HR Assignment No.

1:

Name: Karthik Ramachandran Roll No: 21-F-325

Name: Vikram Jaiswal Roll No: 21-F-246
 *Comprehensive job analysis format

Background Information for (JOB TITLE): LIFE INSURANCE ADVISOR

Student’s Name: Karthik Ramachandran Date &Time of interview: 20-Feb-2020 2:00 p.m.

Job holder’s Name: Vikram Jaiswal Male/Female: Male

Date Incumbent Started Job: 25-Feb-2020 Number of Subordinates: 0

Supervisor: Harsha Purswani Supervisor Title: Sales Manager

Job Summary (Two line summary of the job)

(The primary purpose of this position, most important tasks, K, S, A’s that incumbent
must have)

Advise exisiting and prospective customers on various life insurance products in order to
help the clients make informed purchase decisions as per their requirements.

Job description/ Task Analysis for (JOB TITLE)

- Sells life insurance products and meets top line premium targets
- Executes and promotes Leads generating activities
- Prepares MIS reports for higher management
- Manages client calls and grievances
- Acquires customers through referrals
- Develops and maintains relationships with bank employees to increase company
goodwill and promote business

Job Specifications for (JOB TITLE)

Job Requirements

- Knowledge of various life insurance products

- Keeping up-to-date on economy, equity and debt markets
- Keeping track of insurance regulatory body, IRDA’s guidelines on insurance products
- Possesses graduate degree (preferably in Commerce)
- Experience – Minimum 1 to 3 years in banking or life insurance products

Knowledge, Skills, and Abilities (KSA’s) required by the Position

Knowledge

K1: Knowledge of various life insurance products such as Term plans, Traditional plans,
ULIPS and Pension Plans

K2: Knowledge of financial markets both equity and debt capital markets

K3: Knowledge of Banking products

 Skills

S1: Good communication skills

S2: Product selling skills

S3: Proficient in Microsoft Excel

S4: Client-facing and presentation skills

Abilities

A1: Ability to manage multiple clients (NRI, non-NRI mainly Indian customers)

A2: Well-organized professional

A3: Ability to handle clients independently

A4: Presentable and affable personality

(JOB TITLE)
Supervisory Controls
` The Senior (Sales) Manager evaluates the incumbent on the basis of number of cases
handled and number of life insurance policies sold. The incumbent is an individual
contributor and has no supervisory responsibilities in this role.

Complexity
Requires thorough understanding of complicated life insurance products or plans and
ability to persuade customers to buy products through simplification of product
functionalities in an understandable manner.

Scope and Effect

Scope: Customer case logging to case issuance and providing end-to-end services to
customers.
Effect: Individual Contributor; Mis-selling may result in loss of customers and impact
business, loss of reputation to company and /or may be subject to legal implications.

Teamwork Requirements
Function as part of a team of six advisors. However, work load needs to be completed on
an individual basis. The team is distributed across various branches. The work is that of a
financial sourcing manager.

Personal Contacts
To maintain contact on a daily basis with bank branch staff who are partners to the
business. These contacts act as the source of the insurance business. The nature of
communication is friendly.

Work Environment

It is primarily a desk-job; Involves travel to customers’ locations as and when required.

Assignment
Comprehensive Job Analysis(Use the format given at the end of assignment description*)
DR. Saroj Datar Apte

Method to Use: Interview – cannot be yourself, find a friend or Job holder/worker who would be
willing to sit down and talk about their job. Do not use organizational materials that have been
created already.

