Preventive Maintenance-Mechanical Inspector
 JOB ACTIVITIES
1. Inspects machines, equipments, spare parts and work in progress for conformance
to specifications, and adjusts process or assembly equipment to meet standards.
2. Reads dials and meters to ensure that equipment is operating according to
specifications.
3. Collects samples for testing, and computes findings.
4. Marks items for acceptance or rejection, records test results and inspection data,
and compares findings with specifications to ensure conformance to standards.
5. Reads and interprets materials, such as work orders, inspection manuals, and
blueprints, to determine inspection and test procedures.
Essential Desirable
Diploma in Civil Degree (B.Tech/BE) Civil
Education Engineering (Drawing Engineering (Drawing as main
as main specialization) specialization)
Experience 7 Yrs 5 Yrs
6. Analyzes and interprets sample data.

7. Estimates and records operational data.
8. Vibration checking and miscellaneous inspection (Nitrogen Checking, thickness
measurement)

 REPORTING STRUCTURE: Dual reporting – Reporting to Group Leader

Mechanical Maintenance and other Group Leaders
6. Production and Processing: Knowledge of inputs, outputs, raw materials, waste,
property
1. Basic Skill:
related documents
f. Speaking: Talking to others to effectively convey information
2. Technical Skills
a. Product Inspection: Inspecting and evaluating the quality of products

b. Operation Monitoring: Watching gauges, dials, or other indicators to make sure a

machine is working properly
c. Troubleshooting: Determining what is causing an operating error and deciding
what to do about it
d. Operation and Control: Controlling operations of equipment or systems
e. Equipment Maintenance: Performing routine maintenance and determining when
3. Systems Skills
a. Information Gathering: Knowing how to find information and identifying essential
information
4. Social Skills

a. Diploma in Mechanical/Machine tools and Maintenance Engineering with 10yrs
working experience
b. Degree (B.Tech/BE) in Mechanical Engineering with 7yrs experience
1. Work Ethics
3. Perceptiveness
4. Judgment

Table.3.6.A
RPM Matrix - Preventive Maintenance Mechanical Inspector
% OF TIME TO
(100%)
Inspection 60% K – 1,3 K – 5,7

(1,2,3,7,8) S – 1c,1d,2a,2b, S-2d,2c,5b,5c
4a,4b,5a
Analysis 40% K – 2,4,6

(4,5,6) S – 1a,1b,2c,3a

Table.3.6.B
Education-Experience Matrix – Preventive Maintenance Mechanical Inspector
JOB CODE: RCC/10/GF

JOB TITLE: General Fitters
 JOB ACTIVITIES
1. Aligns parts, using jack, turnbuckles, wedges, drift pins, pry bars, and hammer.
2. Marks reference points onto floor or face block and transposes them to work
piece, using measuring devices, squares, chalk, and soapstone.
3. Positions or tightens braces, jacks, clamps, ropes, or bolt straps, or bolts parts in
positions for welding or riveting.
4. Examines blueprints and plans sequence of operation, applying knowledge of
geometry, effects of heat, weld shrinkage, machining, and metal thickness.
5. Heat-treats parts with acetylene torch.
Essential Desirable
Diploma in
Mechanical/Machine Degree (B.Tech/BE)
Education
Tools and Maintenance Mechanical Engineering
Engineering
6. Gives directions to welder to build up low spots or short pieces with weld.
7. Carry out emergency inspection (Corrective and Supervisory)
8. Spare parts inspection

 REPORTING STRUCTURE: Reports to Foremen of the respective group
1. Trade knowledge fitting: Knowledge of machines and tools for fitting, including
their designs, uses, benefits, repair, and maintenance
2. Mathematics: Basic knowledge and measurements and different units
5. Language: Knowledge of English language (Read, write and understand)
1. Basic
a). Mathematics: Using mathematics to solve problems
b). Reading Comprehension: Understanding written sentences and paragraphs in work
related documents.
c). Writing: Communicating effectively with others in writing.
d). Speaking: Talking to others to effectively convey information
2. Technical
a). Equipment Selection: Determining the kind of tools and equipment needed to do a
job
b). Operation and Control: Controlling operations of equipment or systems
c). Operations Analysis: Analyzing needs and product requirements to create a design
d). Installation: Installing equipment, machines, wiring, or programs to meet
specifications
e). Repairing: Repairing machines or systems using the needed tools
f). Equipment Maintenance: Performing routine maintenance and determining when
3. System Skills
a). Problem Identification: Identifying the nature of problems

4. Resources Management Skills:

a). Time Management: Managing one's own time and the time of others
b).Management of Material Resources: Obtaining and seeing to the appropriate use of
equipment, facilities, and materials needed to do certain work
5. Physical:
a).Vision: See details and colours of objects
b). Strength: Lift, push or pull physical objects

a. Secondary School Leaving Certificate with Technical Trade Certification in fitting
and working experience of 7yrs
b. Diploma in Fitting Technology with working experience of 5yrs.
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
Table.3.7.A
RPM Matrix – General Fitter
% OF TIME TO
(100%)
Operation 70% K – 1,2 K–4

(1,2,3,5,6) S – 1a,1d,2a,2b, S-2f,4b
2e,4a

Inspection 30% K – 3,5

(4,7,8) S – 1c,1d,2c,3a S-1b
Table.3.7.B
Education-Experience Matrix – General Fitter
JOB CODE: RCC/10/W

JOB TITLE: Welder
 JOB ACTIVITIES
1. Welds metal parts or components together, using brazing, gas, or arc welding
equipment.
Essential Desirable
SSLC with Technical
Education Trade Certificate in Diploma in Fitting Technology
Fitting
2. Guides electrodes or torch along weld line at specified speed and angle to weld,
melt, cut, or trim metal.
3. Reading layouts, blueprints, diagrams for welding or cutting metal components.
4. Selects and inserts electrode or gas nozzle into holder and connects hoses and
cables to obtain gas or specified amperage, voltage, or polarity.

5. Selects and installs torch, torch tip, filler rod, and flux, according to welding chart
specifications or type and thickness of metal.
6. Connects and turns regulator valves to activate and adjust gas flow and pressure to
obtain desired flame.
7. Repairs broken or cracked parts, fills holes and increases size of metal parts, using
welding equipment.
8. Preheats work piece, using hand torch or heating furnace.
 REPORTING STRUCTURE: Reports to Foremen of the respective groups
1. Trade knowledge welding: Knowledge of machines and tools for welding,
including their designs, uses, benefits, repair, and maintenance
1. Basic
related documents.
2. Technical
job


specifications
3. Resources Management Skills
5. Physical

a. Secondary School Leaving Certificate with Technical Trade Certification in
Welding and working experience of 7yrs
b. Diploma in Welding Technology with working experience of 5yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
Table.3.8.A
RPM Matrix - Welder
ESSENTIAL DESIRABLE
Knowledge 1,2,3 4,5

1a,1b,1d,2a,2c2d,
Skill 1c,2b,3a
2e,3b,5a,5b
Table.3.8.B
Education-Experience Matrix - Welder
Essential Desirable
SSLC with Technical
Diploma in Welding
Education Trade Certificate in
Technology
Welding
JOB CODE: RCC/10/F

JOB TITLE: Fabricator
 JOB ACTIVITIES
1. Lays out drawing on floor and marks outline on material.
2. Attaches prefabricated bag to truncated end.
3. Installs grommets, metal fittings, and fasteners, using machine.

