EXECUTIVE SUMMARY

As a part of MBA curriculum I have done my project at Omkar Engineers work pvt. Ltd.
,pune In this report I am going to share my experience in the company during my project.

This project has been a greet learning experience for me at the same time it gave me enough
scope to implement my analytical ability. It gives an insight about the detail knowledge of
study of Job Description and its various aspects. It is purely based on whatever I have learned
at Omkar Engineers work pvt. Ltd, pune

One can have brief knowledge about of study Job Description and all its basics through this
project.

The main objective of the project is to get the full knowledge of study of Job Description of
the Omkar Engineers work pvt.ltd,pune and what are they doing to develop the powerful
human resource and also to find the impact of study Job Description on the employee’s
performance and what are the techniques they adopt to develop the H.R.in the organization.

i
 INTRODUCTION OF THE TOPIC

Job descriptions clarify what an employee is responsible for and what is expected of them.
Preparing a thorough, complete job description is a critical first step in the selection process.
The job description provides potential candidates with a clear description and main objective
of a position and assists them in determining if they can perform the duties of the position.

Candidates who determine they are unable to perform the duties or do not meet the
minimum qualifications may self screen themselves from the selection process which
ultimately makes the recruitment process more efficient. A meaningful duty statement is a
valuable tool in orientating new employees to his/her job and role in the department.

A job description identifies essential and non-essential tasks that are assigned to a specific
position .It also identifies reporting relationships and may also describe required
qualifications, minimum requirements, working conditions, and desirable qualifications.
Supervisors are responsible for developing and maintaining accurate and current job
descriptions for their staff. The duties should be appropriate for the classification and
consistent with the class specification. It is not uncommon for duty statements to vary within
the same classification due to the various departmental settings and organizational structures.

ii
 Definition: Job Description

Job description is an informative documentation of the scope, duties, tasks, responsibilities

and working conditions related to the job listing in the organization through the process of
job analysis.

Job Description also details the skills and qualifications that an individual applying for the
job needs to possess. It basically gives all the details which might be good for both the
company and the applicant so that both parties are on the same page regarding the job
posting. Basically, job analysis is bifurcated into two components namely job description
and job specification.
The job description is used in the recruitment process to inform the applicants of the job
profile and requirements, and used at the performance management process to evaluate the
employee’s performance against the description.

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 Importance of job description

 Job descriptions are usually essential for managing people in organizations.

 Job descriptions are required for recruitment so that managers and the applicants can
understand the job role.

 Job descriptions are necessary for most people in work.

 A job description defines a person’s role and accountability.

 Without a job description, it is usually very difficult for a person to properly commit
to, or be held accountable for, a role.

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A Job description will include the following components:

- Roles and responsibilities of the job.

- Goals of the organization as well the goals to be achieved as a part of the profile are
mentioned in the job description.
- Qualifications in terms of education and work experience required have to be clearly
mentioned.
- Skill sets like leadership, team management, time management, communication
management etc required to fulfill the job
- Salary range of the job are mentioned in the job description

v
 Purpose of Job Description

 The main purpose of job description is to collect job-related data in order to advertise
for a particular job. It helps in attracting, targeting, recruiting and selecting the right
candidate for the right job.

 It is done to determine what needs to be delivered in a particular job. It clarifies what

employees are supposed to do if selected for that particular job opening.

 It gives recruiting staff a clear view what kind of candidate is required by a particular
department or division to perform a specific task or job.

 It also clarifies who will report to whom.

A well rounded job description should clearly identify the purpose of the role as well as the
key tasks to be performed and the main accountabilities of the position.

The document will also usually also include a brief background and overview of the
organization, as well as the name or position of the employee the successful candidate will be
reporting to.

In addition, you can also expect to find an explanation of the kind of candidate the
organization is looking for. This might include their professional experience and
achievements, skill set, educational background and qualifications, as well as any desired
personality traits.

The description will also include practical information, such as where the job is based,
whether it’s full or part-time and, in most cases, the intended salary.

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Job Description: A statement containing items such as

• Job title / Job identification / organization position

• Location

• Job summary

• Duties

• Machines, tools and equipment

• Materials and forms used

• Supervision given or received

• Working conditions

• Hazards Job

Identification or Organization Position: - This includes the job title, alternative title,
department, division and plant and code number of the job. The job title identifies and
designates the job properly. The department, division etc., indicate the name of the
department where it is situated and the location give the name of the place.

Job Summary: - This serves two important purposes. First is it gives additional identification
information when a job title is not adequate; and secondly it gives a summary about that
particular job.

Job duties and responsibilities: - This gives a total listing of duties together with some
indication of the frequency of occurrence or percentage of time devoted to each major duty.
These two are regarded as the “Hear of the Job”.

Relation to other jobs: - This gives the particular person to locate job in the organization by
indicating the job immediately below or above in the job hierarchy.

Supervision: - This will give an idea the number of person to be supervised along with their
job titles and the extent of supervision.

Machine: - These will also gives information about the tool, machines and equipment to be
used.

Working Conditions: - It gives us information about the environment in which a jobholder

must work.

Hazards: - It gives us the nature of risks of life and limb, their possibilities of occurrence
etc.

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 OBJECTIVES OF THE PROJECT

 To study the designations of the employees in the organization.

 To know the various departments within the organization.

 Interacting with various employees within each department.

 To understand and redefine the existing roles & responsibilities of the existing job’s.

 Recruitment: - A job description’s primary purpose is employee recruitment. The job

description alerts potential employees to the job opening and the job’s requirement.

 Job evaluation: - A job description is key element of the job evaluation process. The
job description identifies the main tasks to be performed by an employee.

 Employee Discipline:- A well written job description provides an indication of what

an employee is doing right and what an employee might do to improve her/his
performance.

