Professional Documents
Culture Documents
Submitted in Partial Fulfillment of Degree Of: Master of Business Administration
Submitted in Partial Fulfillment of Degree Of: Master of Business Administration
A PROJECT REPORT
ON
“ A Study of JOB ANALYSIS OF SAISUN GROUP OF
ADMINISTRATION
Roll No : 14142084
SESSION 2015-16
Enrolment No BE9281
STUDENT DECLARATION
I MONIKA AGRAWAL(MBA 3 Semester) hereby declare that
rd
Signature
ACKNOWLEDGEMENT
MONIKA AGRAWAL
MBA 3 semrd
Signature
DEPARTMENT OF MANAGEMENT~
**CERTIFICATE OF HOD**
This is certify that project entitled “ A Study of JOB ANALYSIS OF
HR / Marketing.
2 Executive Summary
4 Introduction
5 Research Methodology
8 Suggestion
9 Conclusion
Questionnaire
Bibliography
ABOUT SAISUN :
SaiSun,a fastest growing ISO 9001 : 2008 certified , multi-process human resource
outsourcing consulting group having Global Presence.
Mr. ShaleshRaj pal is the Managing Director of SaiSun Group of company& also the
member of Executive Board of Global Group of Institutions.
SAISUN SERVICES
1. Recruitments (Domestic PAN India & International)
2. Staffing Solutions through Third Party Payroll
3. Payroll Outsourcing
4. Campus Recruitments
5. Mass Scale Human Resource Provider in Government Sector
through Tenders. 6. Customized House Keeping Services in
Government Sector.
VISION AND MISSION
VISION :
To emerge as the best HR service provider in the world and be the most respected
and sought – after consulting firm for clients and employees.
MISSION :
To make SaiSun a pioneer in the MPHRO and largest staffing solution provider
globally. SaiSun seeks to achieve clients delight through excellence in providing
services based on creative combination of transparency, hard work and loyalty.
SiaSun is focused on providing end to end solution for all types of staffing and
employee related problem.
VISION AND VALUES :
At SaiSun , we believe that our success is best reflected through your success.
BE VALUE:
Partnership: WE act as an extension of our client’s office and work closely to provide
you with decisive and dedicated support. We understand what matters to you the most
and deliver accordingly.
INTEGRITY:
In a demanding business with high expectations and standards, we honestly
represent our clients to candidates and our candidates to clients. We do not
promise what we cannot deliver.
CONFIDENTIALITY:
We accord the highest respect to information that we have been entrusted.
SAISUN HIGHLIGHTS
SAISUN SERVICES
TEMPORARY
STAFFING
RECRUITMENT SOLUTIONS
⮚ Temporary staffing : The Temporary Staffing business division of SaiSun
offers flexible and cost effective solutions and address the headcount needs and
limitations of a client squarely.
⮚ High End Solutions : This business vertical takes care of the COO / CEO /
CXO / CFO level hiring. We have an exclusive& experienced team dedicated for
the top
SAISUN METHODOLOGY
IDEOLOGY
Progress is impossible without change and those who cannot change their
Minds, cannot change analysis.
SAISUN SELECTION PROCESS:
JOB
ANALYSIS
INTERVIEW FINAL INTERVIEW
SOURCING
OF THE
CANDIDATES
⮚ Job Analysis.
⮚ Sourcing of the candidates. ⮚ Initial Screening.
⮚ Inteview.
⮚ Final Interview.
⮚ Job Offer.
⮚
JOB ANALYSIS :
INITIAL
SCREENING
JOB
OFFER
The first step in selection process is analyzing the job. Job analysis consists of
two parts :
1. Job Description.
2. Job Specification
Proper job analysis helps the job properly. Accordingly, the right candidates may
apply for the job, thus saving a lot of time and effort of the selection.
SOURCING OF THE CANDIDATES :
HEAD
HUNTING ADVERTISING
⮚ Head Hunting.
⮚ Mass Mailing.
⮚ Portals- Nakri.com / Monster.
⮚ Advertising.
⮚ Job Positing.
⮚ References.
