Grieger Pvt. Ltd.

A Project of Human Resource Management on

JOB ANALYSIS
 WHAT IS A JOB?

Job

A group of related activities and duties

Position

The different duties and responsibilities performed by only one employee Job

Job Family

A group of individual jobs with similar characteristics

Job Job Job

WHAT IS JOB ANALYSIS?

The process of obtaining information about jobs by determining

what the duties, tasks, or activities of jobs are.

HR managers use the data to develop job descriptions and job

specifications that are the basis for recruitment, training,
employee performance appraisal and career development.

The ultimate purpose of job analysis is to improve

organizational performance and productivity.
DETERMINING JOB REQUIREMENTS
THE PROCESS OF JOB ANALYSIS
 JOB DESCRIPTION
Job description includes basic job-related data that is useful to advertise a specific
job and attract a pool of talent. It includes information such as job title, job
location, reporting to and of employees, job summary, nature and objectives of a
job, tasks and duties to be performed, working conditions, machines, tools and
equipments to be used by a prospective worker and hazards involved in it.

Purpose of Job Description:

The main purpose of job description is to collect job-related data in order to
advertise for a particular job. It helps in attracting, targeting, recruiting and
selecting the right candidate for the right job.
It is done to determine what needs to be delivered in a particular job. It clarifies
what employees are supposed to do if selected for that particular job opening.
It gives recruiting staff a clear view what kind of candidate is required by a
particular department or division to perform a specific task or job.
It also clarifies who will report to whom.
 JOB DESCRIPTION