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 SCOPE

 The human resources management has to identify Job Description to match with the
organization’s productivity.

 The Description of each employee will lead to the better performance and in turn
satisfies both the employees and also organization.

 As Job Description is important for the organization to achieve the desired goals on
time, therefore the employees must be motivated by using various technique

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 literature review

LITERATURE REVIEW 1

Title- A Review of the Need for Writing & Updating Job Descriptions for 21st Century
Organizations

Name of researcher- Sahal Ali Al-Marwai and Indra Devi Subramaniam

Journal- European Journal of Social Sciences

Published in 2009

Volume 12, Number 2

This research paper is about an investigation of the strategic importance of writing and
updating job descriptions for organizations. A total number of 126 organizations participated
in an on-line survey.

The results indicate that majority of the respondents have a positive perception of the
usefulness and importance of updating and writing new job descriptions. Majority of the
organizations also felt that their organization change very fast that it was necessary to have a
mechanism to write new job descriptions and to update existing ones.

Many of the organizations have introduced mechanisms to periodically update existing job
descriptions and write new descriptions. It is observed that the presence of this mechanism
has increased the level of organizational efficiency, productivity and the efficiency of the
hiring and selection of correct candidate.

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LITERATURE REVIEW 2

Title- The 7 Most Important Criterions of Job Descriptions

Researcher’s Namer- Beáta Sz. G. PATÓ

Journal- IJBIT

Published in October 2013

Volume 7 , Issue 1

The research paper describes about some important criterions of job descriptions such as right
scope of activities, right content, right fragmentation in content and structure, correspond
with reality, usage of language, etc. The purpose of this study is to introduce these criterions
to develop job descriptions.

According to researcher job descriptions gives a frame for continuous, smooth, competitive
operation in and between organisations.

The job descriptions can mean the relief of manager, friction, conflicts between manager and
subordinates are avoidable; helps a lot in personnel work, establishes and helps controlling
the achievements of work, and can give a basis for rationalization.

At the end the researcher has stated that, through the real usage of job descriptions companies
can acquire competitive edge.

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 ORGANISATIONAL PROFILE

Company provides services related to the machines which they install.omkar

engineers have dealership with kirloskar also company have their branches all over
Maharashtra. They have their main branch in dattvadi pune .its private limited
company.

Activities Logistics: shifting, unloading Engineering: marking, design-build and

prove the line.

Vision
To become the foremost global technical service provider company with a strength to
captivate customers.

Mission
To achieve timely engineering solutions transforming to customer delight' by encompassing
stringent quality standards, innovative approach and professional competence, delivered
through
a well trained, responsible and highly motivated team.

Values
Business growth with pride, reliability, integrity, dedication and empathy with a focus on
employees, customers and the society.

xii
Factsheet

Basic Information
Nature of Business Service Provider

Legal Status of Firm Private Limited Company

Statutory Profile
GST No. 27AABCO4525E1ZP

CIN No. U29300PN2011PTC139065

Strengthening the foundation!

Mrs. Pallavi Shinde

CMD

As the access to mankind's basic necessities of Roti, Kapda and Makaan has become simple
and effortless, a completely new set of necessities has emerged. Omkar Engineering was born
with a mission to serve these necessities, the essentials of modern life – Power, Conveyance,
Comfort and Safety. We have set a singular goal to go all out for you in enabling a continual
access to these new necessities of mankind.
Any interruption in your systems pertaining to power, conveyance or comfort, creates stress
in various forms – loss of time, productivity and quality. With consistent hard work,
proactive approach and confident actions, we work to keep your systems up and running,
24/7. In short, we take all the necessary care to ensure that your peace of mind.

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Mr. Dinesh Shinde
Managing Director

New frontiers, higher benchmarks!

Over the last decade, our performance and work have helped shape up the journey we have
embarked upon. Starting from power, and later expanding to HVAC, flow systems, fire and
safety, our service and turnkey project execution capabilities have proved to become a one-
stop-solution for all kinds of electro-mechanical systems.
Addition of several new customer segments to our portfolio and an extensive set-up of
advanced industrial maintenance infrastructure to serve them, have been the key drivers for
phenomenal growth over the last six years.
All this has been possible only because of the immense trust that you have shown in us. Here,
we reiterate our promise to serve you with an even greater commitment, conviction and care!

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Organizational hierarchy

It is a group company so there is Director in top position.

Director

Branch Incharge

service co- warehousing in Accountant

Receptionist/PA Finance HR Marketing IT Enginers service enginers
ordinator charge

xv
Partners

Creating new value frontiers for our customers

Authorised Partners

Kirloskar Oil Engines Ltd.

Omkar Engineering teamed up with Kirloskar Oil Engines Ltd. in 2007, as an authorised
servicing & spares partner for Kirloskar engines, alternators and canopies. In just a year's
time, Omkar earned the responsibility of the entire Pune district owing to an excellent track
record and performance. Thereon, our innovative initiatives have won a series of accolades
and awards from the Kirloskar's.

Bosch India Ltd.

The association with Bosch India for fuel injection pumps further extended the service and
support that we offer to the customers. Through the BOSCH dealership we provide repair and
calibration of FIP (Fuel Injection Pumps) and nozzles, repair and setting of engine self
starters, battery charging alternators and trading of spare parts for all automobile applications

xvi
Awards

Our innovative initiatives have won several accolades and awards!

 Service Excellence Award from KOEL

 Service Excellence Award from KOEL

 Special award for Excellence in Service KOEL

 Udyog Bhushan Award, Maharashtra

xvii
 Service Excellence Award from KOEL

xviii
CSR

The best way to find yourself is to lose yourself in the service of others.

- Mahatma Gandhi
Service is the sole purpose of existence for all of us here at Omkar Engineering. While
providing the best of the service to our clients, drives our business, our Corporate Social
Responsibility initiatives have been the vanguard to advance the development of the
underprivileged.

