A 
 PROJECT REPORT 
ON 
“ A Study of JOB ANALYSIS OF SAISUN GROUP OF

COMPANY” submitted in partial fulfillment

of degree of MASTER OF BUSINESS

ADMINISTRATION 

RANI DURGAWATI VISHWAVIDHALAYA JABALPUR 

Under the Supervision of 

Mrs. GeetaRai 

GLOBAL NATURE CARE SANGATHAN’S GROUP OF INSTITUTION,

JABALPUR  (M.P.) 
Submitted by  
Monika Agrawal  
MBA 3RD SEM 
 Roll No :  14142084 

SESSION 2015-16
Enrolment No  BE9281 

GLOBAL NATURE CARE SANGATHAN GROUP OF

INSTITUTION,  JABALPUR (M.P.) 
DEPARTMENT OF MANAGEMENT  

STUDENT DECLARATION 
I MONIKA AGRAWAL(MBA 3 Semester) hereby declare that
rd

the  project entitled “ A Study of JOB ANALYSIS OF SAISUN

GROUP OF  COMPANY”Submittedin partial fulfillment of the
requirement for the degree of MASTER OF BUSINESS
ADMINISTATION to Rani  DurgawatiVishwavidyalaya
Jabalpur. 
This is my original work and that no part of this report has
been  submitted for the award of any other
degree,diploma,fellowship or  other similar titles or prizes and
that the work has not been published  in any journals or
magazines. 

Signature 

Name : MONIKA AGRAWAL 

Roll No : 14142084 
EN NO: BE9281 
Date:
GLOBAL NATURE CARE SANGATHAN GROUP OF
INSTITUTION,  JABALPUR (M.P.) 
DEPARTMENT OF MANAGEMENT  

ACKNOWLEDGEMENT 

I extend my special gratitude to our beloved H.O.D.of MBA

department  MR. SHAILENDRA BASEDIYA and all faculty
members. 

I wish to acknowledgement my sincere gratitude and

indebtedness to  my project guide MRS. GEETA RAI 

MONIKA AGRAWAL 
 MBA 3 semrd
 GLOBAL NATURE CARE SANGATHAN
GROUP OF  INSTITUTION, JABALPUR
(M.P.) 

CERTIFICATE OF GUIDE 
This is to certify that the project report entitled “A STUDY OF JOB
ANALYSIS OF  SAISUN GROUP OF COMPANY”submitted byMONIKA
AGRAWAL (MBA 3 Semester , Roll No 14142084 E/ No BE9281) in
rd

partial fulfillment of the degree  ofMASTER OF BUSINESS

ADMINISTRATION of Rani  DurgavatiVishwavidayalayahas worked
under my supervision and guidance. 

The candidate is regular student of our institution. This report is upto

the  standard both in respect of its contents and literacy presentation
for being  referred to all examiner. 

Signature 

Global Nature Care Sangathan’s 

 Group of Institutions, Jabalpur

GLOBAL NATURE CARE SANGATHAN GROUP OF
INSTITUTION,  JABALPUR (M.P.) 
 DEPARTMENT OF MANAGEMENT~ 

**CERTIFICATE OF HOD** 

This is certify that project entitled “ A Study of JOB ANALYSIS OF

SAISUN  GROUP OF COMPANY”which is being submitted by MONIKA

AGRAWAL of MBA  III semestermay be accepted towards partial

fulfillment of master of business  administration with specialization in

HR / Marketing.  

Date : Prof. ShailendraBasedia [H.O.D.] 

Faculty of Management GNCSGI   

Jabalpur
INDEX
Sr. No.  Topic  PAGE  
NO
1  Company Profile

2  Executive Summary

3  Objective of the study

4  Introduction
5  Research Methodology

6  Data Analysis and Interpretation

7  Finding

8  Suggestion 

9  Conclusion

Questionnaire

Bibliography

SAISUN COMPANY PROFILE 

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. 

An MBA from a premier Institute &certificate course in Management from University

of  Australia. He started his own company in 2006, after having vast experiencein
Human Resource  Management area. Under his guidance, SaiSun Group has become a
dynamic business reality .  An astute businessman, his keenness for perfection& an eye
for minute detail added with his firm  belief in his vision has taken SaiSun Group to
reach unbelievable success in such a short span of  time.
“ The problem of unemployment is not actually poor demand of people by the industry
, but  rather the unavailability of well trained and oriented candidates who can perform
in their jobs”. 