4. Marks grommet holes on material, punches holes, and sews galvanized iron ring to
hole.
5. Sketches design of canvas item, measures boat, and makes pattern from
measurements.
6. Fabricates patterns and templates.
7. Cuts material or patterns with shears or power cutter.
8. Cuts, bends, and joins aluminum framework, attaches sail material, and assembles
and installs framework on boat.
 REPORTING STRUCTURE: Reports to the Foremen of the respective groups.
1. Trade knowledge fabrication: Knowledge of machines and tools for fabrication,
4. Building and Construction: Knowledge of materials, methods and the appropriate
tools to construct objects, structures and buildings
1. Basic
related documents.
2. Technical
job

specifications
5. Physical

Fabrication and working experience of 7yrs.
b. Diploma in Fabrication Technology with working experience of 5yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
Table.3.9.A
RPM Matrix - Fabricator
ESSENTIAL DESIRABLE

Knowledge 1,2,3 4,5
1a,1d,2a,2c2d,
Skill 1b,1c,2b,3a
2e,3b,5a,5b
Table.3.9.B
Education-Experience Matrix - Fabricator
Essential Desirable
SSLC with Technical
Diploma in Fabrication
Technology
Fabrication
JOB CODE: RCC/10/MT

JOB TITLE: Mechanical Technician
 JOB ACTIVITIES

1. Reviews project instructions and blueprints to ascertain test specifications,

procedures, objectives, and tests nature of technical problems, such as redesign.
2. Sets up and conducts tests of complete units and components under operational
conditions to investigate proposals for improving equipment performance.
3. Devises, fabricates, and assembles new or modified mechanical components for
products, such as industrial machinery or equipment, and measuring instruments.
4. Analyzes tests results in relation to design or rated specifications and test objectives
and modifies or adjusts equipment to meet specifications.
5. Reviews project instructions and specifications to identify, modify and plan
requirements for fabrication, assembly and testing.
6. Discusses changes in design, method of manufacture and assembly, and drafting
techniques and procedures with staff and coordinates corrections.
7. Calculates required capacities for equipment of proposed system to obtain specified
performance and submits data to engineering personnel for approval.
8. Drafts detail drawing or sketch for drafting room completion or to request parts
fabrication by machine, sheet or wood shops.
9. Records test procedures and results, numerical and graphical data, and
recommendations for changes in product or test methods.
10. Evaluates tool drawing designs by measuring drawing dimensions and comparing
with original specifications for form and function, using engineering skills.
11. Operates drill press, grinders, engine lathe, or other machines to modify parts
tested or to fabricate experimental parts for testing.
 REPORTING STRUCTURE: Reports to the Foremen of the respective group.
1. Trade knowledge technical: Knowledge of equipment, tools, mechanical devices,
and their uses, technology, and other applications


1. Basic Skill
related documents
2. Technical Skills
a. Operation and Control: Controlling operations of equipment or systems
b. Operation Analysis: Analyzing needs and product requirements to create a design
c. Technology Design: Generating or adapting equipment and technology to serve
user needs
d. Testing: Conducting tests to determine whether equipment or procedures arwe
operating as expected
3. Systems Skills

a. Secondary School Leaving Certificate with Technical trade Certification and
b. Diploma in any technical trade with working experience of 5yrs
1. Work Ethics

2. Pressure Bearing
3. Planning
4. Co-operation
Table.3.10.A
RPM Matrix – Mechanical Technician
% OF TIME TO
(100%)
Operational 50% K – 1,2,3 K–6

(2,3,7,8,9) S - 1c,1d,2a,3a S-2c
Analysis 50% K – 4,5

(1,4,5,6,10) S – 1a,1b,2b S-2d
Table.3.10.B
Education-Experience Matrix – Mechanical Technician
JOB CODE: RCC/10/M
Essential Desirable
SSLC with Technical Diploma in any Technical
Education
Trade Certificate Trade
JOB TITLE: Machinist

 JOB ACTIVITIES
1. Studies sample parts, blueprints, drawings, and engineering information to
determine methods and sequence of operations to fabricate product.
2. Operates metalworking machine tools, such as lathe, milling machine, shaper, or
grinder to machine parts to specifications.
3. Assembles parts into completed units, using jigs, fixtures, hand tools, and power
tools.
4. Fabricates, assembles, and modifies tooling, such as jigs, fixtures, templates, and
molds or dies to produce parts and assemblies.
5. Lays out and verifies dimensions of parts, using precision measuring and marking
instruments and knowledge of trigonometry.
6. Calculates and sets controls to regulate machining, or enters commands to retrieve,
input, or edit computerized machine control media.
7. Selects, aligns, and secures holding fixtures, cutting tools, attachments, accessories,
and materials onto machines.
8. Measures, examines, and tests completed units to detect defects and ensure
conformance to specifications.
9. Observes and listens to operating machines or equipment to diagnose machine
malfunction and determine need for adjustment or repair.
10. Confers with engineering, supervisory, and manufacturing personnel to exchange
technical information.
1. Mechanical: Knowledge of machines and tools for fitting, including their designs,
uses, benefits, repair, and maintenance

1. Basic
related documents.
2. Technical
job
specifications
4. Physical

1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

Table 3.11.B
RPM Matrix - Machinist
% OF TIME TO
(100%)
Operational 70% K – 1,3

(2,3,4,5,7,10) S - 1d,2a,2d,2e, S-2b,3b
4a,4b
Analysis 30% K–2 K-4

(1,6,8,9) S – 1a,1c,1d,2c S-1b,3a
Table.3.11.B
Education-Experience Matrix - Machinist
Essential Desirable
SSLC with Technical Diploma in any Technical
Education
Trade Certificate Trade
JOB CODE: RCC/SGEI/E

JOB TITLE: Electrician
 JOB ACTIVITIES
1. Installs electrical wiring, equipment, apparatus, and fixtures, using hand tools and
power tools.
2. Maintains and repairs or replaces wiring, equipment and fixtures, using hand tools
3. Inspects systems and electrical parts to detect hazards, defects, and need for
adjustments or repair.
4. Tests electrical systems and continuity of circuits in electrical wiring, equipment,
and fixtures, using testing devices, such as ohmmeter, voltmeter, and oscilloscope.
5. Diagnoses malfunctioning systems, apparatus, and components, using test
equipment and hand tools.
6. Prepares sketches of location of wiring and equipment or follows blueprints to
determine location of equipment and conformance to safety codes.
7. Climbs ladder to install, maintain or repair electrical wiring, equipment and
fixtures.
8. Directs and trains workers to install, maintain, or repair electrical wiring,
equipment, and fixtures.
 REPORTING STRUCTURE: Reports to the Foremen - Electrical &

Instrumentation
devices, and their uses to produce motion, light, power, technology, and other
applications
3. Trade knowledge : Knowledge of electric circuit boards, processors, chips


1. Basic
related documents.
2. Technical
job
c). Installation: Installing equipment, machines, wiring, or programs to meet
specifications
d). Repairing: Repairing machines or systems using the needed tools
e). Testing: Conducting tests to determine whether the equipments are operating as
expected
4. Physical

a. Secondary School Leaving Certificate with Electrical Trade Certification and

b. Diploma in Electrical and Electronics with working experience of 5yrs

1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
Table.3.12.A
RPM Matrix - Electrician
% OF TIME TO
(100%)
Installation 50% K – 3,7 K - 2,6

(1,2,6,7) S - 1d,2a,2c,2d, S-2b,3a
3b
Inspection 50% K – 5,4 K-1,6

(3,4,5,8) S – 1a,1b,1c,1d,
2e
Table.3.12.B
Essential Desirable
SSLC with Electrical Diploma in Electrical and
Education
Trade Certificate Electronics
Education-Experience Matrix - Electrician

JOB CODE: SGM/CV/P

JOB TITLE: Painters
 JOB ACTIVITIES
1. Paints surfaces, using brushes, spray gun, or rollers.
2. Applies paint to simulate wood grain, marble, brick, or stonework.
3. Sands surfaces between coats and polishes final coat to specified finish.
4. Cuts stencils, and brushes and sprays lettering and decorations on surfaces.
5. Washes and treats surfaces with oil, turpentine, mildew remover, or other
preparations.
6. Smoothes surfaces, using sandpaper, scrapers, brushes, steel wool, or sanding
machine.
7. Mixes and matches colors of paint, stain, or varnish
 REPORTING STRUCTURE: Reports to Refractory Civil Foremen
tools to paint objects, structures, and building.
2. Chemistry: Knowledge of the composition, structure, and properties of paints and
of the chemical processes and transformations that they undergo.
1. Basic
a). Reading: Understanding written sentences and paragraphs in work related
documents
b). Writing: Communicating effectively with others in writing as indicated by the
c). Speaking: Talking to others to effectively convey information
2. Technical

a). Equipment Selection: Determining the kind of tools and equipment needed to do
the job
b). Product Inspection: Inspecting and evaluating the quality of products i.e. paints
and tools used for painting
4. Physical
a). Vision: See details and colours of objects

a. Secondary School Leaving Certificate with working experience of 7yrs as a
painter
b. Technical Trade Certification with 5yrs of working experience as a painter
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

Table.3.13.A
RPM Matrix - Painter
ESSENTIAL DESIRABLE
Knowledge 1,2 3
1a,1c,2a,3a,4a,4b
Skill 1b,2b
Essential Desirable
Education SSLC Technical Trade Certificate
Table.3.13.B
Education-Experience Matrix - Painter