From its inception, Omkar Engineering has been empathetic and sensitive to societal
challenges. The leadership's commitment and keen interest in social causes has translated into
several innovative initiatives by the company, both, within the business and otherwise.

May it be the Omkar Academy that trains and transforms the poorly skilled and uneducated
youth into expert technicians or several financial schemes to help the families of employees,
the social inclination of the company reflects in every act.

We extend a continual support, in every possible way, to several NGOs and individuals
working towards the betterment of the society.

xix
Omkar Academy
 Prepares underprivileged youth from rural areas to become a job-ready resource in the
industry through intensive technical training.
Environment
 Regular tree plantation drives at our factory, offices and other facilities which also
includes a specialized agro hub and spread over an area of fourteen acres.

Employment to Specially-abled
 Omkar Engineering is proud to have played a key role in rehabilitating disabled
defence personnel by providing them with employment and financial assistance.

Old Age Home – 'Matoshree'

 Financial support to 'Matorshri', an old age home based in Pune.

xx
Accreditations

Trusted partner for Government and Defense agencies

Registered Government Vendor

Central Government

 Central Railways
 Bhabha Atomic Research Centre (BARC)

Defense

 Indian Army
 Indian Air Force
 Indian Navy, Controller Technical Services
 Naval Dockyard
 INS Shivaji
 Goa Shipyard Ltd.

Trusts

 Sai Baba Sansthan, Shirdi

Government and Public Agencies

 Pune Municipal Corporation

 Pimpri Chinchwad Municipal Corporation

Licensed Agency (Govt. Of Maharashtra)

 PWD – Class - I
 MSEB
 Fire Prevention & Life Safety Measures

xxi
 Milestone
Omkar Engineering is fast advancing to become the foremost Global Technical Service
Provider:-3,000+ Customers Service Excellence Awards from Kirloskar Oil Engines Ltd.
Turnkey solutions in several landmark projects for a number of MNCs Service Centre and
Training Academy ready to serve the customers Driving growth through service of Kirloskar
Oil Engines and Bosch Founded by a team of two highly ambitious technocrats with a global
vision.

xxii
 Products :-

HVAC Service

 Single window solution for your HVAC requirements

 Highly Customized AMC to meet the unique operating needs of your technical
facility

 Most advanced equipment, like jet cleaning, Robo-cleaning etc., for thorough
maintenance
 Qualified, highly competent and experienced workforce for prompt response

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 Fire and Safety Service

 Licensed Agency for Fire Protection Prevention and Life Safety Measures from
Director-Maharashtra Fire Services, Govt. of Maharashtra
 One unified solution for both, fire detection and fire protection systems

 Structured approach to reduce fire hazards through highly cost-effective solutions

in safety and security
 Robust and reliable fire fighting system built using only genuine parts from OEM,
certified/ authorized sources.

xxiv
Other Services

Prominent & Leading Service Provider from Pune, we offer Diesel Generator
Repairing Services, Portable Generator Repairing Services, Kirloskar Generator
Services and Generator Services.

Diesel Generator Repairing Services

Portable Generator Repairing Services

Kirloskar Generator Services

Generator Services

xxv
 RESEARCH METHODOLOGY

Research is a systematic method of finding solutions to problems. It is essentially an

investigation, a recording and an analysis of evidence for the purpose of gaining knowledge.

DEFINITION:- According to Clifford woody, “research comprises of defining and

redefining problem, formulating hypothesis or suggested solutions, collecting, organizing and
evaluating data, reaching conclusions, testing conclusions to determine whether they fit the
formulated hypothesis”

"Research is seeking through methodical processes to add to one's own body of

knowledge and to that of others, by the discovery of nontrivial facts and insights" (Sharp et
al., 2002). Davis (1999) defines business research as a systematic, controlled and critical
investigation of phenomena which used to help the managerial decision makers. Before
conducting a research there is a need of clear planning of how to conduct the research.
According to Saunders et al. (1997) research strategy is the general plan of how the
researcher will answer the research question that has set.

According to Clifford woody "research comprises of designing and redesigning

problems, forecasting hypothesis, collecting, organizing, and evaluation of data, making
deductions and research conclusions at last carefully testing conclusion to determine whether
they fit the formulating hypothesis".

xxvi
 RESEARCH DESIGN:

Research design can be thought of as the structure of research - it works like "glue" that
connects the entire found element in a research project and put them together.

I choose Descriptive research method. The objective of this research is to portray

accurately the characteristics of a particular group, situation or individual.

For this research I would like to do make interview and questionnaires that is a
quantitative research method. A well defined questionnaire was used effectively to gather
information on both overall performance of the test system and specific components of the
system.

I believe this method will narrow down a very broad field of research into easy
researchable topics. This research design is also useful for testing whether scientific theories
and models actually work in the real world.

PILOT/ PRE-TESTING:

To see how actually the questionnaire works a pilot/ pre-testing of questionnaire was
conducted, which was distributed to some people who are expert in the field and then all of
them were collected back as completed questionnaires and take their feedback

. On the basis of doubts raised by the respondents of this collected questionnaire, the
questionnaire was redialed to its present form. As a result of the pilot test, minor changes in
word selection and instructions were made to the questionnaire.

xxvii
 METHODOLOGY:-

The research design for this study employed a descriptive survey method. The target
population of this study included employees .

The sample size included all 30 employees of the target population out of 150. 28 of the 30
employees participated in the survey for a participation.

DATA COLLECTION METHOD:

I collect data through by two ways,

 Primary data
 Secondary data

The data that required for our project will be collected through two sources, firstly from the
primary sources and this source consists of the data analyzed from questionnaire and
interaction with the user at that time only and secondly for secondary data I will be collected
from records, company websites journals, books and magazines, internet as a source.

xxviii
  Primary data :-

The method can be broadly classified as given below :-

1.Obervation :- in this method the individual performing the job are observed and relevant
points are noted. This method is helpful in making detailed profile of the department and the
job profile.

