Term paper on:

British American Tobacco Bangladesh Limited

BUS601
Section 5

Date: 16/7/2021

Submitted To:
Dr. Nazmul Amin Majumdar

Submitted By:
Ahmed Shamim Ahsan
ID: 2115474660
Job Analysis:
Job basically means to divide the total work into positions and group of positions is involved with duties,
responsibilities, knowledge and skills. Job analysis is a process of collecting information relevant to
perform a job for example, what responsibilities are in the job, what skills are required to do that job and
what kind of people would be the best fit for that.
Job analysis is very important for a company and the information collected through job analysis is very
useful. It is the basis of all human resource activities. This information supports various human resources
activities like recruitment, selection, job design, job worth, training and appraisal.

Collecting Data for job analysis of British American Tobacco Bangladesh:

For analyzing a job, I need to first collect relevant data. As British American Tobacco Bangladesh needs
to hire employee for the post of “Head of HR Department” so I have to start collecting data relevant to
this post. I have to find out what are the actual work activities, duties and responsibilities are needed to
perform as a ‘Head of HR”, what skills are required to perform those activities, what are the desired work
performance and standard etc. For collecting this required information, I can use the following sources:
1. Current HR Department head: A department head knows the best about the work activities of
his/her department and his/her own responsibilities. So, he/she will be the best source for
collecting information about the job.
2. Subordinates who work under HR department head: People who work under the “Head of HR”
can give information about the job.
3. Other Similar companies: BAT can also collect information or Job description for same post from
the similar companies like Japan Tobacco International, Abul Khair Tobacco etc.

There are two primary parts or elements of job analysis. First one is Job description and another one is job
specification. Both are explained below:

Job Description:
It is the most important product of job analysis. It is actually a written statement about the job by using
the information collected through job analysis. This written statement is about what are the work
activities that means what employee actually does, how he/she does it, what the job’s working conditions
are and what are the requirements involved in a particular job.
For writing the job description for the post of “Head of HR Department” of BAT, I need to determine
what information to use in job description and what information not to use. To design a job description
for the post of “Head of HR”, I need to cover following sections:
Job Identification:
This section includes information about the job’s title, what types of job it is, under which section the job
falls etc. Here, the job title is “Head of HR Department”. The position falls under human resources
department. According to the rules of BAT, “Head of HR” reports to Managing Director. On the other
hand, HR Executives, HR Business Partners, HR Managers report to “Head of HR”.
Job Summary:
This section is the summarization of the job’s duties and responsibilities and should include only the
major activities of position. The job summary for the post of “head of HR” of BAT would be:
The “Head of HR” will be responsible for implementing organizational strategies as well as HR
department policies, managing payroll and performance evaluation systems, supervising employee
relations of all the departments, and ensuring that employees are being managed according to the
organization's standards.

Responsibilities and Duties:

This is the major section of job description. This section describes the major responsibilities and also
additional responsibilities of the position. The general responsibilities of a “Head of HR” of British
American Tobacco Bangladesh would be like this:
 As a “Head of HR” of British American Tobacco Bangladesh, he/she needs to implement the
organization’s goals and strategy related to recruiting, staffing and employee retention as well
as the HR department's long and short-term goals, objectives, and policies.
 He/she needs to maintain communication with other corporate divisions of the organization
and plan, develop and organize different training programs for developing employees to
support the organizational needs.
 He/she is responsible for maintaining knowledge of trends, new technologies in human
resources, and employment law and need to advise managers on employee & labor policies
and laws.
 He/she must investigate & resolve workplace disputes, harassments, or violations of
organizational rules and ensure that employees are following the company policies and
procedures correctly.
 He/she also handles termination of employees as per the organization’s policies.
 He/she must ensure that all administrative tasks are completed on time.
 He/she is responsible for supervising the company’s payroll and performance evaluation
systems. He/she also helps HR Managers in dealing with the day-to-day problems and
complaints from department employees regarding employee benefits, payroll, and paperwork.
 He/she must report the progress of the HR department to the company’s Board of Directors.

Job Location: Dhaka

Performance Standard:
BAT will measure the performance of the “Head of HR” on basis of following dimensions.
1. Leadership Objective: A “Head of HR” performance will be evaluated based on How much efficient
he/she is in managing employees in the organization.
2. Management Objective: His/her performance is also evaluated based on his/her planning, organizing
and directing capabilities.
3.Relationship: His performance also depends on to what extent the Head of HR is effective in
maintaining employee relationships in different departments.
4.Operational Objective: How effectively he/she manage to lead and perform all the required HR
activities of the organization is reflect his/her performance.

Job Specification:
Job specification gives a detailed idea about what kind of people need to hire for a particular job. It is the
details of various qualifications of a person which are required to perform the specific job successfully.
These include the requisite education, skills, knowledge, abilities, personality, physical and other relevant
personal characteristics of a person.