INITIAL SCREENING :
This is the way of checking the candidates on the general personality, age,
qualification, communication , family background of the candidate. The candidate
may also be informed of salary , working conditions , etc.
INTERVIEW
⮚ O2O Interaction with HR.
FEEDBACK :
Before making a job offer , the candidates may be subjected to one more oral
interview to find out their interest in the job and their expectations, At this
stage, salary and other perks may be negotiated.
EXECUTIVE SUMMARY
Managing human resource in today’s dynamic environment is becoming more and
more complex as well as important. Recognition of people as a valuable resource in
the organization has lead to increase trends in employee maintenance, job security,
etc. My research project deals with “Job Analysis as carried out at Saisun Group of
Company.” In this report, I have studied and evaluate the job analysis process as it is
carried out in the company.
Job Analysis is a systematic process of identifying and determining the particular job,
its duties, requirements and the relative importance of these duties for a given job. It
is a process where judgments are made through data collected on a job.
An important concept of Job Analysis carried out by the Graph Method and the
analysis is conducted of the Job. While Job Analysis data is collected through various
means like interviews or questionnaires, the product of the analysis is a job
description, job specification, a structured interview plan and rating scale.
OBJECTIVES OF THE STUDY
Job and Analysis are two different words. Job means combination of all types of
works, Duties and responsibilities assigned to an employee relating to his
employment. Analysis means a process of deep examination. When job and
Analysis are merged together, it gives birth to a new word, “ JOB ANALYSIS”
The term, ‘ Job Analysis’ is also knownas “Job Review”, or “Job Study.”
JOB ANALYSIS :
JOB TASKS
JOB DUTIES
JOB
RESPONSIBILITIES
Edwin B. Flippo
Blum.
“ Job analysis is the process of critically evaluating the operations, duties and
relationship of the job “
In simple words Job Analysis is a formal programme which examines the tasks,
duties and responsibilities contained in an individual unit of work.
What to Collect during Job Analysis ?.
⮚ Job Content :It contains information about various job activities included in a
specific job. It is a detailed account of actions which an employee needs
to perform during his tenure. The following information needs to be
collected by a job analyst: ⮚ Duties of an employee.
⮚ What actually an employee does.
⮚ Machines , tools and equipments to be used while performing a
specific job . ⮚ Additional tasks involved in a job.
⮚ Desired output level ( What is expected of an employee ? )
⮚ Types of training required.
⮚ Job Context: Job context refers to the situation or condition under which an
employee performs a particular job. The information collection
will include: ⮚ Working Conditions.
⮚ Risks involved.
⮚ Whom to eport
⮚ Who all will report to him or her.
⮚ Hazards
⮚ Physical and mental demands.
⮚ Judgements.
Well like job content, data collected under this category are also subject
to change according to the type of job in a specific division or
department.
For different job, the parameters would be different. They depend upon the type of job,
designation, compensation grade and responsibilities and risks involved in a job.
• HR Planning
• Health and Safety
Recruitment and Selection
Compensation Management
Training And Development
Performance Appraisal
• Information of Duties
Job analysis helps to prepare sound human resource practice and policies. Because job
analysis provides a deeper understanding of the behavioral requirements of the job, it
plays a vital role in the defense of employment practices. Following are the main
importance and uses of job analysis:
1. HR Planning
Job analysis provides useful information for human resource planning. It is the
foundation for forecasting demand for and supply of human resources in an
organization. It is also necessary for preparing HR inventory and HR information
system in the organization.
2. Recruitment And Selection
Job analysis provides necessary information for conducting recruitment and selection
of employees in the organization. Recruitment generates a pool of candidates who are
willing to perform in the organization, whereas selection selects the best suited
candidate out of the available candidates who are supposed to perform well in the
organization.
3. Training And Development
Up-to-date description and specification statements help to ensure the requirement of
training and development needs in the organization. By comparing knowledge and
skill of current employees with the expected level of performance, the need of training
and development requirement can be assessed.
4. Compensation Management
Job analysis provides necessary information for managing compensation of employees.
It helps to rank the job in order to determine pay surveys. Hence, it helps in
compensation decisions.