2. Indiviual interview method:- the interview of employees is a source of information and

helped to obtain effective information in structured form. Certain steps involved in doing
personal interview.

 Select the people who would be able to answer question.

 Perform personal interview.
 List the answer down.
 The questioner I made for this research is as follows:-

xxix
  This is the one format of question and answers which I ask to the employees for my
research.

Example :

Accountant

 What type of work you have?

I have to manage pretty cash transaction, control credit and ensuring debtors pay on time ,
also working with journals , sales and purchase ledges and spreadsheets.

Once you gain some experience, you may be given more complex task such as

 Planning and budget control

 Assisting qualified accountant with audits.
 Preparation of financial reports.

How Do you Get A Job As An Accounts Assistant?

It is possible to get accounting jobs as an Accounts Assistant without a specific set of

qualifications. This is because a number of firms provide on-the-job training. However, the
increasing number of graduates applying for these jobs means the bar is typically set higher.
A degree in Accounting, Statistics, Mathematics, Economics or Finance would significantly
increase your chances of getting the role while also allowing for potentially quicker career
progression.

What Are The Benefits?

It is a role with ample opportunity for career progression and they are likely to be treated as a
valuable member of the team which should lead to improved job satisfaction.

What Skills Do You Need?

 Attention to detail: You must display flawless accuracy when calculating your firm’s
figures.
 A willingness to learn: Accounts Assistant is an excellent starting point for anyone
looking to enjoy a successful career in the world of finance; but only if they are interested
in learning.
 Organizational skills: Otherwise you will be buried under a mountain of paperwork!

xxx
 Discretion: As you are handling a firm’s financials, you need to exercise discretion
and prove that you’re trustworthy.
 Interpersonal skills: It is essential for you to work well with others and communicate
well as you will be working with other Accountants.

Note:- This is the one format which I prefer to make job description. I ask this type of
questions to the employees.
Likewise I made all the job description from this kind of research also I make it from
observation.

xxxi
Primary Date:-

1.
JD Receptionist/PA

Name Designation Branch In charge

Primary Receptionist/PA Reporting to
Function
Secondary Support to all other service Location
Function managers in case of emergency.

Position title ;- Receptionist/PA

Employee status ;- Full Time

The Receptionist /PA greets visitors, answers the telephone and other inquiries.
The position also monitors delivery and pickup of materials maintains the front office.

Job description;-

 Answers and screens telephone calls for the members and other staff members ;
 Greets visitors;
 Ensuring meetings rooms are well maintained and serviced;
 Scheduling appointment and meetings;
 Maintaining proper records and visitors , inward , cheques or parcels;
 Keeping updated records and office expenses and cost;
 Taking care of stationary ;
 He/she have to maintain sir’s library ;
 Contact with driver whether he is coming or not
 Also have to take care of food hygiene.

Skills and qualification:-

 Any degree
 MS office
 Language:-English , Hindi , Marathi

xxxii
2. JD Finance manager

Name Designation Branch In charge

Primary Finance manager Reporting to
Function
Secondary Support to all other service Location
Function managers in case of emergency.

Position title ;- fiancé manager

Employee status ;- Full Time

Overview:- responsible for the entire range of financial activity in all corporations including
cash management investing and accounting functions.

Key responsibility :-

 Management:-
1. Maintain a document system of accounting policies and procedures.
2. Managed outsourced functions.
3. Oversees the operations of the finance department. Including the design of an
organization structure adequate for achieving the department goals and
objective.

 Funds management:-
1. Ensure that sufficient funds are available to meet ongoing operational and
capital investment requirements.
2. Maintain banking relationships.
3. Invest funds.
4. Assists in departmenting the company’s proper capital structure .
5. Maintain company’s financial, institution, vendors and outside contract
service.

 Budgeting:-
1. Manage he preparation of the company’s budget.
2. Report to management on variances from the establishment budget and the
reasons for those variances.
3. Assist management in the formulation of its overall strategic direction.

xxxiii
 Financial analysis:-

1. Engage in ongoing cost reduction analysis in all areas of the company .

2. Review the performance of competitors

 Qualification:-
1. Bachelor’s degree in finance , accounting or related field required (MBA
PREFEERED).
2. 5+ years experience in a financial management position.

xxxiv
3. JD HR manager

Name Designation Branch In charge

Primary HR manager Reporting to
Function
Secondary Support to all other service Location
Function managers in case of emergency.

General purpose:- Develops policy and directs and coordinates human resources activities,
such as employment, compensation, labor relations, benefits, training, and employee services
by performing the following duties.

HR administration
 Assist with day to day hr operations
 Maintain employee personnel files to ensure legal compliance
 Administer new hire job promotion/transfer and pay changes into system and related
reports.
 Co-ordinate employee benefits eligibility , enrollment termination and payments.

Recruitment/New Hire Process

 Participating in recruitment efforts

 Posting job ads and organizing resumes and job applications
 Scheduling job interviews and assisting in interview process
 Collecting employment and tax information
 Ensuring background and reference checks are completed
 Preparing new employee files
 Overseeing the completion of compensation and benefit documentation
 Orienting new employees to the organization (setting up a designated log-in,
workstation, email address, etc.)
 Conducting benefit enrollment process
 Administering new employment assessments
 Serving as a point person for all new employee questions

Payroll and Benefits Administration

 Processing payroll, which includes ensuring vacation and sick time are tracked in the
system
 Answering payroll questions
 Facilitating resolutions to any payroll errors
 Participating in benefits tasks, such as claim resolutions, reconciling benefits
statements, and approving invoices for payment

Record Maintenance

 Maintaining current HR files and databases

 Updating and maintaining employee benefits, employment status, and similar records

xxxv
  Maintaining records related to grievances, performance reviews, and disciplinary
actions
 Performing file audits to ensure that all required employee documentation is collected
and maintained
 Performing payroll/benefit-related reconciliations
 Performing payroll and benefits audits and recommending any correction action
 Completing termination paperwork and assisting with exist interviews

Operational support
 Support development of management capability through facilitation of workshops,
presentation and training sessions In areas related to hr management.
 Support the organization health and safety employee participation programmed.