Tips for Collecting and Reporting Job Data

1. Focus on work behaviours when developing work duties that describe tasks · Remember
that all work behaviours may not be visible (such as many activities in managerial work).
2. Use present-tense action-verbs precisely in describing all tasks. The verb should be
appropriate for the task and the use of verbs should keep the narrative moving. · Example: A
forklift operator may actually operate a forklift while a maintenance person may just
prepare the forklift for operation. They both use or deal with the same equipment, but the
appropriate use of verbs discriminates between what they do in their job.
3. People will forget to report many KSAs because they do not associate them as being central
to their job. Ask questions that prompt individuals to think of the KSAs needed for their jobs
including things like understanding written or oral instructions, ability to communicate with
others and give instructions, and preparing documents for reports. Basically, get your
interviewee to think through every nook and cranny of their job, no task is too small to be
considered.
4. Be specific, but do not get bogged down in details that may change often. If they must know
how to operate “Windows 98,” probably they will have to operate “Windows XP” before
long. Think about the context of their working environment as well as business industry and
consider how things like technology can change rapidly (or not).
5. Assess both the Importance and amount of time spent in each task. You must rank the tasks
by importance. Some of the most critical tasks may be performed a small percentage of the
time (e.g., lifeguard). Fire-fighters spend a lot more time training to put out fires than they
do putting them out.
6. Factors to determine whether a duty is essential or marginal. Basically, to be essential:
a. The position must exist to perform this duty.
b. There should not be other employees who could perform this duty; removing
this duty will fundamentally alter the position.
c. The incumbent is to be hired based on highly specialized expertise to
perform that duty.
d. How much time is spent performing the essential duty? Duties that involve only
a small amount of time may be suspect. e. What are the consequences of not
requiring the incumbent to perform this duty?
Remember these things while doing-
Task Analysis for (JOB TITLE)
Job Tasks must be arranged in order of importance However, specific duties and frequencies vary
depending upon such factors as the number of other incumbents in the position and related
classifications. Just report as if everyone performing the job you are analysing spends the same
amount of time doing the task (set of duties) that the person you are interviewing does.
For each Task:
· Provide a general description of task in bold face type as your first line of description.
· Denote whether the task is Essential (must be performed with or without reasonable
accommodation) or Marginal (not essential, could be performed by other employees).
· Estimate of the amount of time (as a percentage) that a person spends on the task(weekly).
· NOTE that the FIRST WORD of the description AND the FIRST WORD of every sentence in the
description summary (job duties) must be an ACTION VERB.
Example for the job of LOAN OFFICER
A. Interviews applicants and requests specified information for loan applications
(Essential/30%).
Obtains current applicant file before meeting.
Meets with applicant and gathers personal of company information depending on client and
type of loan.
Discerns the purpose and amount of the loan.
Collects credit information from credit bureau.
Gives information to processor to enter into database.
Job Specifications for (JOB TITLE)
Job Requirements
List any educational requirements, licensing requirements, and prior experience, specific
skills and abilities, computer programs that incumbent must have before starting the job,
or that are at least highly preferable.

Knowledge, Skills, and Abilities (KSA’s) required by the Position

List the K,S, and A’s that incumbents need to perform their job.
· List the KSA’s in order of importance.
· They should be organized according to the following template:

Knowledge
K1
K2
…KN
Skills
S1
S2
Abilities
A1
A2
…AN

Narrative for (JOB TITLE)

Supervisory Controls
Describe how and by whom work is evaluated and how often as well as whether or not this individual
has any supervisory responsibilities of his or her own.
Complexity
To what extent is the job simple, straightforward and readily able to be evaluated as opposed to
being complicated and perhaps mentally and physically taxing? Describe the elements of the job that
may make it more or less complex.
Scope and Effect
How wide are incumbents’ job responsibilities? Is incumbent only responsible for own work, or the
job performance of others? How expensive are mistakes?
Teamwork Requirements
Does incumbent need to function as member of a work team in any way or is their work done
independently of other workers? Are team members from within department, within company, or
outside of company? What roles are incumbents likely to play in teams?
Personal Contacts
Who must the incumbent be in contact with on a daily basis? Why is communication necessary with
these contacts? In general, what is the nature of this communication (e.g.
friendly, adversarial, negotiation)?
Work Environment
Describe the typical work environment? Is it hazardous, noisy, boring, outside, necessitating
protective gear, requires special equipment, have an unusually large amount of noxious fumes
involved? Is there travel involved (what percentage of the time, what scale)?

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