5. Performance Appraisal
Job analysis helps to appraise the performance of employees by providing clear cut
standards of performance for each job. It compares each employee's actual
performance with the predetermined standards.
6. Information Of Duties
Job analysis provides valuable information regarding the duties and responsibilities of
an incumbent through job description statement. It also provides the content and skill
requirement of each job.
JOB
DESCRIPTION
JOB
SPECIFICATION
One of the main end products of a job analysis is Job Description. Job
Description is a broad, general and written statement of a specific job based on
the findings of a job analysis. It generally includes duties, purpose,
responsibilities, scope and working conditions of a job along with he job’s tittle
and the name or designation of the person to whom the employee reports. Job
description usually forms the basis of Job Specification . It is generally regards
as a legal documents. It is an outline of what the job consists of.
Specific purpose job description includes detailed information about job responsibilities
of an employee. It also ccovers sub tasks, essential functions and detailed job duties. It
involves huge amount of details such as what an employee needs to do, how it is to be
done and what are the performance standards, etc.
BETTER
COMPLIANCE
DATA
LEGAL
COMPLIANCE
PEOPLE
PLANNING
Well-written job descriptions serve as communication tools that allow both employees
and candidates to clearly understand the expectations of the role, its essential duties,
and the required competences, educational credentials, and experience for the role. By
doing this well, it can improve both internal and external recruitment, and can retain
and motivate the best talent by ensuring that employee expectations are aligned with
business expectations of what the role entails.
3) Legal Compliance
While maintaining job descriptions is not required by law, doing so can help your
organization stay in compliance with many existing employment laws. Here are some
examples:
∙ Fair Labor Standards Act. Your job description can help to ensure proper classification of
roles as exempt vs. non-exempt, which will then affect the overtime eligibility of the
person filling the role.
∙ Equal Pay Act of 1963. This law is aimed at abolishing disparity based on gender.
Obviously, your job description should not indicate that there are gender pay
differences or bias. ∙ Title VII of the Civil Rights Act of 1964. This prohibits unlawful
discrimination against any individual with respect to hiring, compensation or other
terms, conditions and privileges of employment based on race, color, religion, sex or
national origin. By matching up the best candidates based on factors that are relevant
–as noted in the job description –you’ll be able to better prove that employment
decisions were taken based on the ability to perform the job, not based on illegal
factors.
∙ Occupational Safety and Health Act (OSHA). By describing the working conditions in
your job description, you also set out how to safely perform the job. This is also an
opportunity to note whether the employee will need to be able to perform
hazardous activities.
∙ Equal Employment Opportunity. Be sure your job description allows you to conduct
a fair interviewing and hiring process without leaving out any groups of potential
candidates. ∙ Age Discrimination in Employment Act. Job descriptions should not
discriminate on the basis of age unless there is a valid reason for doing so.
∙ Americans with Disabilities Act. The job description can be an essential component in
determining the essential functions of the job when working out reasonable
accommodations for disabled individuals. The job description should directly specify
the essential and non - essential job functions, and should be periodically reviewed
for accuracy on this point.
4) People Planning
People planning is critical to the company’s business plan. In order to execute and
measure success of the goals and objectives for the organization the following people
components are vital:
∙ Headcount – both current and gaps. A full list of job descriptions across the organization
shows all of the roles for the organization, and thus can show what roles are not filled
and help with future planning.
∙ Succession planning. Job descriptions can note the role of the position within the
organization and the future career path so that recruitment is forward-looking to
future roles. Hiring managers can then consider candidate fit for not just the current
vacancy, but also consider the fit of the individual for future advancement.
∙ Training, development, and performance. Job descriptions can be matched up with
the performance evaluation system to identify areas where additional training is
needed.
Job Specification
CONCEPT:
Job specification specifies information about the skills or qualities requiredfor doing
the job. Job specification is also called as Man or Employee Specification.
PHYSICAL
SPECIFICATION
MENTAL
SPECIFICATION
CONTENT OF JOB SPECIFICATION
EMOTONAL
AND SOCIAL
SPECIFICATION
OTHER
PERSONAL
SPECIFICATION
⮚ PHYSICAL SPECIFICATION:
These specifications include physical features like, weight, health, age,
height, vision, hearing capacity to use and operate machines, tools,
equipments,etc. Physical specifications vary from job to job.