Job Specification regarding BAT Bangladesh dealing with concept

Personal Requirements are given below for the above post for BAT Bangladesh.
Educational requirements:
Candidate must have a Bachelor/ Masters/ MBA in Human Resources or related field from a recognized
university. Candidate with certification in professional courses related to the HR field will get preference.
Experience Requirements:
Candidates need to have at least 8 to 10 years of experience in managing Human Resources of a dynamic
company, preferably in the tobacco industry.
Additional Requirement:
 Candidates need to be proficient with HR information system, talent management systems and
had experience using HR management software.
 He/she need to have experience in dealing with corporate legal, Government, and other external
entities regarding employment, labor and business-related issues. He/she must have knowledge
about Bangladesh Government and corporate sector employment-related laws, labor law, and
regulations.
 He/she must have ability to effectively lead in a dynamic work environment.
 Candidates need to have experience in working with all levels of management. He/she should be
able to effectively build relationships by establishing trust, credibility and adding value.
 He/she must be able to use technology to upgrade current processes for improved efficiency.
 He/she must be proficient with Microsoft Office Suite or Google tools, etc., and social media
tools.
 Candidates must have excellent verbal, written communication, interpersonal and negotiation
skills.
 He/she must be fluent in English.
 Candidate must be people oriented, optimistic, extrovert and need to have excellent planning
skills.
 Candidate need to be a quick learner. He should be able to prioritize tasks and to delegate them
when appropriate.
 He/she must have excellent time management skills with a proven ability to meet deadlines.
 Candidate need to have excellent supervisory and leadership skills. He/she requires the ability to
adapt to the needs of the organization and employees.
 He/she should be detail-oriented and must have strong analytical, problem-solving and organizing
skills.
Salary:
Salary would be as per organization policy and qualification of the candidate.
Other Benefits:
There will be bonuses in different festivals.

Question 1: Job analysis has been considered the cornerstone of human resources
management. Precisely how does it support managers making pay decisions?

Answer to the ques no. 1:

Managers can collect accurate and reliable information about the various job positions in the organization
through job analysis and this information helps them to make pay decision. As pay decision is based on
the different work performed by employees, managers need to find out the differences and similarities
among these jobs and job analysis helps managers to identify similarities & differences in the work
content of the job. Based on this information, managers build different pay structure for different position.
Job analysis contributes in the development of a fair pay structure by highlighting the differences in terms
of duties, skills and knowledge required for a job and employee abilities & his position’s decision-making
authority associated with different jobs as well as other human characteristic of each job position. If the
work content and work load are same for all employees who are performing a job, then all the employee
with same work content, skills and knowledge will get equal payment. On the other hand, if the work
content & work load are different, then manager should provide different payment to different employees
based on the work content and work load.
It also helps managers to determines the level of compensation which is needed to motivate and retain the
employee to a specific job position. It ensures that fair compensation is provided to the employees as per
the requirements of the position. Job analysis helps manager to learn what standard performance are for
the organization and compare it with the employee’s actual work performance which help them to make
pay and promotion decisions. It helps measuring the performance of employees and help managers to
decide which employee deserve more compensation based on their performance.

Question 2: Describe the major decisions involved in job analysis.

Answer to the Ques No. 2:

Job analysis is very important due to the valuable information we get through job analysis. It support
almost all the human resource management activities. It will help us to recruit and select the right
employee for a specific job, making pay decision and many other important human resource management
activities. Before starting a Job analysis, we need to take some major decisions.
Major Decisions in Job analysis:
Job analysis has six steps. To do the job analysis we need to go through these six steps, and also take
some major decisions through the process.
Why perform Job analysis: First step is to determine the purpose of the job analysis that means finding
out the reason why we do the job analysis and according to that determine how to collect that information.
We need to understand why we are doing the job analysis. For example, the reason for job analysis might
be compensation purpose or creating positions that we require to expand our business.
What information is needed: Second step is to review relevant background information about the job
such as organization chart and process charts. To start the job analysis, we need to understand the job’s
context. By reviewing organization chart, we get to know organization-wide division of work and where
the job fits in the overall organization. We get to know job title and who report to or communicate with
whom. Reviewing process chart helps us to know the flow of input to and output from a specific job.
Reviewing that relevant information help us to find out whether the position we want to create is existing
in the organization or not. If the position is already existing then it will be easier to collect information.
Analyzing should start with reviewing the existing data or the collected data. Both Information related to
job and related to employee will be needed to collect.
How to collect information: Third step is to select representative positions. To analyze a specific job,
we do not need to analyze the jobs of all the workers. Rather we should select a sample of jobs.
And the fourth step is to actually analyze the job by using data gathering method. There are several
techniques to gather data such as observing Job performance, personal observation, critical incidents,
interview, panel of experts, participant diary/log, using questionnaires etc. We can choose any technique
which is suitable for analyzing the particular job. For example, we can use questionnaires along with
interviews of the employees to identify the job ‘s broad area of responsibility and specific duties. The
common way for collecting job information is to ask the people who are doing a job to fill out the
questionnaires or interviewing the job holder and his/her supervisor.
Who should be involved: We need to decide who should involve in this process and to which extent. HR
employees or analysts usually collect the data, job holders and supervisors usually provide the required
data and it is crucial to support the process by top management.
The fifth step is to check the collected information for accuracy. After collecting job analyzing
information, we should verify that information with employees who are performing the same job and with
his/her immediate supervisor. This will confirm that the information we collect is correct and complete.
The sixth and final step is to develop job description and job specification. Job description is the written
statement of what are the work activities that means what employee actually does, how he/she does it,
what the job’s working conditions are, what are the requirements involved in a particular job and job
specification is the details of various qualification of a person which are required to perform the specific
job successfully.
How useful is the result: The result of the job analysis depends on whether it is reliable, valid and
acceptable or not?