The Human Resources Director (or head of human

resources, depending on the size of business) has ultimate
responsibility for all people based activity within Grieger
Pvt. Ltd. from both an operational and strategic
perspective. The head of Human Resource is involved in
many areas, such as: resource planning and recruitment;
training; managing a variety of Employee Relations
issues at any one time and being the first point of contact
for all employee related issues.
 JOB DESCRIPTION
Responsibilities/Accountabilities of Human Resources Director:
To act as the face of Human Resource for the company.
To be responsible for senior level decision making and both day to day management and strategic direction of Grieger
Pvt. Ltd..
To develop and implement an annual agenda for Human Resource strategy in line with the business plan. To ensure
Human Resource plans support the needs of the business but are also flexible enough to cope with changes in Grieger
Pvt. Ltd., as and when they occur.
To provide information and reports on data such as staff turnover, references, cost per hire, training hours per
person, etc.
To provide advice on and administer maternity and paternity leave cases. To be responsible for resource planning for
maternity re-joiners.
To conduct training needs analysis and designs and implement a training plan with input from business heads. To
manage costs to budget.
To ensure all staff receive appraisals in accordance with company policy and monitor probationary periods.
To co-ordinate recruitment throughout the company through management of a recruitment team/Human Resource
team. To build relationships with recruiters, draft briefs, set up interviews where necessary. To interview senior hires
when necessary.
To ensure payroll is completed accurately and to deadline.
To conduct occupational health referrals and providing pastoral support and advice to employees.
 JOB SPECIFICATION
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,
adaptability, flexibility, values and ethics, manners and creativity, 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 SPECIFICATION - SKILLS
Previous experience of managing an Human Resources team.
Previously influenced senior managers, built strong commercial relationships and driven an Human Resource strategy.
Human Resource Manager level - must be comfortable working in a standalone environment.
Can quickly establish credibility and respect and build strong working relationships with department managers. Demonstrable maturity,
professionalism and gravitas.
Ability to recognise the value and responsibility of working in a team, actively supports and develops team members, quick to identify and problem
solve any issues.
Act as a role model for Grieger Pvt. Ltd. looks beyond own team as a role model and source of knowledge. Works with others in a collaborative and
solutions focused manner to achieve win-win outcomes.
Able to work to deadlines and adapt to changing conditions ability to generate effective and pragmatic solutions to new situations and problems as they
are presented.
Demonstrate an understanding of personalities and behavioural styles in order to work collaboratively with a variety of people and to make informed
decision around resourcing, reporting structures and relationships.
The ability to inspire confidence of the CEO and other senior managers through timely delivery of information and plans. Works independently of
CEO, but consults where appropriate.
Exposure to TUPE and confident in handling TUPE situations. Understanding of all legal implications and ability to resource plan accordingly
and comply with legal obligations.
Strong working knowledge of employment law issues and the ability to apply these to a variety of situations using a pragmatic and common sense
approach.
Familiar with best practice redundancy processes and experienced in coaching managers through this and leading where necessary.
Commercial acumen - has a good overall understanding of company finances and uses this information to push back and support managers in resource
and succession planning.
 JOB SPECIFICATION - SKILLS
Makes sensible, intelligent decisions in difficult and deadline driven situations.
Excellent attention to detail.
CIPD qualified.
Demonstrates passion - approaches all tasks in an enthusiastic way. Committed to upholding professional
standards.
Takes responsibility for own actions and visibly supports the senior leadership team and their agenda.
Results- focused - understands what is important to staff, clients and management - is committed to achieving
goals. Tenacious approach to delivery, quality of output and Grieger Pvt. Ltd..
Capable communication skills - handles complex and difficult situations with thought and confidence.
Ability to deliver appropriate information to the right people.
Ability to explain detailed legal information to staff in a straightforward way.
Displays integrity - is sincere in own behaviour and in dealings with others.
Self motivated and self aware - recognizes own strengths and weaknesses and is committed to personal development.
Takes a broad interest in the success and development of the company and the human resource function as a whole.
Able to problem solve both operational and strategic issues through a pragmatic and commercially sound approach.
Effectively plans ahead to anticipate problems, plans for worst-case and best-case scenarios.
 JOB SPECIFICATION - QUALIFICATIONS
7-10 years of progressively more responsible positions in human resources, preferably in a similar industry in two different firms.
Experience supervising and managing a professional staff.
Experience as a trusted resource as a member of a senior level executive team.
Experience in multiple locations and globally is a plus for the HR director job candidates.
Education - Human Resources Director:
Bachelor's Degree in Human Resources, Business, or a related field required.
Masters Degree in Business or Human Resources Management or a related field preferred.
J.D. a plus.
SPHR designation will receive consideration, but is not required.
Required Skills, Knowledge, and Characteristics - Human Resources Director:
These are the most important qualifications of the individual selected as the human resources director.
Strong effective communicator in writing, business presentations and in interpersonal communication.
Highly developed, demonstrated teamwork skills.
Demonstrates a high degree of confidentiality in interpersonal interaction.
Exhibits an unusual degree of common sense in working with coworkers and the executive team.
Able to direct the efforts of a team of diverse human resources professionals.
Demonstrated ability to increase productivity and continuously improve methods, approaches, and departmental contribution while remaining cost-sensitive.
Must exhibit a commitment to continuous learning.
Expert in employment law to keep the company safe from lawsuits and has a proven ability to work well in consultation with an employment law attorney.
Strong commitment to and interest in employee relations and communication.
Demonstrated ability to see the big picture and provide useful and strategic advice and input across the company and on the senior executive team.
Ability to lead in an environment of constant change.
Experience working in a flexible, employee empowering work environment. Structured or large company experience will not work here.
Familiarity and skill with the tools of the trade in human resources including HRIS, Microsoft Office suite of products, file management, and benefits administration.
Experience in organization development and change management.
 JOB SPECIFICATION - QUALIFICATIONS
High-Level Overview of Job Requirements - Human Resources Director:
The selected human resources director must be able to perform effectively in each of these areas -
Guides and manages the overall provision of Human Resources services, policies, and programs for the entire
company.
Development of an overall Human Resource business plan with measurable objectives and a budget.
Staffing of the Human Resource department to effectively serve the needs of the organization.
Overall talent management strategy and implementation including workforce planning, recruiting, interviewing,
hiring, training and development; performance planning, management development and improvement; and succession
planning.
Organization development, change management initiatives, and company-wide culture and environment at work for
employees.
Oversee employment law compliance and compliance to regulatory concerns.
Demonstrated proficiency in policy development, documentation, training, and implementation.
Oversees employee safety, welfare, wellness and health.
Responsible for community outreach and communication, and charitable giving in conjunction with the community
relations team.
Managing external executive recruiting agencies, employment agencies, recruiters, and temporary staffing agencies.
Analysis of the effectiveness of all human resources efforts both financially and in terms of whether they produced
the company's needed objectives and outcomes.
THANK YOU

By Rahul Bishnoi