Education and/or Experience

MBA in HR ; or one to two years related experience and/or training; or equivalent
combination of education and experience.

Language Skills
Ability to read, analyze , and interpret the most complex documents. Ability to
response effectively to the most sensitive inquiries or complaints.

xxxvi
4. JD Marketing manager

Name Designation Branch In charge

Primary Marketing Manager Reporting to
Function
Secondary Support to all other service Location
Function managers in case of emergency.

General purpose:- Determine the demand for products and services offered by a firm
and its competitors and identify potential customers. Develop pricing strategies with
the goal of maximizing the firm's profits or share of the market while ensuring the
firm's customers are satisfied. Oversee product development or monitor trends that
indicate the need for new products and services.

Job Duties and Tasks for: "Marketing Manager"

1) Develop pricing strategies, balancing firm objectives and customer satisfaction.

2) Identify, develop, and evaluate marketing strategy, based on knowledge of establishment

objectives, market characteristics, and cost and markup factors.
3) Evaluate the financial aspects of product development, such as budgets, expenditures,
research and development appropriations, and return-on-investment and profit-loss
projections.

4) Formulate, direct and coordinate marketing activities and policies to promote products and
services, working with advertising and promotion managers.

5) Direct the hiring, training, and performance evaluations of marketing and sales staff and
oversee their daily activities.

6) Negotiate contracts with vendors and distributors to manage product distribution,

establishing distribution networks and developing distribution strategies.

7) Consult with product development personnel on product specifications such as design,

color, and packaging.

8) Compile lists describing product or service offerings.

xxxvii
Job Activities for: "Marketing Manager"
1) Communicating with Persons Outside Organization -- Communicating with people
outside the organization, representing the organization to customers, the public, government,
and other external sources. This information can be exchanged in person, in writing, or by
telephone or e-mail.
2) Communicating with Supervisors, Peers, or Subordinates -- Providing information to
supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.

3) Making Decisions and Solving Problems -- Analyzing information and evaluating results
to choose the best solution and solve problems.

Skills Needed for: "Marketing Manager"

1) Critical Thinking -- Using logic and reasoning to identify the strengths and weaknesses of
alternative solutions, conclusions or approaches to problems.
2) Coordination -- Adjusting actions in relation to others' actions.

3) Active Learning -- Understanding the implications of new information for both current
and future problem-solving and decision-making.

4) Reading Comprehension -- Understanding written sentences and paragraphs in work

related documents.

5) Writing -- Communicating effectively in writing as appropriate for the needs of the

audience.

Knowledge, Experience, Education Required for: "Marketing Manager"

1) Sales and Marketing - Knowledge of principles and methods for showing, promoting,
and selling products or services. This includes marketing strategy and tactics, product
demonstration, sales techniques, and sales control systems.
2) Education and Training -Knowledge of principles and methods for curriculum and
training design, teaching and instruction for individuals and groups, and the measurement of
training effects.

xxxviii
5. JD IT engineer

Name Designation Branch In charge

Primary IT engineer Reporting to
Function
Secondary Support to all other service Location
Function managers in case of emergency.

Summary: Service engineers are responsible for the maintenance and correction of products
that have been sold. They offer off-site corrective and preventive maintenance as well as
other after-sales technical support solutions. Service engineers are often the ones who interact
with customers to provide information and procedures to address the inquiries, concerns and
requests to their products and services.
Duties: 
 Typical work duties of a service engineer include: responds to customer complaints;
evaluates and resolves problems of the customer;
 assists in installing the equipment; analyzes, inspects and reviews findings to
determine the solution to the problem that the customer demands;
 works alongside with technical sales engineers; offers customer training for the
product;
 repairs, tests and maintains equipment; monitors performance of the product;
maintains product manuals;
 provides customers with regular reports and feedback on their service requests;
develops and maintains relations with customers;
 reports common complaints of customers to top management in order to address the
situation for future reference;
 makes recommendations to maintenance technicians; and offers feedback on product
development, features and functions.

Education and Training Requirements:

 An associate degree as a technical is the minimum requirement for a service engineer.
 After completing the degree program, they may opt to specialize in an engineering
specialty.
 Training is important for entry-level jobs which mean most students undergo training
while still studying in order to gain experience.
 No certification or license is required for a service engineer although employment
opportunities are greater for those with certifications.
 Knowledge in customer service principles and practices are essential as well as some
administrative procedures.

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Knowledge and Skills Requirements:
 Excellent analytical and problem-solving skills must be possessed by all service
engineers.
 He must be familiar with all parts of the product as well as familiarity with electrical
or mechanical procedures that may have effect on the products being purchased.
 They must have excellent communication skills both written and verbal in order to
relay the problem and solution to customers and top management.

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 6. JD Service Co-ordinator

Name Designation Service Co-ordinator

Primary Service Co-ordinator, Reporting to Branch Incharge
Function
Secondary Support to all other service Location
Function managers in case of emergency.