SAISUN, a fastest growing Multi Process Human Resource Outsourcing Company in

India.  With a vision to make SAISUN a leader in MPHRO and largest staffing
Solution Provider  Globally.SAISUN seek to achieve clients delight through excellence
in providing services ,  based on Transparency & Loyalty. SAISUN is focused on
providing end to end solutions for all  types of Staffing and Employee related
functions.We manage HR Consultancy and a range of  Temporary and permanent
services for leading global organizations. Company deploys a cogent  mix of best
experts, strong methodologies, process and domain specific knowledge and 
technological expertise to execute the out sourced Business processes to near
perfection  …Domain Expertise IT & Non IT 

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 

⮚ An ISO 9001: 2008 certified company. 

⮚ PAN India& Global Presence. 
⮚ 170 + strong & experienced Team. 
 ⮚ Highest salary offered for COO / CEO - 92 lacs. 
⮚ Having more then 4500 employees on our payroll under flexi- staffing. ⮚
Placed more then 11,000 senior level candidates till date in India &
Overseas. ⮚ Empanelled with 500 + Multinational & Corporate Companies. 
⮚ Started our journey with Recruitment in 2006 & later diversified into 10 new 
business models. 
⮚ Offices in Kenya / Mumbai / Ahmadabad / Banglore / Orissa / Bhopal / Delhi / 
Chandigarh. 
⮚ Overseas placement in US / Uk / Canada /Ukraine / South Africa /
Dubai  /Afghanistan etc.

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. 

⮚ Recruitment Solutions : The Recruitment Solutions that is offered by

Saisun  helps recruiters with the non – core processes in recruitment 

⮚ Payroll Process Outsourcing :The Payroll Outsourcing business of

Saisun  offers error fre payroll processing to our clients through a fully
customized  payroll engine that helps to process multiple clients with varied
complexity.
⮚ Campus Hiring : The Campus Hiring is a cutting edge portal where colleges 
and companies come together for the common purpose of recruitment of 
students. 

⮚ 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  

⮚ FACILITY MANAGEMENT SERVICES : The Facility

Management  divisions takes care of outsourcing the housekeeping/facility
management services  as per the need of the Corporate Sector or Public Sector. 

⮚ STATUTORY COMPLIANCE OUTSOURCING: The Statutory 

Compliance Outsourcing business of SaiSun offers knowledge and insights that 
are imperative to getting the business statutorily and legally compliant.

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 

JOB POSTING PORTALS

MASS  
MAILING REFERENCES

Here are the various ways of the hiring is mention :- 

⮚ 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 : 

This is the step in which we Generally take the feedback of a candidate

whether  candidate suitable or not. 
OFFER THE JOB & FORMALITIES : 

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. 

Benefits for clients 

⮚ Focus on delivery of specialized activity / functions. 

⮚ Manage unexpected business Demands / manpower. 

⮚ Staffing flexibility- Managing short – term & temporary business

needs. ⮚ Screen candidates for permanent employment. 

⮚ Reduce HR Administration on cost and time involvement. 

⮚ Feedbacd and mentoring sessions with the Associates based on the

client’s  feedback. 

⮚ Comprehensive Regulatory 7 Statutory compliance. 

 
 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 

∙ To review the human resources department. 

∙ Analysis of the functionalities of human resources department. 
∙ To do a comparative analysis of the organization with the other in the same
business  and capacity . 
∙ Finding out the weaknesses, short comings, strengths and beauties of the human 
resource department. 
∙ To put some suggestions & recommendations for the development and polishing of
the  human resource department.  
∙ To know the process of job analysis of an organization. 
∙ To study the system and the method of job analysis in SaiSun Group of
Company. ∙ To study the impact of job analysis on employee job
satisfaction.
INTRODUCTION 
Job Analysis is one of the most important functions of Human Resource
Manager.  Performance Appraisal , Job Designing, Personnnel selection, employee
training, career 
development and planning are among the many activities that depends upon the 
information gathered in the job analysis. 

MEANING OF JOB ANALYSIS : 

 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 

DIFINITION OF JOB ANALYSIS : 

“ Job Analysis is a systematic exploration, study and recording the responsibilities,

duties,  skills, accountabilities, work environment and ability requirements of a specific
job.” 
Bayers and Rue
“Job Analysis is the process of studying and collecting information relating to the 
operations and responsibilities of a specific job”.  

 Edwin B. Flippo 

“ A job analysis is an accurate study of the various components of a job. It is

concerned not  only with an analysis of the duties and conditions of work, but also
with the individual  qualifications of the worker”. 

 Blum. 

“ Job analysis is the process of critically evaluating the operations, duties and
relationship  of the job “  

Scott, Clothier and Spriegel 

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. 