JOB CODE: SGM/CV/P

JOB TITLE: Plumbers
 JOB ACTIVITIES
1. Repairs and maintains plumbing by replacing defective washers, replacing or
mending broken pipes, and opening clogged drains.
2. Assembles pipe sections, tubing and fittings, using screws, bolts, solder, plastic
solvent, and caulking.
3. Cuts, threads, and bends pipe to required angle, using pipe cutters, pipe-threading
machine, and pipe bending machine.
4. Fills pipes or plumbing fixtures with water or air and observes pressure gauges to
detect and locate leaks.
5. Keep all equipments in good working and clean conditions at all times.
6. Reports all defects in equipment promptly to foreman.
7. Installs pipe assemblies, fittings, valves, and fixtures, such as sinks, toilets and tubs,
using hand and power tools.
8. Cuts opening in structures to accommodate pipe and pipe fittings, using hand and
power tools.
9. Mechanical pipeline and airline connections.
10. Hidden water pipe line work for the plant area.
11. Cement tanker pipe line connections.
2. Trade knowledge plumbing: Knowledge of machines and tools, including their
designs, uses, benefits, repair, and maintenance
3. Mathematics: Knowledge of measurement and their units

1. Basic
a). Speaking: Talking to others to effectively convey information
b). Mathematics: Using mathematics to solve problems
c). Writing: Communicating effectively with others in writing as indicated by the
2. Technical
a). Installation: Installing equipment, machines, wiring, or programs to meet
specifications
b). Equipment Selection: Determining the kind of tools and equipment needed to do a
job
c). Repairing: Repairing machines or systems using the needed tools
d). Troubleshooting: Determining what is causing an operating error and deciding
what to do about it
e). Equipment Maintenance: Performing routine maintenance and determining when
f). Testing: Conducting tests to determine whether equipment, software, or procedures
are operating as expected
3. Systems
a). Problem Identification: Identifying the nature of problems.
b). Judgment and decision making: Weighing the relative costs and benefits of
potential action
4. Physical:

Plumbing and working experience of 7yrs

b. Diploma in any Technical Trade with working experience of 5yrs as a plumber
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
Table.3.14.A
RPM Matrix - Plumber
% OF TIME TO
(100%)
Corrective & 60% K–2 K-4

Maintenance S – 1a,1d,2c,3a S-1c,2e,2f
(1,2,3,4,5,6)
Inspection 40% K – 1,3

(7,8,9,10,11) S – 1a,1b,2a,2b,
3b
Table.3.14.B
Education-Experience Matrix – Plumber

JOB CODE: SGM/CV/C

JOB TITLE: Carpenter
 JOB ACTIVITIES
1. Measures and marks location using tape measure, template, and marker.
2. Cuts sidings and moldings, sections of weatherboard, openings in sheetrock, and
lumber, using hand tools and power tools.
3. Lays out and aligns materials on worktable or in assembly jig according to
specified instructions.
4. Installs prefabricated windows and doors, insulation, wall, ceiling and floor panels
or siding, using adhesives, hoists, hand tools, and power tools.
5. Removes surface defects, using knife, scraper, wet sponge, electric iron, and
sanding tools.
6. Repairs or replaces defective locks, hinges, cranks, and pieces of wood, using glue,
hand tools, and power tools.
7. Measures cut materials to determine conformance to specifications, using tape
measure.
8. Examines wood surfaces for defects, such as nicks, cracks, or blisters.
9. Fills cracks, seams, depressions, and nail holes with filler.
10. Preparation of packing boxes
Essential Desirable
SSLC with Technical
Diploma in any Technical
Trade
Plumbing

1. Trade knowledge carpentry: Knowledge of materials, methods, and the
appropriate tools to construct objects, structures, and buildings
involved in the production and use of technical plans, blue prints, drawings and
models.
1. Basic
related documents.
2. Technical
job
b). Operations Analysis: Analyzing needs and product requirements to create a design
c). Installation: Installing equipment, machines, wiring, or programs to meet
specifications
d). Repairing: Repairing machines or systems using the needed tools
4. Physical


Carpentry and working experience of 7yrs
b. Diploma in any technical trade with working experience of 5yrs as a carpenter
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
Table.3.15.A
RPM Matrix - Carpenter
ESSENTIAL DESIRABLE
Knowledge 1,2,3 4
Essential Desirable
SSLC with Technical
Diploma in any Technical
Skill 1a,1d,2a,2b,2c,2d, 1b,1c,3a
Trade
Carpentry
3b,4a,4b
Table.3.15.B
Education-Experience Matrix - Carpenter

JOB CODE: SGM/CV/Ma

JOB TITLE: Mason
 JOB ACTIVITIES
1. Cleaning by Shavel
2. Castible and brick lining at shut down
3. Civil job (tile fixing/ flooring/ road concrete and repairs/ etc)
4. Anchor making
1. Safety and Security: Knowledge of personal and public safety, precautions,
prevention and protection.

3. Trade knowledge masonry: Knowledge of all kinds of masonry works
1. Basic
a. Speaking: Talking to others effectively
2. Technical
job
3. Physical:
a. Vision: See details and colours of objects
b. Strength: Lift, push or pull physical objects


a. Secondary School Leaving Certificate with working experience of 7yrs
b. Technical Trade Certification with working experience of 5yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
Table.3.16.4
RPM Matrix - Mason
ESSENTIAL DESIRABLE
Knowledge 2,3 1
Skill 2a,2b,3a,3b 1a
Essential Desirable
Table.3.16.B
Education-Experience Matrix - Mason

JOB CODE: SGM/PM/L

JOB TITLE: Lubricator
 JOB ACTIVITIES
1. To take fan vibration
2. Preventive Inspection and lubrication of running machinery
3. Inspection and lubrication of stopped machinery
4. Changing grade plates/ bearing/ Inspection/ etc
7. Roller press vibration & report
8. Lubrication/ Checking/ Cleaning as per the checklist
9. Recording oil consumption in register for ISO records
 REPORTING STRUCTURE: Reports to Preventive Maintenance Mechanical

Inspector

3. Trade knowledge Lubrication: Knowledge of different kinds of lubricants and

their uses.
1. Basic
b. Speaking: Talking to others effectively
2. Technical


job
b. Lubrication: Rubricating machines or systems using the needed tools
3. Physical

1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
5.
Table.3.17.A
RPM Matrix - Lubricator
ESSENTIAL DESIRABLE
Knowledge 2,3 1
2a,2b,3a,3b
Skill 1a
Table.3.17.A
Education-Experience Matrix - Lubricator

JOB CODE: RCC/10/CCR

JOB TITLE: Crane Operators
 JOB ACTIVITIES
1. Operates cranes, cherry pickers, or other moving equipment to lift and move loads,
such as machinery or bulk materials.
2. Loads and unloads bundles from trucks and moves containers to storage bins, using
moving equipment.
3. Inspects and adjusts crane mechanisms and accessory equipment to prevent
malfunctions and wear.
4. Inspects and compares load weights with lifting capacity to ensure against overload.
5. Cleans, lubricates, and maintains mechanisms, such as cables, pulleys, and
grappling devices.
6. Directs helpers engaged in placing blocking and out rigging under crane when
lifting loads.
 REPORTING STRUCTURE: Reporting to the Foremen of the respective group.
Essential Desirable

2. Transportation: Knowledge of principles and methods of moving cranes

3. Public Safety and Security: Knowledge of personal and public safety, and
security operations, rules, regulations, precautions, prevention, and the protection.
1. Basic
a). Speaking: Talking to others to effectively convey information
2. Technical
a). Operation and Control: Controlling operations of equipments or systems
b). Equipment Maintenance: Performing routine maintenance and determining what
kind of maintenance is needed
3. Physical:

a. Secondary School Leaving Certificate with Heavy Vehicle Driving License and
work experience of 5-7yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

Table.3.18.A
RPM Matrix – Crane Operator
% OF TIME TO BE
JOB ACTIVITY ESSENTIAL
DEVOTED (100%)
Operation 70% K – 1,2
(1,2,5) S – 2a,2b
SSLC with Heavy Vehicle

Education
Inspection 30% Driving License
K–1
(3,4,6) S – 1a
Experience 7 Yrs
Table.3.18.A
Education-Experience Matrix – Crane Operator

JOB CODE: RCC/10/R

JOB TITLE: Rigger
 JOB ACTIVITIES
1. Selects gear, such as cables, pulleys, and winches, according to load weight and
size, facilities, and work schedule.
2. Fabricates and repairs rigging, such as slings, tackle, and ladders, using hand and
power tools.
3. Assembles and installs supporting structures, rigging, hoists, and pulling gear, using
hand and power tools.
4. Attaches pulleys and blocks to fixed overhead structures, such as beams, ceilings,
and gin pole booms with bolts and clamps.
5. Attaches load to rigging, to provide support or prepare for moving, using hand and
power tools.
6. Signals or gives verbal directions to workers engaged in hoisting and moving loads,
to ensure safety of workers and materials.
7. Tests rigging, to ensure safety and reliability.
8. Dismantles, maintains, and stores rigging equipment.
9. Manipulates rigging lines, hoists, and pulling gear, to move or support materials,
such as heavy equipment, ships, or theatrical sets.
10. Aligns, levels, and anchors machinery.