Responsibilities :

1. Business Development /Sales/Marketing& Operational support – CSP,

Warranty, PW, AMCs :-

a. Regular updation of CDB in Excel format and updation of same with addition
of new engines commissioned in the allocated area and keeping track of customers
moving out of area.
b. Maintaining muster roll for service engineers and absentees to be sent to HR
on daily basis.
c. Equal distribution of work load to all service engineers according to their skill
matrix.
d. Keeping track record of all service engineers deputed on site and status of
complaints.
e. Regular calling to customers for generation of business through CSP, PW &
AMC’s.
f. Opening and closure of all complaints on Pulsesystem. Keeping track record
of complaints open for more than 48 hrs. and updating the Service managers on day
to day basis.
g. Report any deficiencies / discrepancies observed on site work by service
engineer or customer to Service manager.
h. Updation of complaint received from KOEL helpdesk or Omkar CC to service
manager and depute competent engineer for completion of the job.
i. Preparation & submission of correct quotes to customer on the same day of
enquiry receipt and follow up on the same for conversion into business/PO.
j. Coordination with stores in-charges for smooth delivery of materials to site
and invoice submission to right person in customer organisation.
k. Regular follow up with customers for outstanding payment and recovery
within stipulated credit period.
l. Visit AMC customers regularly for feed back on service quality and grievance
re-dressal.
m. Support service manager on conducting service camps and Van camps by
actively participating in the activity and calling customer for the event and generate
business.

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 n. Cross business leads through service team and regular customer interaction
and passing these on the central sales team.

2. Operations– CSP, Warrantee, PW, AMC and other Services to existing customers:-
(a) Support Service Manager in 100% CSP execution (Due /Done) and timely
updation on KOEL Pulse ERP system. Out of total CSP done 75% should be
done with oil change.
(b) 100% execution of G3 & G4 services, out of which minimum 80% with oil
change.
(c) MTTR : 90% within 48 hrs. of reporting of complaints at our end. No service
request should remain open for more than 72 hrs. in Pulse system without valid
reason.
(d) All warranty complaints to be attended with in above time frame & defective
material to be returned to KOEL with 15 days of SR closure on system.
(e) NPS : Daily monitoring of Post service feedback calls as per guidelines given
from time to time and NPS score should be always above 80% mark. (minimum
Green zone) Special efforts will be needed to avoid Detractor and Passive
customers. Ensure Customer Satisfaction, obtain feedback, maintain methodical
records and corrective actions in time.
(f) Entire day to day and midterm planning and execution of services through the
team of service engineers.
(g) Timely execution of all AMC visits and breakdown calls of AMC customer
and ensure 100% renewals of AMC.
3. Billing and Recovery- Responsible to Service Manager for,

(a) Timely, correct preparation of bills, dispatch/delivery to customer and

recovery.
(b) Information to the accounts department through central recovery
team/coordinator bills submitted, payments received with tax/other deduction
details, outstanding bills etc.
(c) Accelerate follow up and ensure recovery on dues pending beyond allowed
credit period.
4. Administration:-
(a) Maintainance of customer files and numbering.

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5. Training and HRD

(a) The co-ordinator must keep himself updated for various developments in the
KOEL engines and changes in the electrical systems by way of reading various
application bulletins & technical bulletins published by KOEL and by attending in
house training programmes.

(b) Case studies, training modules/ PPTs for frequent failures

(c) Talent retention
6. Any other task & activity required for the growth of business as directed by the senior
management in the form of verbal, E-mail communication and any other communication
media not covered in the above serials.

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7. JD Service Engineer
Name Engineer Name Designation Service Engineer
Primary
Service Engineer Reporting to Branch Incharge
Function
Secondary Support and train all junior
Location Branch
Function engineers.

Responsibilities:

1. Service To Customer’s:-

(a) Ready to work on 24X7.

(b) Engineer should be complete his 3 given call correct in first time.
(c) Engineer should complete his given call in proper time manner.
 Engineer should be punctual in his SLA. (Service level agreement)
 Engineer should be trained to operators of DG/EQU.
(d) Generate new business & convince to customer for use of genuine spares only.
(e) Engineer should prompt for Sale through Services.
(f) Timely renewal of existing AMCs with payments.
(g) Focus on New AMC with routine Service calls.

2. Operations– CSP, Warranty, PW, AMC and other Services to existing customers to
company growth
And also for improve self-confidence/knowledge:-

(a) Present of the Engineers should 100%.

(b) Engineer should be always equipped with required Tools & Tackles.
(c) In daily operations engineer should always in reachable/touch with their
seniors / Managers.
(d) Engineer should up dates information on given service call to avoid
miscommunication between our seniors to customer / equipment Owner.
(e) Engineer should communicate proper person to report on site and Polite.
(f) Engineer should be maintaining daily work dairy with proper updating.
(g) Engineer should take help from their seniors / Trainers to avoid repeat
complaints.
a. Also ready to learn about any modification/change in technology.
b. Presence on Training is 100%.
c. Reporting of frequent problems to Managers / Coordinators.

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3. Billing and Recovery

(a) Engineer should ready to carry material (possible/sizable).

(b) Material will be handed over to right person with Proper Acknowledgement.
(c) Recovery Follow-up by Engineer within given credit Period.
If payment not received within time frame, escalate to Superior with Proper
reasons.
(d) Self-driven for Billing from Counters, Stores, Dealing with Customers for
Payments if required

4. HR and Admin

(e) Engineer should follow Company Policies.