⮚ MENTAL SPECIFICATION:
Mental specifications consist of decision making ability, creativity , analytical
ability, judgements, memory, data interpretationability, etc.
⮚ EMOTIONAL AND SOCIAL SPECIFICATION:
Emotional and social specifications comprises stability , flexibility,
adaptability, personal appearance, drive, initiative to lead a team, to maintain
interpersonal relationships, etc. ⮚ OTHER PERSONAL SPECIFICATION:
Other personal specifications include education, family, backgrounf, job
experience, extra curricular activities , sex, hobbies, etc.
Purpose of Job Specification
▪ Described on the basis of job description, job specification helps candidates analyze
whether are eligible to apply for a particular job vacancy or not.
▪ It helps recruiting team of an organization understand what level of qualifications,
qualities and set of characteristics should be present in a candidate to make him
or her eligible for the job opening.
▪ Job Specification gives detailed information about any job including job
responsibilities, desired technical and physical skills, conversational ability and
much more. ▪ It helps in selecting the most appropriate candidate for a particular
job.
Job description and job specification are two integral parts of job analysis. They define
a job fully and guide both employer and employee on how to go about the whole
process of recruitment and selection. Both data sets are extremely relevant for creating
a right fit between job and talent, evaluate performance and analyze training needs and
measuring the worth of a particular job.
related information such as tasks, responsibilities, duties, risks and hazards and not to
mention the skills and abilities needed to perform the job.
2. Assist in designing the requirements to perform a job: perhaps is the
most important result of job analysis. Job description is the result of job analysis which
informs us which person qualifies to fill in a certain job, what qualities and requirements
needed to work.
3.Assist in the hiring process: Employer sometimes has difficulties when to recruit
the
right candidate. Job analysis is the answer. Job analysis process gives answers how
employers can create, establish and maintain effective hiring practices.
. 4..Helps in performing evaluation and appraisal processes: it is quite
a troublesome for managers when performing evaluation and appraisal evaluation. They
need to be objective and have to use the right tool. Job Analysis helps managers evaluating
the performance of employees by comparing the standard or desired output with delivered
or actual output. On
these bases, they appraise their performances. The process helps in deciding whom to
promote and when. It also guides managers in understanding the skill gaps so that right
person can be fit at that particular place in order to get desired output.
5.Assists in delivering appropriate training: it is one important function of
HRD to deliver training for the employees. The suitable training will increase the
productivity however how do we know which training is suitable for the employees? Job
analysis can answer that question.
6.Assists in Deciding Compensation Package for a Specific Job: A
genuine and unbiased process of job analysis helps managers in determining the
appropriate compensation package and benefits and allowances for a particular job. This is
done on the basis of responsibilities and hazards …
when observing a target employee. The feelings of likes and dislikes may interfere with the
job analyst when collecting genuine and accurate data.
2. Lengthy projects:the most frustrating part when a job analyst doing his job is this
requires lots of time: this is time consuming to collect the data needed.
3. . Require lots of human efforts:with so many people involved, there’s no
wonder that doing job analysis is quite troublesome. The process involves lots of human
efforts. 4. .Source of Data is Extremely Small:Because of small sample size, the
source of collecting data is extremely small. Therefore, information collected from few
individuals needs to be standardized.
5. Unqualified Job Analyst: the skilled and qualified job analyst is a must. He/she needs
to master the appropriate skills to conduct the process. Training for a job analyst has to be
completed in order to get authentic data.
6. Mental Abilities Cannot be Directly Observed: Last but not the least,
mental abilities such as intellect, emotional characteristics, knowledge, aptitude, psychic
and endurance are
intangible things that cannot be observed or measured directly. People act differently in
different situations. Therefore, general standards cannot be set for mental abilities.
The Third one is about identifying the work behaviours that result in performance.
This methods helps interviewer know that what exactly an employee thinks about
his or her own job and responsibilities involved in it. It involves analysis of job
by employee himself. In order to generate honest and true feedback or collect
genuine data, questions asked during the interview should be carefully decided.