1. Trade knowledge rigging: Knowledge of machines and tools for rigging, including
their designs, uses, benefits, repair and maintenance
2. Engineering and Technology: Knowledge of equipment tools, mechanical devises

and their uses to produce motion, light, power and technology and other
applications.

1. Basic
2. Technical
a. Repairing: Repairing machines or systems using the needed tools
b. Equipment Maintenance: Performing routine maintenance and determining when
and what kind of maintenance is needed.
c. Equipment Selection: Determining the kind of tools and equipment needed to do a
job
3. Physical:

rigging and working experience of 7yrs
c. Diploma in Rigging Technology with working experience of 5yrs

1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
Table.3.19.A
RPM Matrix - Rigger
ESSENTIAL
Knowledge 1,2,3
Skill 1a,2a,2b,2c3a,3b
Table.3.19.B
Education-Experience Matrix – Rigger

JOB CODE: RCC/10/H

JOB TITLE: Helper
 JOB ACTIVITIES
1. Helps mechanics and repairers maintain and repair vehicles, industrial machinery,
and electrical and electronic equipment.
2. Furnishes tools, parts, equipment, and supplies to other workers.
3. Cleans or lubricates vehicles, machinery, equipment, instruments, tools, work areas,
sewage pipe blockage and other objects, using hand tools, power tools, and cleaning
Essential Desirable
SSLC with Technical
Diploma in Rigging
Technology
Rigging
equipment.
4. Transfers equipment, tools, parts, and other objects to and from work stations and
other areas, using hand tools, power tools, and moving equipment.
5. Applies protective materials to equipment, components, and parts to prevent defects
and corrosion.
6. Tends and observes equipment and machinery to verify efficient and safe operation.

1. Basic
2. Physical:

a. 7th Standard or Junior School Certificate
1. Work Ethics
2. Adaptability
3. Energy Level
CONCLUSION
Analysis of jobs in the organization is a primary task for setting a baseline that
enables human resources (HR) professionals to effectively manage job-related
activities. Job analysis consists of two components: job description and job
specification. The job description "states job related details such as duties and
responsibilities, salary and incentives, working conditions and facilities, etc.,"
whereas the job specification "gives the related details like qualifications and qualities
required by job holders, experience and training required, etc." A job analysis is an
efficient way to gather useful information about a job, and its cost-effectiveness
makes it affordable for any organization.


CHAPTER - 4
DATA PRESENTATION
CHAPTER.4 OVERVIEW
INTRODUCTION
4.1 Group Leader Mechanical Maintenance
4.2 Mechanical Foremen
4.3 Production Foremen
4.4 Refractory Civil Foremen
4.5 Mechanical Draftsmen
4.6 Preventive Maintenance Mechanical Inspector
4.7 General Fitter
4.8 Welder
4.9 Fabricator
4.10 Mechanical technician
4.11 Machinist
4.12 Electrician
4.13 Painter
4.14 Plumber
4.15 Carpenter

4.16 Mason
4.17 Lubricator
4.18 Crane Operator
4.19 Rigger
4.20 Helper
CONCLUSION
CHAPTER-4
DATA PRESENTATION
This chapter deals with the presentation final Job Descriptions and Job Specifications
of different Job Titles, which serves for the recruitment purpose of the organization.
The recruitment process should be transparent in such a way that the all the essential
information related to the job should be communicated to the applicant. The job
description sets out the purpose of the job, where the job fits into the organization
structure, the main accountabilities and responsibilities of the job and the key tasks to
be performed. The job specification describes the requirements of the job holder needs
to be able to perform the job satisfactorily. These are likely to include Knowledge,
skill, educational qualification and experience and the behavioral attributes.

Keeping the above in background the data is presented in the present chapter in the
following headings:
• Job Code
• Job Title
• Definition
• Job Activities
• Job Challenges
• Reporting Structure
• Knowledge Requirements
• Skill Requirements
• Educational Qualification and Experience
• Behavioral Attributes
• Employment Policies
JOB CODE: SGM/10/GL
JOB TITLE: Group Leader- Mechanical Maintenance
DEFINITION: Plan, direct and coordinate the maintenance works.
 JOB ACTIVITIES
(i). Planning
a. Plans installation, maintenance, testing, and repair of facilities and equipment.
b. Plans and coordinates engineering projects, organizes and assigns staff, and directs
integration of technical activities with products.

c. Analyzes technology, resource needs, and market demand, and confers with
management, production, and marketing staff to plan and assess feasibility of project.
d. Alters or modifies design to obtain specified functional and operational

performance.
e. Develops models of alternate processing methods to test feasibility or new

applications of system components, and recommends implementation of procedures.
f. Initiates experiments to test and analyze existing designs and equipment to obtain
data on performance of product, and prepares reports.
g. Determines parts supply, maintenance tasks, safety procedures, and service

schedule required to maintain machines and equipment in prescribed condition.
h. Recommends or initiates personnel actions, such as employment, performance

i. Computes estimates and actual costs of factors, such as materials, labor, and outside
contractors, and prepares budgets.
j. Emergency breakers; planning and scheduling.
(ii). Direction
a. Establishes procedures, and directs testing, operation, maintenance, and repair of

transmitter equipment.
b. Directs, reviews, and approves product design and changes, and directs testing.
c. Specifies system components or directs modification of products to ensure

conformance with engineering design and performance specifications.
d. Investigates equipment failures and difficulties, diagnoses faulty operation, and

makes recommendations to maintenance crew.
e. Assists drafter in developing structural design of product, using drafting tools or

computer-assisted design/drafting equipment and software.

f. Confers with personnel, such as management, engineering, quality control,

customers, and workers' representatives to coordinate work activities and resolve
problems.
 JOB CHALLENGES
1. Required to work under pressure
2. Have to work in shifts
3. During emergency may have to work for continuous shifts
4. Have to work in hazardous conditions (High temperature, Dust etc)
 REPORTING STRUCTURE: Reports to Works Manager
• Essential
property
6. Administration and Management: Knowledge of principles and processes involved
in business and organizational planning, coordination, and execution. This
includes strategic planning, resource allocation, manpower modeling, leadership
techniques, and production methods
techniques including curriculum design principles, learning theory, group and

individual teaching techniques, design of individual development plans, and test

design principles .
• Desirable
tools to construct objects, structures, and buildings.
• Essential
1. Mathematics: Using mathematics to solve problems
2. Reading Comprehension: Understanding written sentences and paragraphs in work
related documents
3. Writing: Communicating effectively with others in writing as indicated by the
4. Speaking: Talking to others to effectively convey information
5. Critical Thinking: Using logic and analysis to identify the strengths and
weaknesses of different approaches
6. Technology Design: Generating or adapting equipment and technology to serve
user needs
7. Operations Analysis: Analyzing needs and product requirements to create a design
8. Problem Identification: Identifying the nature of problems
9. Idea Generation: Generating a number of different approaches to problems
10. Judgment and Decision Making: Weighing the relative costs and benefits of a
potential action
11. Monitoring: Assessing how well one is doing when learning or doing something
• Desirable
1. Visioning: Developing an image of how a system should work under ideal
conditions
2. Instructing: Teaching others how to do something

a. Diploma in Mechanical Engineering with 20yrs working experience

b. Degree (B.Tech, BE) Mechanical Engineering with 15yrs working experience
1. Work Ethic
2. Perceptiveness
3. Technical Expertise
4. Independent Judgment
 EMPLOYMENT POLICIES:
1. Annual leave: 36Days or as per the employment contract
2. Air ticket class: Economy class
3. Year of air ticket eligibility: Once in year
4. Annual increment: Flexible based on performance appraisal
5. Other benefits: Family status, Furniture allowance