(f) Engineer should follow company Hierarchy
(g) Engineer should Polite and Flexible to work with any departments.
(h) Engine should restrict on Confidential Information of the Companies.

xlv
8. JD Warehouse in charge

Name Designation
Primary
Warehouse in charge Reporting to Branch In charge
Function
Secondary
Location Branch
Function

Responsibilities:-
As a warehouse manager, you'll need to:

 liaise with customers, suppliers and transport companies

 coordinate and monitor the receipt, order, assembly and dispatch of goods
 use space and mechanical handling equipment efficiently, making sure quality,
budgetary targets and environmental objectives are met
 have a clear understanding of the company's policies and vision and how the
warehouse contributes to these
 coordinate the use of automated and computerised systems where necessary
 respond to and deal with customer communication by email and telephone
 keep stock control systems up to date and make sure inventories are accurate
 plan future capacity requirements
 organise the recruitment and training of staff, as well as monitoring staff performance
and progress
 motivate, organise and encourage teamwork within the workforce to ensure
productivity targets are met or exceeded
 produce regular reports and statistics on a daily, weekly and monthly basis
 brief team leaders on a daily basis
 visit customers to monitor the quality of service they are receiving
 maintain standards of health and safety, hygiene and security in the work
environment, for example, ensuring that stock such as chemicals and food are stored
safely
 oversee the planned maintenance of vehicles, machinery and equipment
 where appropriate, oversee the maintenance and operation of warehouse management
systems and automated storage and retrieval systems.

Working hours:-
Working hours typically include early starts, late finishes, weekends and shift work. Senior
managers often work a more conventional week but may do long hours when necessary.

xlvi
Working hours for most managers are heavier in high seasons; planning for Christmas within
the retail sector begins during the summer and rises to a peak in December.

Qualifications
Although you don't need a specific degree to become a warehouse manager, the following
subjects are particularly relevant:

 business information systems

 business, management or economics
 business with languages
 operational research
 retail management
 supply chain management
 transport, distribution or logistics.

Skills
You'll need to have:

 excellent oral and written communication skills

 numeracy and an understanding of finance for stock management
 people management skills, including the ability to inspire, lead and motivate a team of
people, delegate work and explain ideas
 team working skills
 planning and organizing skills to effectively manage the flow of stock
 analytical ability
 accuracy and attention to detail
 initiative and decisiveness
 technical and IT skills, particularly when it comes to database management and
spreadsheets
 problem-solving skills and the ability to work on a tactical and strategic level
 the ability to work under pressure and to tight deadlines
 a flexible approach to work as many warehouses operate shift patterns
 knowledge of the legal requirements of operating a warehouse.

Work experience
Experience of working in a team and dealing with people in a warehouse setting will improve
your chances. Getting a forklift licence will be helpful. Having retail experience and
experience of working in a supervisory role is also advantageous.

xlvii
9. . JD Accountant

Name Designation
Primary Accountant
Reporting to Branch In charge
Function
Secondary
Location Branch
Function

Analyze financial information and prepare financial reports to determine or maintain record
of assets, liabilities, profit and loss, tax liability, or other financial activities within an
organization.

Key responsibility:-

 financial statement:-
1. prepare and entre month end journal entries
2. Reconciliation of monthly bank and balance sheets and income
statement.
3. Participate in year-end review/audit.

 Accounts payable:-
1. Code and enter corporate invoice and expenses into accounting system.
2. Post accounting system.
3. Assist in accounting policy compliance.

Job Duties and Tasks for: "Accountant"

1) Prepare, examine, and analyze accounting records, financial statements, and other financial
reports to assess accuracy, completeness, and conformance to reporting and procedural
standards.

2) Compute taxes owed and prepare tax returns, ensuring compliance with payment, reporting
and other tax requirements.
3) Analyze business operations, trends, costs, revenues, financial commitments, and
obligations, to project future revenues and expenses or to provide advice.

4) Report to management regarding the finances of establishment.

5) Establish tables of accounts, and assign entries to proper accounts.

xlviii
 Job Activities for: "Accountant"
Interacting With Computers -- Using computers and computer systems (including
hardware and software) to program, write software, set up functions, enter data, or process
information.

Analyzing Data or Information -- Identifying the underlying principles, reasons, or facts of

information by breaking down information or data into separate parts.

 Processing Information -- Compiling, coding, categorizing, calculating, tabulating,

auditing, or verifying information or data.

A degree, although not always mandatory, is very advantageous in an accountancy career. A

Bachelor’s degree in the following is particularly favored:

 Accounting
 Business studies
 Economics
 Management

xlix
Secondary data

The format which company provide.

JD Branch In charge

Name Designation Branch In charge

Primary Branch In charge Reporting to
Function
Secondary Support to all other service Location
Function managers in case of emergency.
Responsibilities:

Business Development /Sales/Marketing– CSP, Warranty, PW, AMCs:-

(b) Preparation and Maintenance of up to date customer data bank. (CDB)

(c) Increase Spares & labour sales through service initiatives viz.
 Visit to fleet customers for Oil & spares sales through overhauling.
 Conducting operators meet for Industrial customers.
 Conducting of Van camp / service camps.
 Conducting of Customer training programme.
(d) New business growth through referrals & leads from service engineers team
(e) Sales of services and spares with existing customers as per targets set.
(f) Timely renewal of existing AMCs
(g) Timely surveys for SOW, quotes/techno-commercial offers
(h) Cross business leads through service team and regular customer interaction
and passing these on the central sales team.

1. Operations– CSP, Warrantee, PW, AMC and other Services to existing customers:-

(a) 100% CSP execution (Due /Done) and timely updation on KOEL Pulse ERP
system. Out of total CSP done 75% should be done with oil change.
(b) 100% execution of G3 & G4 services, out of which minimum 80% with oil
change.