Job Requirements :This include basic but specific requirements

which make  a candidate eligible for a particular job. The collected data
includes: 
⮚ Knowledge or basic information required to perform a job successfully.
⮚ Specific skills susch as communication skills, IT skills, operational
skills,  motor skills, processing skills and so on. 
⮚ Pesonal ability including aptitude, reasoning, manipulative abilities,
handling  sudden and unexpected situations, problem-solving ability,
mathematical  abilities and so on. 
⮚ Educational Qualifications including degree, diploma, certification of
license. ⮚ Personal Characteristics such as ability to adapt to different
environment,  endurance, willingness, work ethic, eagerness to learn and
 understand things,  behavior towards colleagues , subordinates and
seniors, sense of  belongingness to the organization, etc 

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. 

Purpose of Job Analysis 

The main purpose of conducting a job analysis process is to use this particular
information to  create a right fit between job and employee, to assess the
performance of an employee, to  determine the worth of a particular task and to
analyze training and development needs of an  employee delivery that specific job.
⮚ Rcruitment and Selection :Job Analysis helps in determining what kind of  
person is required to perform a particular job. It points out the educational 
qualifications, level of experience and technical, physical, emotional and
personal  skills required to carry out a job in desired fashion. The objective is
to fit a right  person at a right place, 

Performance Analysis : Job Analysis is done to check if goals and

objectives of  a particular job are met or not. It helps in deciding the
performance standards,  evaluationcriteria and individual’s output. On this
basis, the overall performance of an  employee is measured and he or she is
appraised accordingly. 

⮚ Training and Development : Job Analysis can be used to assess the 

training and development needs of employees. The difference between the
expected  and actual output determines the level of training that need to be
imparted to  employees. It also helps in deciding the training content, tools and
equipments to be  used to conduct training and methods of training.
⮚ Compensation Management : Of course, job analysis plays a vital
role in  deciding the pay packages and extra perks and benefits and fixed and
variable  incentives of employees. After all, the pay package depends on the
position, job tile  and duties and responsibilities involved in a job. The process
guides HR managers in  deciding the worth of an employee for a particular job
opening.

Uses Of Job Analysis  

• 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. 

7. Health And Safety 

In course of job analysis, certain unsafe environmental and operational conditions or
personal  habits are discovered and thus, that may lead to safety improvements.

JOB  
DESCRIPTION 

JOB  
SPECIFICATION 

JOB DESCRIPTION : CONCEPT :  

JOB  
ANALYSIS

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. 

Definition : “ A job description is a word picture (in writing ) of the

organizational  relationship, responsibilities and specific duties that constitute a
given job or specific.” 

 Paul Pigors and Charles Myers 

CONTENTS OF JOB DESCRIPTION  
⮚ Job Title: 
Tells about the job title, code number and the department where it
is to done. ⮚ Job Summary : 
A brief write up-about what the job is all about. 
⮚ Job activities : 
 A description of the tasks done, facilities used, extent of
supervisory help, etc. ⮚ Working conditions : 
The physical environment of job in terms of heat, light , noise and
other hazards. ⮚ Social Environment 
Size of work group and interpersonal interactions required to do the job.
General Purpose of Job Description  
General purpose job description are used by organization to find the very basic
information about  a particular job opening. Though data includes worker’s duties but
does not contain sub tasks,  performance standards and basis for evaluating jobs and
establishing right compensation  packages. 

Specific Purpose of Job Description 

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. 

Benefits of Effective Job

Descriptions 
BETTER  
RECRUITMEN 
T 

BETTER  
COMPLIANCE  
DATA 

LEGAL  
COMPLIANCE 

PEOPLE  
PLANNING

There are 4 key benefits to effective job descriptions: 

1) Better Recruitment 

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. 

2) Better Compensation Data 

While the direct compensation probably shouldn’t be on the job description, the job
description  should allow you to do research to determine the market value of that role.
It should also allow  HR to assess the internal value too – to see how it fits within your
compensation structure as  compared to other jobs. 
If done well, the job description will help HR assess where the job falls within any
existing pay  structures so that you don’t create inequity or compression issues when
filling the role. 

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. 

Job Specification is a statement which tell us minimum acceptable human qualities

which helps  to perform a job. Job specification translates the job description into
human qualifications so that  a job can be performed in a better manner. Job
Specification helps in hiring an appropriate  person for an appropriate position.  

Job specification is also known as employee specifications, a job specification is a

written  statement of educational qualifications, specific qualities, level of experience,
physical,  emotional, technical and communication skills required to perform a job,
responsibilities  involved in a job and other unusual sensory demands. It also includes
general health, mental  health, intelligence, aptitude, memory, judgment, leadership
skills, emotional ability. 
 DEFINITION : 
“ A job specification is a statement of the minimum acceptable human qualities
necessary to  perform a job properly.”
CONTENTS OF JOB 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.