JOB CODE: SGM/WS/MF

JOB TITLE: Mechanical Foremen
DEFINITION: Supervise and coordinate the activities of mechanics, repairers and
installers.
 JOB ACTIVITIES
(i). Planning
a. Assigns workers to perform activities, such as service appliances, repair and
maintain vehicles, and install machinery and equipment.
b. Recommends or initiates personnel actions, such as employment, performance
c. Confers with supervisors to coordinate work activities and resolve problems.
d. Interprets specifications, blueprints, and job orders, and constructs templates and
lays out reference points for workers.
e. Establishes or adjusts work methods and procedures to meet production schedules,
using knowledge of capacities of machines, equipment, and personnel.
(ii). Supervision
a. Directs, coordinates, and assists in performance of workers' activities, such as
engine tune-up, hydroelectric turbine repair, or circuit breaker installation.
b. Examines object, system, or facilities, or industrial plant, and analyzes information,
to determine installation, service, or repair needed.
c. Monitors operations, and inspects, tests, and measures completed work, using
devices, such as hand tools, gauges, and specifications to verify conformance to
standards
d. Trains workers in methods, procedures, and use of equipment and work aids, such
as blueprints, hand tools, and test equipment.
e. Patrols work area and examine tools and equipment to detect unsafe conditions or
violations of safety rules.
(iii). Data Maintenance

a. Requisition of materials and supplies, such as tools, equipment, and replacement

parts for work activities.
b. Completes and maintains reports, such as time and production records, inventories,
and test results.
c. Recommends measures, such as procedural changes, service manuals revisions, and
equipment purchases, to improve work performance and minimize operating costs.
d. SAP updating
 JOB CHALLENGES

Maintenance
• Essential:
techniques, group and individual teaching techniques etc
• Desirable:

terminology
• Essential:
related documents
5. Equipment Maintenance: Performing routine maintenance and determining when
8. Management of Material Resources: Obtaining and seeing to the appropriate use
• Desirable:
1. Equipment Selection: Determining the kind of tools and equipment needed to do a
job
2. Repairing: Repairing machines or systems using the needed tools
3. Information Gathering: Knowing how to find information and identifying essential
information
4. Management of Personnel Resources: Motivating, developing, and directing
5. Time Management: Managing one's own time and the time of others

a. Diploma in Mechanical Engineering with 15yrs working experience

b. Degree (B.Tech, BE) Mechanical Engineering with 10yrs working experience
1. Work Ethics
3. Delegation
4. Aggressiveness
 EMPLOYMENT POLICIES
1. Annual leave: First year 15 days and from second year onwards 30days
3. Year of air ticket eligibility: As per employment contract
5. Other benefits: Family status, furniture allowance, overtime

JOB CODE: RCC/G2/PF

JOB TITLE: Production Foreman
DEFINITION: Supervise and co-ordinate the activities of production and operating
workers.
 JOB ACTIVITIES
(i). Planning
a. Plans and establishes work schedules, assignments, and production sequences, to
meet production goals.
b. Reviews operations and accounting records or reports to determine the feasibility of
production estimates and evaluate current production.
c. Confers with other supervisors to coordinate operations and activities within
departments or between departments.
d. Interprets specifications, blueprints, job orders, and company policies and
procedures for workers
(ii). Supervision
a. Direct and coordinate the activities of employees engaged in production or
processing of goods.
b. Confers with subordinates to resolve worker problems, complaints, or grievances.
c. Inspects materials, products, or equipment to detect defects or malfunctions.
d. Demonstrates equipment operations or work procedures to new employees or
assigns employees to experienced workers for training.
e. Monitors or patrols work area and enforces safety or sanitation regulations.
f. Monitor gauges, dials, and other indicators to ensure operators conform to
production or processing standards.

a. Maintains operations data, such as time, production and prepares management

reports.
b. Requirement generation of materials, equipment or safety services.
.
 JOB CHALLENGES
 REPORTING STRUCTURE: Reports to Group Leader Group2
• Essential:
1. Production and Processing : Knowledge of inputs, outputs, raw materials, waste,
4. Education and Training: Knowledge of instructional methods and training group
and individual teaching techniques.
• Desirable:


terminology
• Essential:
related documents
5. Information Gathering: Knowing how to find information and identifying essential
information
7. Management of Personnel Resources: Motivating, developing, and directing
• Desirable:

a. Diploma in Production Engineering/Production Technology with 15yrs experience
b. B.Sc. Physics/Chemistry with 10-15yrs experience

1. Work Ethics
3. Delegation
4. Aggressiveness
JOB CODE: SGM/CV/RCF
JOB TITLE: Refractory Civil Foreman
DEFINITION: Supervise and co-ordinate the activities of civil workers and their
helpers.
 JOB ACTIVITIES
(i). Planning
a. Assigns work to employees, using material and worker requirements data.
b. Confers with staff and worker to ensure production and personnel problems are
resolved.
c. Estimates material and worker requirements to complete job.
d. Analyzes and plans installation and construction of equipment and structures.
e. Locates, measures, and marks location and placement of structures and equipment.
f. Recommends measures to improve production methods and equipment performance
to increase efficiency and safety.
(ii). Supervision
a. Supervises and coordinates activities of civil workers.
b. Directs and leads workers engaged in civil activities.
c. Examines and inspects work progress, equipment and construction sites to verify
safety and ensure that specifications are met.
d. Trains workers in construction methods and operation of equipment.
e. Supervising brick lining work and plant cleaning


a. Reads specifications, such as blueprints and data, to determine civil requirements.
b. Records information, such as personnel, production, and operational data, on
specified forms and reports.
 JOB CHALLENGES

Maintenance
• Essential:
drawings, and models.
techniques, group and individual teaching techniques
• Desirable:
devices, and their uses technology, and other applications
terminology

• Essential:
b. Writing: Communicating effectively with others in writing as indicated by the
c. Speaking: Talking to others to effectively convey information
d. Problem Identification: Identifying the nature of problems
e. Information Gathering: Knowing how to find information and identifying essential
information
f. Management of Material Resources: Obtaining and seeing to the appropriate use
g. Management of Personnel Resources: Motivating, developing, and directing
h. Time Management: Managing one's own time and the time of others
c. Monitoring: Assessing how well one is doing when learning or doing something
i. Instructing: Teaching others how to do something
• Desirable:
a. Reading Comprehension: Understanding written sentences and paragraphs in work
related documents
b. Equipment Maintenance: Performing routine maintenance and determining when
c. Repairing: Repairing machines or systems using the needed tools

a. Diploma in Civil Engineering with 15yrs experience
c. Degree (B.Tech/BE) Civil Engineering with 10yrs experience
 BEHAVIORAL ATTRIBUTES:
1. Work Ethic

3. Delegation
4. Aggressiveness
 EMPLOYMENT POLICIES:
JOB CODE: SGM/WS/MD

JOB TITLE: Mechanical Draftsmen
DEFINITION: Prepare detailed working diagrams of machinery and mechanical
devises.
 JOB ACTIVITIES
(i). Mechanical Drawing
a. Develops detailed design drawings and specifications for mechanical equipment,
dies/tools, and controls, according to engineering sketches and design proposals.
b. Lays out and draws schematic, orthographic, or angle views to depict functional
relationships of components, assemblies, systems, and machines.
c. Draws freehand sketches of designs and traces finished drawings onto designated
paper for reproduction of blueprints (Mechanical and Civil)
d. Lays out, draws, and reproduces illustrations for reference manuals and technical
publications to describe operation and maintenance of mechanical systems. .
e. Positions instructions and comments onto drawings and illustrates and describes
installation and maintenance details.
(ii). Analyzing Specification
a. Reviews and analyzes specifications, sketches, engineering drawings, ideas, and
related design data to determine factors affecting component designs.

b. Computes mathematical formulas to develop and design detailed specifications for

components or machinery, using computer-assisted equipment.
c. Coordinates and works in conjunction with other workers to design, layout, or detail
components and systems.
 JOB CHALLENGES
 REPORTING STRUCTURE: Reporting to Mechanical Foreman
• Essential:
including arithmetic, algebra, geometry, calculus, statistics and their applications
3. Computers: Knowledge computer software, including application programmes
• Desirable:
• Essential:

• Mathematics: Using mathematics to solve problems

• Reading Comprehension: Understanding written sentences and paragraphs in work
related documents
• Writing: Communicating effectively with others in writing as indicated by the
• Equipment Selection: Determining the kind of tools and equipment needed to do a
job
• Operations Analysis: Analyzing needs and product requirements to create a design
• Technology Design: Generating or adapting equipments and technology to meet
needs.
• Desirable:
a. Speaking: Talking to others to effectively convey information

experience of 7yrs
1. Work Ethics
3. Delegation
4. Aggressiveness

JOB CODE: SGM/PM/PMI

JOB TITLE: Preventive Maintenance-Mechanical Inspector
DEFINITION: Inspect and test mechanical assemblies and systems.
 JOB ACTIVITIES
(i). Inspection
a. Inspects machines, equipments, spare parts and work in progress for conformance
to specifications, and adjusts process or assembly equipment to meet standards.
b. Reads dials and meters to ensure that equipment is operating according to
specifications.
c. Collects samples for testing, and computes findings.
d. Estimates and records operational data.
e. Vibration checking and miscellaneous inspection (Nitrogen Checking, thickness
measurement)
(ii). Analysis

a. Marks items for acceptance or rejection, records test results and inspection data,
and compares findings with specifications to ensure conformance to standards.
b. Reads and interprets materials, such as work orders, inspection manuals, and
blueprints, to determine inspection and test procedures.
c. Analyzes and interprets sample data.
 JOB CHALLENGES
 REPORTING STRUCTURE: Dual reporting – Reporting to Group Leader

Mechanical Maintenance and other Group Leaders
• Essential:
• Desirable:

property
• Essential
• Mathematics: Using mathematics to solve problems
• Reading Comprehension: Understanding written sentences and paragraphs in work
related documents
• Writing: Communicating effectively with others in writing as indicated by the
• Speaking: Talking to others to effectively convey information
• Operation and Control: Controlling operations of equipment or systems
• Equipment Maintenance: Performing routine maintenance and determining when
• Product Inspection: Inspecting and evaluating the quality of products
• Operation Monitoring: Watching gauges, dials, or other indicators to make sure a
machine is working properly
• Troubleshooting: Determining what is causing an operating error and deciding
what to do about it
• Information Gathering: Knowing how to find information and identifying essential
information
• Monitoring: Assessing how well one is doing when learning or doing something
• Instructing: Teaching others how to do something
• Management of Material Resources: Obtaining and seeing to the appropriate use
• Desirable
a. Management of Personnel Resources: Motivating, developing, and directing
b. Time Management: Managing one’s own time and the time of others


experience of 7yrs
1. Work Ethics
3. Perceptiveness
4. Judgment
1. Annual leave: First year 15days and from second year onwards 30days
3. Year of air ticket eligibility: Once in two years
4. Annual Increment: Flexible based on performance appraisal
5. Other benefits: Over time, camp accommodation
JOB CODE: RCC/10/GF

JOB TITLE: General Fitters
DEFINITION: Lay out, position, align and fit together fabricated parts.
 JOB ACTIVITIES
(i). Operation
a. Aligns parts, using jack, turnbuckles, wedges, drift pins, pry bars, and hammer.
b. Marks reference points onto floor or face block and transposes them to work
piece, using measuring devices, squares, chalk, and soapstone.
c. Positions or tightens braces, jacks, clamps, ropes, or bolt straps, or bolts parts in
positions for welding or riveting.
d. Heat-treats parts with acetylene torch.

e. Gives directions to welder to build up low spots or short pieces with weld.
(ii). Inspection
a. Examines blueprints and plans sequence of operation, applying knowledge of
geometry, effects of heat, weld shrinkage, machining, and metal thickness.
b. Carry out emergency inspection (Corrective and Supervisory)
c. Spare parts inspection
 JOB CHALLENGES
 REPORTING STRUCTURE: Reports to Foremen of the respective group
• Essential
1. Trade knowledge fitting: Knowledge of machines and tools for fitting, including
their designs, uses, benefits, repair, and maintenance
• Desirable:
• Essential:

2. Writing: Communicating effectively with others in writing.

job
5. Operation and Control: Controlling operations of equipment or systems
7. Installation: Installing equipment, machines, wiring, or programs to meet
specifications
10. Time Management: Managing one’s own time and the time of others
11. Vision: See details and colours of objects
12. Strength: Lift, push or pull physical objects
• Desirable:
related documents.

a. Secondary School Leaving Certificate with Technical Trade Certification in fitting
and working experience of 7yrs
b. Diploma in Fitting Technology with working experience of 5yrs.
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: RCC/10/W

JOB TITLE: Welder
DEFINITION: To cut, trim and weld metal components and parts.
 JOB ACTIVITIES
1. Welds metal parts or components together, using brazing, gas, or arc welding
equipment.
2. Guides electrodes or torch along weld line at specified speed and angle to weld,
melt, cut, or trim metal.
3. Reading layouts, blueprints, diagrams for welding or cutting metal components.

4. Selects and inserts electrode or gas nozzle into holder and connects hoses and
cables to obtain gas or specified amperage, voltage, or polarity.
5. Selects and installs torch, torch tip, filler rod, and flux, according to welding chart
specifications or type and thickness of metal.
6. Connects and turns regulator valves to activate and adjust gas flow and pressure to
obtain desired flame.
7. Repairs broken or cracked parts, fills holes and increases size of metal parts, using
welding equipment.
8. Preheats work piece, using hand torch or heating furnace.
 JOB CHALLENGES
 REPORTING STRUCTURE: Reports to Foremen of the respective groups
• Essential:
1. Trade Knowledge Welding: Knowledge of machines and tools for welding,
• Desirable:

• Essential:
related documents.
job
specifications
8. Management of Material Resources: Obtaining and seeing to the appropriate use of
• Desirable:

Welding and working experience of 7yrs
b. Diploma in Welding Technology with working experience of 5yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: RCC/10/F

JOB TITLE: Fabricator
DEFINITION: Fabricate and install layouts, canvas and net goods.
 JOB ACTIVITIES
1. Lays out drawing on floor and marks outline on material.
2. Attaches prefabricated bag to truncated end.

3. Installs grommets, metal fittings, and fasteners, using machine.

4. Marks grommet holes on material, punches holes, and sews galvanized iron ring to
hole.
5. Sketches design of canvas item, measures boat, and makes pattern from
measurements.
6. Fabricates patterns and templates.
7. Cuts material or patterns with shears or power cutter.
8. Cuts, bends, and joins aluminum framework, attaches sail material, and assembles
and installs framework on boat.
 JOB CHALLENGES
• Essential:
1. Trade knowledge fabrication: Knowledge of machines and tools for fabrication,
• Desirable:
1. Building and Construction: Knowledge of materials, methods and the appropriate
tools to construct objects, structures and buildings

• Essential:
job
specifications
• Desirable:
related documents.

Fabrication and working experience of 7yrs.
5. Diploma in Fabrication Technology with working experience of 5yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: RCC/10/MT

JOB TITLE: Mechanical Technician
DEFINITION: Develop and tests machinery and equipments.
 JOB ACTIVITIES

(i). Operational
a. Sets up and conducts tests of complete units and components under operational
conditions to investigate proposals for improving equipment performance.
b. Devises, fabricates, and assembles new or modified mechanical components for
products, such as industrial machinery or equipment, and measuring instruments.
c. Calculates required capacities for equipment of proposed system to obtain specified
performance and submits data to engineering personnel for approval.
d. Drafts detail drawing or sketch for drafting room completion or to request parts
fabrication by machine, sheet or wood shops.
e. Records test procedures and results, numerical and graphical data, and
recommendations for changes in product or test methods.
f. Operates drill press, grinders, engine lathe, or other machines to modify parts tested
or to fabricate experimental parts for testing.
(ii) Analysis
a. Reviews project instructions and blueprints to ascertain test specifications,
procedures, objectives, and tests nature of technical problems, such as redesign.
b. Analyzes tests results in relation to design or rated specifications and test objectives
and modifies or adjusts equipment to meet specifications.
c. Reviews project instructions and specifications to identify, modify and plan
requirements for fabrication, assembly and testing.
d. Discusses changes in design, method of manufacture and assembly, and drafting
techniques and procedures with staff and coordinates corrections.
e. Evaluates tool drawing designs by measuring drawing dimensions and comparing
with original specifications for form and function, using engineering skills.
JOB CHALLENGES

• Essential:
1. Trade knowledge technical: Knowledge of equipment, tools, mechanical devices,
and their uses, technology, and other applications
• Desirable:
• Essential:
related documents
e. Operation and Control: Controlling operations of equipment or systems
f. Operation Analysis: Analyzing needs and product requirements to create a design
g. Problem Identification: Identifying the nature of problems
• Desirable:
1. Technology Design: Generating or adapting equipment and technology to serve
user needs

2. Testing: Conducting tests to determine whether equipment or procedures arwe

operating as expected

1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
JOB CODE: RCC/10/M

JOB TITLE: Machinist
DEFINITION: Set up and operate variety of machine tools.