And to avoid errors, it is always good to interview more than one individual to
get a pool of responses. Then it can be generalized and used for the whole group.
The second most important step in the process of job analysi is to decide
who will conduct it. Some companies prefer getting it done by their own HR
departments while some hire job analysis consultants, Job Analysis
consultants may prove to be extremely helpful as they offer unbiased
advice, guidelines and methods. They don’t have any personal likes and
dislikes when it comes to analyze a job.
Now is the time to make strategic decision. It’s about deciding the extent of
employee involvement in the process, the level of details to be collected and
recorded, sources from where data is to be collected , data collection method,
the processing of information and segregation of collected data.
Next is to train the job analyst about how to conduct the process and use
the selected methods for collection and recording of job data.
Preparation of Job Analysis Process :
Proper documentation is done to verify the authenticity of collected data and then
review it. This is the final information that is used to describe a specific job.
Now is the time to segregate the collected data into useful information. Job
Description describes the roles, activities, duties and responsibilities of the job while
Job Specification is a statement of educational qualification , experience, personal
traits and skills required to perform the job.
Thus, the process of job analysis helps in identifying the worth of specific job,
utilizing the human talent in the best possible manner, eliminatinf un-needed
jobs and setting realistic performance measurements standards.
Companies and employees around the world faced dramatic effects of modernization,
flexibility in work schedules, job sharing, work from home options and employee-
supportive policies, etc. All thanks to the then managers who analyzed the importance
of fitting an individual at a job he or she excelled at to increase the company turnover,
employee satisfaction and achieve a professional-personal life balance. And all this
was possible by analyzing the worth of a specific job and collecting genuine job-
related data.
A proper job analysis, hence, may prove to be a turning point for an organization.
It not only creates the right job-candidate fit but also enhance the success of
management practices, which in turn, lays the foundation for a strong organization.
A step-by-step process of discovering the different aspects of a job results in a proper
regulation of incoming and outgoing of the talent or human resource. Job Analysis
thus, started gaining popularity in early 1990s in order to create competitive advantage
and has been considered as the basis for other HRM practices since then.
The data collected during the process helps managers in identifying the risks and
challenges involved in a specific job and kind of person suitable for delivering the
desired duties perfectly. An employer’s recruitment and selection process purely
depends on job analysis. Until the recruiting managers do not know about job to be
performed, expectations from prospective candidate and the right individual profile
required for performing a specific job, it is almost impossible to source or target talent
or human resource in order to fill the vacancy.
Job analysis process helps in establishing effective hiring practices and guides
managers in identifying the selection criteria required to deliver the expected
output. Let’s discuss how.
Identifying KRAs
Setting Selection Standards
▪Identifying KRAs:
Identifying KSAs
Job Analysis also helps managers in setting certain standards for selection
process in terms of educational qualifications, work experience, expertise,
special skill sets, unusual sensory abilities, specific career track, certifications
and licenses and other legal requirements. This helps in identifying the basic
requirements that make a candidate eligible for a particular post.
▪ Identifying KSAs:
The process also helps managers in determining Key Success Areas or Key
Performance Areas. These are performance measurement tools that are used by
companies around the world to measure those aspects that determine success of
a job such as organizational goals, individual goals and the actions required to
achieve these goals. This is about comparing the actual results delivered by an
individual with pre-set success factors and analyzing the performance. Once
through, the whole process may require few changes if achieved results are
around the set standards. They may require a complete change if there is a huge
gap between the expected and delivered results.
Therefore, a thorough and unbiased job analysis process can help organizations source
right candidates, hire the most suitable individual and set appropriate selection
standards.
RESEARCH METHODOLOGY
Meaning of Research
Research is defined as “a scientific & systematic search for pertinent information on a
specific topic”. Research is an art of scientific investigation.Research is a systemized effort
to gain new knowledge. It is a careful inquiry especially through search for new facts in any
branch of knowle dge. The search for knowledge through objective and systematic method
of finding solution to a problem is a research.