l
(c) MTTR:- 90% within 48 hrs. of reporting of complaints at our end. No service
request should remain open for more than 72 hrs. In Pulse system without valid
reason.
(d) All warranty complaints to be attended with in above time frame & defective
material to be returned to KOEL with 15 days of SR closure on system.
(e) CDI: Daily monitoring of Post service feedback calls as per guidelines given
from time to time and NPS score should be always above 80% mark. (minimum
Green zone) Special efforts will be needed to avoid Detractor and Passive
customers. Ensure Customer Satisfaction, obtain feedback, and maintain methodical
records and corrective actions in time.
(f) Entire day to day and midterm planning and execution of services through the
team of service engineers.
(g) Repeat Complaints : Monitoring repeat complaints on day-to-day basis and
take corrective actions as,
 Training of engineers
 Reporting of frequent problems to Director (Technical) and KOEL
concerned authority
(h) Timely ordering of Parts through Store in charges to DPM Mother depot
(Talegaon) for spares, K-Oil & filters and maintaining minimum inventory level.
(i) Timely replies to all internal & external communications i.e. E-mail
communications, letter correspondence & quotations to customers with consultation
with DSH wherever required.
(j) Timely execution of all AMC visits and breakdown calls of AMC customer
and ensure 100% renewals of AMC.
(k) Customer Under fold :- Increase customer under fold by,
 AMC /Bandhan: - 60% of total PG population to be converted in to AMC /
Bandhan or long term AMC contracts.
 50% HHP DG sets i.e. 180 KVA & above should be under AMC.
 All Promoter & Passive customers should be converted to AMC.
 100% HHP customers to be visited by SM with visit report/MOM once in
six months. Endeavour should be that 100% HHP customer should be under
fold.
 Daily monitoring of Sales & Service performance report and take corrective
actions as required.
 Visit to Lapsed customers (minimum 20 per month).

li
2. Billing and Recovery- Monitor and ensure through respective managers:-

(a) Standardize documents required for billing as per customer types.

(b) Timely, correct preparation of bills, dispatch/delivery to customer and
recovery.
(c) Information to the accounts department through central recovery
team/coordinator bills submitted, payments recd with tax/other deduction details,
outstanding bills etc.
(d) Accelerate follow up and ensure recovery on dues pending beyond allowed
credit period.

3. Internal Information Management:-

(a) Periodical reports on sales, recovery, manpower utilisation/planning, leads

generated, quotes submitted, status of quotes/new leads to management. Periodicity
and format to be as per management instructions.
(b) Coordination with accounts, HR and other departments to ensure timely and
synchronized flow of information. Special emphasis on correctness and
completeness of information.
(c) Ensure availability of service engineers for various trainings. We must target
to get all engineers trained from KOEL.
(d) Ensure optimum utilization of Service engineers (i.e. At least 3 to 4 calls per
day) and back office staff.
(e) Ensure 100% retention of service engineers.

4. Administration:-

(a) Manpower management (leave, allowances, Conflict resolution, Manpower

Augmentation etc.)
(b) Set KRAs, KPIs, targets, service standards etc. for each team member, monitor
and ensure results.
(c) Documentation.

5. Training and HRD

(a) On job training of subordinates and their skill development

(b) Multiskilling of subordinates.
(c) Case studies, training modules/ PPTs for new recruits

lii
 (d) Talent retention
6. Any other task & activity required for the growth of business as directed by the senior
management in the form of verbal, E-mail communication and any other
communication media not covered in the above serials.

Learning Outcomes of the project

 In this Internship Program project I learned how to make profiles for particular
position and the thing that every profile will get change according to the nature of the
company.

 Also as HR student I get to know the actual work of HR in a company and also get to
know the work of other department.

 I also learned how to maintain the records of the employee.

 I develop my communication skill also.

liii
 CONTRIBUTION TO OMKAR ENGINEERS

The Omkar engineers pune open their new branch at wagholi(PUNE)area so for the new
company they need new staff over there, as hr it’s my job to hire new staff or employee for
company. For hiring purpose I made some profiles so that people who looking for job in
Omkar engineers are search the job according to their profile and apply for particular profile
which is suitable for them.
Hiring employees Job description is most important step for hr team , the whole hiring
process is depend upon this step. So for this job description work I create some task to
complete profile.
 Consult with employers to identify needs and preferred qualification.
 Interview with employee about their experience , education, skills .
 Contact reference and perform background check.

I made this profile for company’s need. They are going to open their new branch in Wagholi
so that’s why they want new profile for recruitment over the new company.
The profiles I made for company are follows as:-
 Receptionist/PA
 Finance manager
 HR manager
 Marketing manager
 IT engineer
 Service coordinator
 Service Engineer
 Warehouse in charge
 Accountant

liv
 FINDINGS AND OBSERVATIONS
 Company is not prepared with their job descriptions.
 They are not ready with the profiles regarding to their requirements which also
needed for their new branch.

lv
 CONCLUSION

The project is conducted to know the factor which leads to the job description and level of
awareness. The organization may motivate the existing employee to bring in more candidates.
In the organization. Job descriptions are the factual statement of the work entitled. It is
descriptive in nature and defines the purpose and scope of the job. The main objective of the
job description is to differentiate one job from other and to set out its outer limits. It forms the
basis of performance appraisal and HR development. Thus the job description are prepared of
various departments as per protocol in omkar engineers.

lvi
 SUGESSTIONS

 They have to be prepare job description with respect to there job profile.
 If they already ready with there job description it will easy for company and it
is also time consuming process.

lvii
 LIMITATIONS

 As I have work for only 2 months in omkar engineer to study and analyze job
description, this period is very short to conclude.

 However this process has given been many insights related job description also
response from interested candidate as added practical knowledge in my learning.

 The study is also based o the data provided by the company, so the limitations of the
company are equally applicable.

 Data is collected from the company.

 Time was the most important constraint in carrying out this project.

 The employee were busy with their daily work so it was very difficult for them also to
give time.

 Due to heavy workforce , it was really difficult foe me to collect information from
each and every employees.

 There was scope of biased response.

lviii
 REFERENCE
 Books

 Human resource management

(Dr. Vaman R. Naik)
 Research methodology
(C.R.Kothari)

 Websites

 http://www.google.co.in/

 www.naukari.com

 www.wikipedia.com

 http://www.oewpl.com/explore.html

lix