 JOB ACTIVITIES
(i). Operation
a. Operates metalworking machine tools, such as lathe, milling machine, shaper, or
grinder to machine parts to specifications.
b. Assembles parts into completed units, using jigs, fixtures, hand tools, and power
tools.
c. Fabricates, assembles, and modifies tooling, such as jigs, fixtures, templates, and
molds or dies to produce parts and assemblies.
d. Lays out and verifies dimensions of parts, using precision measuring and marking
instruments and knowledge of trigonometry.
e. Selects, aligns, and secures holding fixtures, cutting tools, attachments, accessories,
and materials onto machines
(ii). Analysis
a. Studies sample parts, blueprints, drawings, and engineering information to
determine methods and sequence of operations to fabricate product.
b. Calculates and sets controls to regulate machining, or enters commands to retrieve,
input, or edit computerized machine control media.
c. Measures, examines, and tests completed units to detect defects and ensure
conformance to specifications.
d. Observes and listens to operating machines or equipment to diagnose machine
malfunction and determine need for adjustment or repair.
e. Confers with engineering, supervisory, and manufacturing personnel to exchange
technical information.
 JOB CHALLENGES

• Essential:
1. Mechanical: Knowledge of machines and tools for fitting, including their designs,
uses, benefits, repair, and maintenance
• Desirable:
• Essential
job
specifications
• Desirable:
related documents.


1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: RCC/SGEI/E

JOB TITLE: Electrician
DEFINITION: Install, maintain and repair electrical wiring, equipment and fixtures.
 JOB ACTIVITIES
(i). Installation
a. Installs electrical wiring, equipment, apparatus, and fixtures, using hand tools and
power tools.
b. Maintains and repairs or replaces wiring, equipment and fixtures, using hand tools
fixtures.
c. Prepares sketches of location of wiring and equipment or follows blueprints to
determine location of equipment and conformance to safety codes.
d. Climbs ladder to install, maintain or repair electrical wiring, equipment and
(ii). Inspection
a. Inspects systems and electrical parts to detect hazards, defects, and need for
adjustments or repair.
b. Tests electrical systems and continuity of circuits in electrical wiring, equipment,
and fixtures, using testing devices, such as ohmmeter, voltmeter, and oscilloscope.
c. Diagnoses malfunctioning systems, apparatus, and components, using test
equipment and hand tools.
d. Directs and trains workers to install, maintain, or repair electrical wiring,
equipment, and fixtures.
 JOB CHALLENGES
 REPORTING STRUCTURE: Reports to the Foremen - Electrical &

Instrumentation

• Essential:
2. Trade knowledge electrical: Knowledge of electric circuit boards, processors,
chips
• Desirable:
devices, and their uses to produce motion, light, power, technology, and other
applications
• Essential:
related documents.
job
specifications

8. Testing: Conducting tests to determine whether the equipments are operating as

expected
• Desirable:

a. Secondary School Leaving Certificate with Electrical Trade Certification and
b. Diploma in Electrical and Electronics with working experience of 5yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: SGM/CV/P

JOB TITLE: Painters
DEFINITION: Paint walls, equipment, buildings and other structural surfaces, using
brushes, rollers, and spray guns.
 JOB ACTIVITIES
1. Paints surfaces, using brushes, spray gun, or rollers.
2. Applies paint to simulate wood grain, marble, brick, or stonework.
3. Sands surfaces between coats and polishes final coat to specified finish.
4. Cuts stencils, and brushes and sprays lettering and decorations on surfaces.
5. Washes and treats surfaces with oil, turpentine, mildew remover, or other
preparations.
6. Smoothes surfaces, using sandpaper, scrapers, brushes, steel wool, or sanding
machine.
7. Mixes and matches colors of paint, stain, or varnish
 JOB CHALLENGES
• Essential:
tools to paint objects, structures, and building.

2. Chemistry: Knowledge of the composition, structure, and properties of paints and

of the chemical processes and transformations that they undergo.
• Desirable:
• Essential:
1. Reading: Understanding written sentences and paragraphs in work related
documents
3. Equipment Selection: Determining the kind of tools and equipment needed to do
the job
• Desirable:
2. Product Inspection: Inspecting and evaluating the quality of products i.e. paints and
tools used for painting

a. Secondary School Leaving Certificate with working experience of 7yrs as a
painter
b. Technical Trade Certification with 5yrs of working experience as a painter
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: SGM/CV/P
JOB TITLE: Plumbers
DEFINITION: Assemble, install, and repair pipes, fittings, and fixtures of heating,
water, and drainage systems.
 JOB ACTIVITIES
(i). Corrective and Maintenance
a. Repairs and maintains plumbing by replacing defective washers, replacing or
mending broken pipes, and opening clogged drains.
b. Assembles pipe sections, tubing and fittings, using screws, bolts, solder, plastic
solvent, and caulking.
c. Cuts, threads, and bends pipe to required angle, using pipe cutters, pipe-threading
machine, and pipe bending machine.
d. Fills pipes or plumbing fixtures with water or air and observes pressure gauges to
detect and locate leaks.
e. Keep all equipments in good working and clean conditions at all times.
f. Reports all defects in equipment promptly to foreman.
(ii). Installation
a. Installs pipe assemblies, fittings, valves, and fixtures, such as sinks, toilets and tubs,
using hand and power tools.
b. Cuts opening in structures to accommodate pipe and pipe fittings, using hand and
power tools.
c. Mechanical pipeline and airline connections.
d. Hidden water pipe line work for the plant area.
e. Cement tanker pipe line connections.
 JOB CHALLENGES


• Essential:
2. Trade knowledge plumbing: Knowledge of machines and tools for plumbing,
• Desirable:
 SKILLS REQUIREMENT
• Essential:
2. Mathematics: Using mathematics to solve problems a). Installation: Installing
equipment, machines, wiring, or programs to meet specifications
job
5. Troubleshooting: Determining what is causing an operating error and deciding what
to do about it
6. Problem Identification: Identifying the nature of problems.
7. Judgment and decision making: Weighing the relative costs and benefits of
potential action

• Desirable:
3. Testing: Conducting tests to determine whether equipment, software, or procedures
are operating as expected

Plumbing and working experience of 7yrs
b. Diploma in any Technical Trade with working experience of 5yrs as a plumber
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: SGM/CV/C

JOB TITLE: Carpenter
DEFINITION: Carry out all carpentry works related to the maintenance of industrial
and residential building and the plant.
 JOB ACTIVITIES
1. Measures and marks location using tape measure, template, and marker.
2. Cuts sidings and moldings, sections of weatherboard, openings in sheetrock, and
lumber, using hand tools and power tools.
3. Lays out and aligns materials on worktable or in assembly jig according to
specified instructions.
4. Installs prefabricated windows and doors, insulation, wall, ceiling and floor panels
or siding, using adhesives, hoists, hand tools, and power tools.
5. Removes surface defects, using knife, scraper, wet sponge, electric iron, and
sanding tools.
6. Repairs or replaces defective locks, hinges, cranks, and pieces of wood, using glue,
hand tools, and power tools.
7. Measures cut materials to determine conformance to specifications, using tape
measure.
8. Examines wood surfaces for defects, such as nicks, cracks, or blisters.
9. Fills cracks, seams, depressions, and nail holes with filler.
10. Preparation of packing boxes
 JOB CHALLENGES:


• Essential
1. Trade knowledge carpentry: Knowledge of materials, methods, and the

appropriate tools to construct objects, structures, and buildings

involved in the production and use of technical plans, blue prints, drawings and
models.
• Desirable:
• Essential:
job
specifications


• Desirable:
related documents.

Carpentry and working experience of 7yrs
b. Diploma in any technical trade with working experience of 5yrs as a carpenter
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: SGM/CV/Ma

JOB TITLE: Mason
DEFINITION: Carry out all the masonry jobs related to the maintenance of industrial
and residential buildings, factory roads and brick lining.
 JOB ACTIVITIES
1. Cleaning by Shavel
2. Castible and brick lining at shut down
3. Civil job (tile fixing/ flooring/ road concrete and repairs/ etc)
4. Anchor making
 JOB CHALLENGES

• Essential:

2. Trade knowledge masonry: Knowledge of all kinds of masonry works
• Desirable:

• Essential:
job
• Desirable:
1. Speaking: Talking to others effectively

1. Secondary School Leaving Certificate with working experience of 7yrs
2. Technical Trade Certification with working experience of 5yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: SGM/PM/L

JOB TITLE: Lubricator
DEFINITION: Inspect and lubricate running as well as static machinery
 JOB ACTIVITIES
1. To take fan vibration
2. Preventive Inspection and lubrication of running machinery
3. Inspection and lubrication of stopped machinery
4. Changing grade plates/ bearing/ Inspection/ etc
7. Roller press vibration & report
8. Lubrication/ Checking/ Cleaning as per the checklist
9. Recording oil consumption in register for ISO records
 JOB CHALLENGES


 REPORTING STRUCTURE: Reports to Preventive Maintenance Mechanical

Inspector
• Essential:

2. Trade knowledge lubrication: Knowledge of different kinds of lubricants and their

uses.
• Desirable:

• Essential:

job
2. Lubrication: Lubricating machines or systems using the needed tools

• Desirable:

1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
JOB CODE: RCC/10/CCR

JOB TITLE: Crane Operators
DEFINITION: Operates crane to lift and move materials, machines or products in
many directions.