RESEARCH DESIGN
A research is the arrangement of the conditions for the collections and analysis of the data
in a manner that aims to combine relevance to the research purpose with economy in
procedure. In fact, the research is design is the conceptual structure within which research
is conducted; it constitutes the blue print of the collection, measurement and analysis of
the data. As search the design includes an outline of what the researcher will do from
writing the hypothesis and its operational implication to the final analysis of data. The
design is such studies must be rigid and not flexible and most focus attention on the
following;
Research Design can be categorized as:
TYPES OF RESEARCH
DESIGN
EXPLORATORY
RESEARCH DESIGN
APPLY RESEARCH METHOD
DESCRIPTIVE
&
DIAGNOSTIC
RESEARCH DESIGN
EXPERIMENTAL RESEARCH DESIGN
The present study is exploratory in nature, as it seeks to discover ideas and insight to
bring out new relationship. Research design is flexible enough to provide opportunity
for considering different aspects of problem under
SAMPLING DESIGN
Sampling may be defined as the selection of some part of an aggregate on the basis of
which a judgment or inference about the total is made. Sampling design is the process of
obtaining information about the population by examining the part of it.
∙ Sampling Method
Judgment and convenient sampling is used in this study as ASDC has chosen on the
basis of past study of skills possessed by the employees. Convenient sampling is used
as ASDC has chosen the employees who are working in day shift.
∙ Sampling Unit
It defines the target population that will be sampled. It is answer who is to be
sampled. It answers who is to be surveyed. In this study, the sampling unit is the
employees in the production department.
∙ Sample Size
It indicates the number of people to be surveyed. Large sample gives more reliable
results than small sample. But in this study, the sample size is not so large. The
sample size is restricted to 100 respondents (Employees).
DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no
means of study. Data collection plays an important role in any study. It can be collected
from various sources. I have collected the data from two sources which are given below:
1. Primary Data
∙ Personal Investigation
∙ Observation Method
∙ Information from correspondents
∙ Information from superiors of the organization
2. Secondary Data
∙ Published Sources such as Journals, Government Reports, Newspapers and
Magazines etc. ∙ Unpublished Sources such as Company Internal reports prepare by
them given to their analyst & trainees for investigation.
∙ Official Websites, some other sites are also searched to find data.
LIMITATIONS OF THE STUDY
1. The study is based on the information gathered from the people in company. Therefore
in such case it is possible that the information supplied might be biased because the
company might have shown partiality towards their information.
2. Since the survey was limited to 100 people, it is rather difficult to give a precise
conclusion but I have tried to the best of my capability to give the conclusion on a
comprehensive manner. 3. Job is not based on job analysis in some cases.
4. People are not aware about the job analysis procedure and its relation to their
performance appraisal.
5. Sometime other qualities of employees fulfill their job expectation rather than the job
analysis specifications.
6. Even after the job description give many people doesn’t follow it they just focus on
completion of work.
DATA INTERPRETATION
1. Gender wise classification of respondents.
Gender No. of % of Respondents
Respondents
Male 89 89%
INTERPRETATION: From the above table, it can be inferred that 89% of the respondents
are male and 11% of the respondents are female.
2.Age wise classification of respondents.
INTERPRETATION:
From the above table, it can be inferred that 33% of the respondents are in the age of 30-
35, 30% of the respondents are in the age of 40-45, 25% of the respondents are in the
age of 20-25 and 12% of the respondents are in the age above 45.
3.Experience wise classification of respondents.
Experience No. of % of Respondents
Respondents
Below 5years 28 28%
5-10 years 54 54%
10-15 years 18 18%
Above 15 years - -
Total 100 100%
INTERPRETATION: From the above table, it can be inferred that 54% of the respondents
are having 5-10years experience persons, 28% of the respondents have below 5Years of
experience persons, 18% of the respondents are having 10-15years of experience and no
respondents have experience more than 15years.
4.Educational qualifications of respondents.
Educational No. of % of Respondents
Qualification Respondents
INTERPRETATION: From the above table, it can be inferred that 49% of the respondents
are UG degree holders, 28% of the respondents are some others (ITI), 19% of
respondents are PG degree holders and 4% of the respondents are engineering
graduates.