ADVANTAGES OF JOB ANALYSIS

1..Present immediate information: after the process is finished, we can obtain
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 … 

DISADVANTAGES OF JOB ANALYSIS

Lengthy projects 
• Unqualified job analyst 
Require lots of human efforts 
 • Subjective matters 
source of data is extremely small
• Mental abilities cannot be directly observed 
1. Subjective matters:it is a challenging job for a job analyst to avoid personal biasness 
.

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. 

JOB ANALYSIS METHOD  

Job Analysis Methods 

Questionnair  Method  
Interview  Method  
Observation  Method
 Most Common Methods of Job Analysis  

1.Obsevation Method : A job analyst observes an employee and

records all his  performed and non – performed task, fulfilled and un fulfilled
responsibilities and duties,  methos, ways and skills used by him or her to
perform various duties and his mental or  emotional ability to handle challenges
and risks. 

This particular method includes three techniques :Direct

observation, Work Methods Analysis and Critical Incident Technique. The
first method  includes direct observation and recording of behavior of an
employee in different  situations. 
The Secondinvolves the study of time and motion and is specially used for assembly
line or  factory workers . 

The Third one is about identifying the work behaviours that result in performance. 

Interview Method :In this method, an employee is interviewed so that he

or she  omes up with their own working styles, problems faced by them, use of
particular skills and  techniques while performing their job and insecurities and
fears about their careers. 

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. 

Questionnaire Method : Another commonly used job analysis method is

getting the  questionnaires filled from employees, their superiors and managers.
However, this method also  suffers from personal biasness. A great care should be takes
while framing questions for different  grades of employees. 

Job Analysis Process 

An effective and right process of analyzing a particular job is a great relief for
managers. It helps  them to maintain the right quality of employees, measure their
performance on realistic tandards,  assess their training and development needs and
increase their productivity. Let’s discuss the job  analysis process and find out how it
serves the purpose.
Identification of Job Analysis Purpose :Well any process is
futile until  its purpose is not identified and defined. Therefore, the first step
in the process is to  determine its need and desired output. Spending human
efforts, energy as well as money  is useless until HR managers don’t know
why data is to be collected and what is to be  done with it. 

Who Will Conduct Job Analysis ? 

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. 

How To Conduct The Process : 

Deciding the way in which job analysis process needs to be conducted is

surely the next  step. A planned approach about how to carry the whole
process is required in order to  investigate a specific job. 

Strategic Decision Making : 

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. 

Training of Job Analyst : 

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 : 

Communicating it within the organization is the next step . HR managers need

to  communicate the whole thing properly so that employees offer their full
support to the  job analyst. The stage also involves preparation of documents,
questionnaires, interviews  and feedback forms. 
Data Collection :  

Next is to collect job-related data including educational qualifications of employees,

skills and  abilities required to perform the job., working conditions, job activities,
reporting. Hierarchy,  required human traits, job activities, duties and responsibilities
involved and employee behavior. 

Documentation , Verification and Review : 

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. 

Developing Job Description and Job Specification 

 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.

Role of Job Analysis in Establishing

Effective  Hiring Practices 
A major change has been observed in the world of work since 1980s. The era of
structured jobs,  packed or fixed work schedules, male-dominated working culture and
no family intruding started  diminishing gradually. 

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. 

How to Establish Effective Hiring Strategies ? 

Identifying  KRAs
Setting  Selection  Standards 

▪Identifying KRAs: 
Identifying KSAs 

Job Analysis process helps in identifying Key Result Areas/Key

Responsibilities Areas  (KRAs) such as knowledge, technical, communication
 and personal skills, mental,  aptitude, physical and emotional abilities to
perform a particular task. 

Different jobs have different requirements. Therefore, the process needs to be

performed  every time when there is a requirement to fill the job opening. This
is a basis for  
developing questionnaires, devising interview questions and setting selection
test papers.  The information in the form of scores or grades can then be used
for hiring process. 

▪ Setting Selection Standards: 

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 

Research methodology is a way to systematically solve the problem. It may be

understood has a science  of studying how research is done scientifically. In it we study
the various steps that all generally adopted  by a researcher in studying his research
problem along with the logic behind them.  

The scope of research methodology is wider than that of research method.  

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 

Following limitations were faced during 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%

Female  11  11%

Total  100  100%

Source: Primary Data 

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. 