 JOB ACTIVITIES
(i). Operation
a. Operates cranes, cherry pickers, or other moving equipment to lift and move loads,
such as machinery or bulk materials.
b. Loads and unloads bundles from trucks and moves containers to storage bins, using
moving equipment
c. Cleans, lubricates, and maintains mechanisms, such as cables, pulleys, and
grappling devices.
(ii). Inspection:
a. Inspects and adjusts crane mechanisms and accessory equipment to prevent
malfunctions and wear.
b. Inspects and compares load weights with lifting capacity to ensure against overload.
c. Directs helpers engaged in placing blocking and out rigging under crane when
lifting loads.
 JOB CHALLENGES
 REPORTING STRUCTURE: Reporting to the Foremen of the respective group.
2. Transportation: Knowledge of principles and methods of moving cranes
3. Public Safety and Security: Knowledge of personal and public safety, and
security operations, rules, regulations, precautions, prevention, and the protection.

2. Operation and Control: Controlling operations of equipments or systems

3. Equipment Maintenance: Performing routine maintenance and determining what
kind of maintenance is needed
4. Inspection: Inspecting and evaluating the machinery functions

a. Secondary School Leaving Certificate with Heavy Vehicle Driving License and
work experience of 5-7yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation
JOB CODE: RCC/10/R

JOB TITLE: Rigger
DEFINITION: Set up and repair rigging for the plant

 JOB ACTIVITIES
1. Selects gear, such as cables, pulleys, and winches, according to load weight and
size, facilities, and work schedule.
2. Fabricates and repairs rigging, such as slings, tackle, and ladders, using hand and
power tools.
3. Assembles and installs supporting structures, rigging, hoists, and pulling gear, using
hand and power tools.
4. Attaches pulleys and blocks to fixed overhead structures, such as beams, ceilings,
and gin pole booms with bolts and clamps.
5. Attaches load to rigging, to provide support or prepare for moving, using hand and
power tools.
6. Signals or gives verbal directions to workers engaged in hoisting and moving loads,
to ensure safety of workers and materials.
7. Tests rigging, to ensure safety and reliability.
8. Dismantles, maintains, and stores rigging equipment.
9. Manipulates rigging lines, hoists, and pulling gear, to move or support materials,
such as heavy equipment, ships, or theatrical sets.
10. Aligns, levels, and anchors machinery.
 JOB CHALLENGES
1. Trade knowledge rigging: Knowledge of machines and tools for rigging, including
their designs, uses, benefits, repair and maintenance

2. Engineering and Technology: Knowledge of equipment tools, mechanical devises

and their uses to produce motion, light, power and technology and other
applications.

and what kind of maintenance is needed.
job

rigging and working experience of 7yrs
b. Diploma in Rigging Technology with working experience of 5yrs
1. Work Ethics
2. Pressure Bearing
3. Planning
4. Co-operation

JOB CODE: RCC/10/H

JOB TITLE: Helper
DEFINITION: Help people involved in maintenance and production work.
 JOB ACTIVITIES
1. Helps mechanics and repairers maintain and repair vehicles, industrial machinery,
and electrical and electronic equipment.
2. Furnishes tools, parts, equipment, and supplies to other workers.
3. Cleans or lubricates vehicles, machinery, equipment, instruments, tools, work areas,
sewage pipe blockage and other objects, using hand tools, power tools, and cleaning
equipment.
4. Transfers equipment, tools, parts, and other objects to and from work stations and
other areas, using hand tools, power tools, and moving equipment.
5. Applies protective materials to equipment, components, and parts to prevent defects
and corrosion.
6. Tends and observes equipment and machinery to verify efficient and safe operation.
 JOB CHALLENGES


a. 7th Standard or Junior School Certificate
1. Work Ethics
2. Adaptability
3. Energy Level
6. Post open for Omani Nationals only.

CONCLUSION
Job analysis helps in analyzing the resources and establishing the strategies to
accomplish the business goals and strategic objectives. Effectively developed,
employee job descriptions are communication tools that are significant in an
organization's success.
The main purpose of conducting job analysis is to prepare job description and
job specification which helps to hire right quality of workforce. Job Analysis can be
used in training to identify or develop, training content, and assessment tests to
measure effectiveness of training, equipment to be used in delivering the training and
methods of training. It can also be used in compensation to identify or determine: skill
levels, compensable job factors, work environment, responsibilities and required level
of education.
Further Job Analysis can be used in selection procedures to identify or develop
job duties that should be included in advertisements of vacant positions, appropriate
salary level for the position to help determine what salary should be offered to a
candidate, minimum requirements for screening applicants, interview questions,
selection tests/instruments (e.g., written tests; oral tests; job simulations), applicant
appraisal forms and orientation materials for new hires and also it can be used in
performance review to identify or develop goals and objectives, performance
standards, evaluation criteria, length of probationary periods, and duties to be
evaluated.
The job analysis and description will help simplify human resource activities.
It has many uses, which are all important to ensuring human resource activities run
properly.

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Master of Business Administration

DC School of Management and Technology 1

1.1 THE COMPANY - RAYSUT CEMENT CO. (S.A.O.G)

1.2 JOB ANALYSIS

1.5 BEHAVIOURAL ATTRIBUTES

DC School of Management and Technology 2

INTRODUCTION AND REVIEW OF LITERATURE

“Today's organizations operate in a rapidly changing environment. Consequently, one

DC School of Management and Technology 3

DC School of Management and Technology 4

PART.1 – PROFILE OF THE COMPANY

1.1 RAYSUT CEMENT COMPANY (S.A.O.G)

DC School of Management and Technology 5

• Gain mutual trust of the shareholders, employees, customers, suppliers and

1.1.1 RCC - VISION, MISSION AND VALUES

DC School of Management and Technology 6

1.1. 4 PRODUCT RANGE

DC School of Management and Technology 7

1.1.6 BUSINESS CONDUCT

1.1.7 MANAGEMENT COMMITMENTS

DC School of Management and Technology 8

1.1.8 RCC ORGANOGRAM

DC School of Management and Technology 9

1.1.9 THE GROUP SYSTEM

1.1.10 THE CONTRACT SYSTEM

DC School of Management and Technology 10

1.1.11 EMPLOYEE CATEGORIZATION

1.1.12 JOB CLARITY AND JOB ANALYSIS

DC School of Management and Technology 11

1.1.13 CAREER IN RCC

DC School of Management and Technology 12

PART.2 - LITERATURE REVIEW

1.2 JOB ANALYSIS

DC School of Management and Technology 13

• Job Specification (Functional and Behavioral)

Job Description Job Specification

1.2.1 FUNDAMENTAL JOB DESCRIPTION

• Enabling career moves within the organization

• Determination of amount of pay per function

DC School of Management and Technology 14

• Increase of results by specification of responsibilities and key performance

• Development of job owner by specification of competences

Possible Job Description items:

• Roles and responsibilities: This includes supervisory level, managerial

DC School of Management and Technology 15

1.2.2 JOB SPECIFICATION

DC School of Management and Technology 16

DC School of Management and Technology 17

Step 1 – Broad Frame

• Job Element Analysis

1.2.3 PURPOSE OF JOB ANALYSIS

DC School of Management and Technology 18

practices by laying the foundation. Job analysis information can be applied to a

DC School of Management and Technology 19

HR professionals also use job analysis information to develop relevant training

DC School of Management and Technology 20

1.2.4 DETERMINING THE TYPE OF INFORMATION TO BE COLLECTED

1.2.5 METHODS OF JOB ANALYSIS

DC School of Management and Technology 21

DC School of Management and Technology 22

DC School of Management and Technology 23

1.2.6 POTENTIAL PROBLEMS IN JOB ANALYSIS