5.How long you are working in the organization ?
Respondents No. of % of Respondents
(From) Respondents
2 year 25 25%
5 year 50 50 %
10 year 20 20%
20 year 5 5%
Total 100 100%
6. Is you feel the training procedure are making
you effective relating to the organizati
INTERPRETATION:
Out of 100 Respondent 9% were not satisfied with Recruitment process, whil e 91% respondent
were
7.You are satisfied with your organization salary increment ?
Response No. of % of Respondents
Respondents
Yes 76 76%
No 24 24%
Total 100 100%
INTERPRETATION:
Out of 100 Respondent 24% were not satisfied with Recruitment process, while 76%
respondent were satisfied.
8. Is you feel your job related to your skills?
Response No. of % of Respondents
Respondents
Yes 70 70%
No 30 30%
Total 100 100%
Interpretation
According to the above interpretation the 55% of the respondents think that
their work is related to the job analysis while the remaining 45% respondent
thinks that their work is not according to the job analysis.
10. Is job analysis and required skill sets are the basis of performance
appraisal ?
Response No. of % of Respondents
Respondents
Yes 80 80%
No 20 20%
Total 100 100%
Interpretation
According to the above interpretation the 80% of the respondent thinks that
the job analysis leads to the performance appraisal which is mandatory part
for the performance appraisal while the remaining doesn’t think so.
11.Is the job profile made clear to the employees at the time of joining?
Response No. of % of Respondents
Respondents
According to the above interpretation the 60% of the respondents made clear
about the job profile at the time of joining, 20% respondent said sometimes.
12. Is proper job description given to the employees before joining?
Response No. of % of Respondents
Respondents
Yes 55 55%
No 30 30%
Sometimes 15 15%
Total 100 100%
Interpretation
According to the above interpretation the 55% of the respondents said that before joining R& D
department give job description to become familiar with the environment 15% respondents said
sometimes and the remaining 30% respondents said they doesn’t get a proper job description
before joining.
13. Which is the best way of evaluation?
Response No. of % of Respondents
Respondents
According to the above interpretation 20% of the respondents said written test is the
best way for evaluation, 70% of the respondents refer on the job while the remaining
10% respondents refer interview.
14. While selection is the employees informed about their career growth path ?
Response No. of % of Respondents
Respondents
yes
no
70%
Interpretation
According to the above interpretation the maximum number of respondents said that
job analysis improves the HR policies.
FINDING
1. The job analysis system followed by the organization is very effective as majority of
employees are satisfied and have given positive responses.
some not.
5. Job analysis system are also help the employees to appraise their
their job.
7. More than half employee agree that job description given to employees at the
time of joining. 8. Job analysis system motivate the employees for their career
advancement. 9. Job analysis always work to improve other HR policy in the Saisun
group of company.
SUGGESTIONS
CONCLUSIONS There are the following conclusions come up after the
research of the project by filling the questionnaire:
QUESTIONNAIRES
1.Gender wise classification of respondents.
Gender No. of % of Respondents
Respondents
Male
Female
Total
20-25 Age
30-35 Age
40-45 Age
Above 45
Age
Total
Below 5years
5-10 years
10-15 years
Above 15
years
Total
UG Degree
PG Degree
Engineering
Other IT
Tota
l
2 year
5 year
10 year
20 year
Total
Yes
No
Total
Yes
No
Total
Yes
No
Total
Yes
No
Tota
l
10. Is job analysis and required skill sets are the basis of performance appraisal ?
Response No. of % of Respondents
Respondents
Yes
No
Total
11.Is the job profile made clear to the employees at the time of joining?
Response No. of % of Respondents
Respondents
Yes
No
Sometimes
Total
Yes
No
Sometimes
Total
Written test
On the Job
Interview
Total
14. While selection is the employees informed about their career growth path ?
Response No. of % of Respondents
Respondents
Yes
No
Sometimes
Total
Yes
No
Total
BIBLIOGRAPHY
BOOKS;
Websites
∙ www.google.co
∙ www.learningmail.com
∙ www.saisungroupofcompany.com
∙ www.jobanalysis.com