Age  No. of % of Respondents

Respondents 

20-25 Age  25  25%

30-35 Age  33  33%

40-45 Age  30  30%

Above 45 Age  12  12%

Total  100  100%

Source: Primary Data 

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%

Sources: Primary Data 

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 

UG Degree  49  49%

PG Degree  19  19%
Engineering  04  04%
Other IT  28  28%
Total  100  100%

Sources: Primary Data  

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%

JOB EXPERIENCE
20 YEAR 

10 YEAR 
20% 

INTERPRETATION:  
2 YEAR 
25% 

5 YEAR 
50% 
 Out of 100 respondent 50% were 5 year experience holder, 20% has 10 year experience,
while 25%  employees has 2 year experience and only 5% has 20 year experience. 
6. Is you feel the training procedure are making you effective
relating to the  organization ? 
Response  No. of % of Respondents
Respondents 
Yes  91  91%
No  9  9%
Total  100  100%

no
9% 

91% 
yes 

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%

no 
24% 

yes 
76%

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%

Column1 
 30% 

yes 
no
70% 

Interpretation 

According to the above interpretation the 70% of the respondents

got their job  according to their skills while the remaining doesn’t. 
9. Is you feel your work is related to job analysis ? 
Response  No. of % of Repondents
Respondents 
Yes  55  55%
No  45  45%
Total  100  100%

Column1 

45% 

55% 
yes 
no
 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%

Column1 

20% 

yes 
no
80% 

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 

Yes  60  60%

No  20  20%

Sometimes  20  20%

Total  100  100%

Column1 

20% 

yes 

60% 20% Interpretation 

no 
sometimes
 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%

Column1 

15% 

yes 
no 

  
  

  

Interpretation  
55% 30% 
sometimes

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 

Written test  20  20%

On the Job  70  70%

Interview  10  10%

Total  100  100%

Column1 
20% 

70% 
Interpretation 
10% 

written test 
on the job 
interview

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  60  60%

No  15  15%

Sometimes  25  25%

Total  100  100%

Column1 

25% 
 yes 

60%
15% Interpretation 

no 
sometimes

According to the above interpretation 60% of the respondents knows about

their career  growth, 25% respondents said sometimes and the remaining
15% respondents doesn’t  know about their career growth. 
15. Is job analysis improves the other HR policies of your organization? 
Response  No. of % of Respondents
Respondents 

Yes  70  70%

No  30  30%

Total  100  100%

Column1 

30% 
 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. 

2. Good performance leads to annual increments and promotions.

3. Employee satisfy with their job because they get work according

to their skills. 4. Some employees work related to job analysis were

some not. 

5. Job analysis system are also help the employees to appraise their

performance. 6. Job profile help to select employees according to

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

2.Age wise classification of respondents. 

Age  No. of % of Respondents
Respondents 

20-25 Age

30-35 Age

40-45 Age 

Above 45
Age

Total

 3.Experience wise classification of respondents? 

Experience  No. of % of Respondents
Respondents 

Below 5years

5-10 years

10-15 years

Above 15
years

Total

4.Educational qualifications of respondents.

Educational Qualification  No.of % of Respondents
Respondents 

UG Degree

PG Degree

Engineering

Other IT 

Tota
l

5.How long you are working in the organization ? 

Respondents No. of % of Respondents
(From)  Respondents 

2 year

5 year

10 year

20 year

Total

6. Is you feel the training procedure are making you effective

relating to the  organization ? 
Response  No. of % of Respondents
Respondents 

Yes 
No

Total

7.You are satisfied with your organization salary increment ? 

Response  No. of % of Respondents
Respondents 

Yes 

No

Total

8. Is you feel your job related to your skills? 

Response  No. of % of Respondents
Respondents 

Yes

No

Total

9. Is you feel your work is related to job analysis ?

Response  No. of % of Respondents
Respondents 

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

12. Is proper job description given to the employees before joining ? 

Response  No. of % of Respondents
Respondents 

Yes

No

Sometimes

Total

13.Which is the best way of evaluation ? 

Response  No. of % of Respondents
Respondents 

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

15.Is job analysis improves the other HR policies of your organization ?

Response  No. of % of Respondents
Respondents 

Yes

No

Total

BIBLIOGRAPHY 

BOOKS; 

∙ Kothari, C.R., Research Methodology,

WishwaPrakashan, India. ∙ Kotler, Philip, Marketing
Management, Prentice hall India. ∙ K.Aswathappa., H.R
and P.M Third Edition 
∙ Tata McGraw-Hill Publishing Company .ltd. 

Websites 
∙ www.google.co 
∙ www.learningmail.com 
∙ www.saisungroupofcompany.com 
∙ www.jobanalysis.com