Job Analysis of Officers of Tata Steel

Job Analysis of Officers at Tata Steel

ByK. SwarnaDomain : HR

The overall objective of the live project is to prepare the JDs of all the roles across the levels in Tata Steel and evaluate these JDs on the basis of Hays Method of evaluation to peg the roles at right levels.

Objective

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.

A Process of understanding the “what” and “why” of work to be done A process of gathering facts that would enable others to make judgment

about the work to be done

Job Analysis

Collection of background information Selection of Representative job to be analysed Collection of Job Analysis data Job Description Developing Job Specification

Steps In Job Analysis

Meeting with Chief Strategic Procurement Understood the functioning of the department Identified 4 Unique roles1. Head IM Section2. Head Projects(Improvement)3. Head Project Procurement4. Head Strategic Buying JD Documentation is prepared for the 5 roles Job Evaluation would be done

Example of Job Analysis

It gives information about the scope of job activities, major responsibilities and positioning of the job in the organization

The job description should indicate the scope and nature of the work including all-important relationships.

The job description should be clear regarding the work of the position, duties etc.

More specific words should be selected to show:-a) The kind of workb) The degree of complexityc) The degree of skill requiredd) The extent to which problems are standardizede) The extent of worker’s responsibility for each phase of the work

Job Description

Job Description TemplateJob Description

Organisational Profile

1. Name :

2. Current Position

a. Role Title and Designation

b. Department / Function

c. Location

d. Impact Level

e. Executive Head

3. The Context / Purpose of the Job

(Give a brief description of the core purpose of the role, what it is expected to achieve, any unique dimensions, stakeholders, and the scope)

4. Position in organisation hierarchy

I. Designation(s) and name(s) of person(s) you directly report to :

Administratively Functionally

II. Designation(s) and name(s) of person (s ) who directly report to you :

Administratively Functionally

1. 1.

2. 2.

3. 3.

4. 4.

The entire exercise is divided into three Phases

Phase I : Already Completed Identification of unique roles of IL1,IL2 employees. Mapping the existing roles to unique roles Meetings with IL1’s to understand roles JD documentation by Hay Group Job Evaluation Phase I Completed

Approach

Identification of 250 unique roles Based on the unique roles, Chiefs (IL2s) identified with whom meetings

need to be fixed to understand the roles in terms of job responsibilities and other attributes of JD

Identification of HRM Resources to coordinate the exercise Meeting with IL2’s to understand roles Review meeting with Hay group JD Documentation by unique role incumbents JE of 250 Unique Roles MIS Report to Hay Group & Chief Group HR

Phase II – Undertaken in this Project

Worked in Phase II of Job Analysis which includes the identification of unique roles of IL3,IL4,IL5,IL6 for analysis and Job Evaluation.

Scheduled meetings with Chief’s of Different Executive Head in Tata Steel Acted as point of contact for Business HR’s and Hay Group. Point of Contact for Business HR’s and Hay Group. Attended meetings with Chief’s along with Hay group and Business HR’s

to understand the job responsibilities of the identified roles. Prepared MIS for the status of the project and to follow up on meetings. Followed up with assigned BU HRMs for the status of JD documentation

and also checked few JDs from completeness perspective.

Activities Done Under This Project

Identification of 500 unique roles Mapping of existing roles to unique roles Meeting with Chief’s to understand roles Review meeting with Hay group JD Documentation JE of 500Unique Roles

Phase III – Planned to be Implemented

Hay job grading scheme was developed by E.N Hay and Associates and used for evaluating jobs that is one of the most popular method used for evaluating executive, managerial and professional positions but also widely used in evaluating clerical, blue collar and technician jobs. It is a scheme which is based on the "points factor" approach.• It evaluates job but not people who are working on that specific job.• Measures job to reflect their relative weight in the organization.• Provides means to asses pay across different market/Function• It is not based on Performance, education, skills, and current salary

Hay Method Job Evaluation

Know-How To achieve the accountabilities of the job requires know-how which is the

sum total of every capability or skill, however acquired, needed for fully competent job performance

It has three dimensions1. Practical/Technical Knowledge2. Planning, organizing and integrating(managerial) Knowledge3. Communicating and influencing skills

Basis of Method

This is the amount of original, self-starting thinking required by the job for analysing, evaluating, creating, reasoning, arriving at and making conclusions. ‘Problem Solving’ is "the amount and nature of the thinking required in the job in the form of analysing, reasoning, evaluating, creating, using judgment, forming hypotheses, drawing inferences, arriving at conclusions, etc.“ There are two dimensions in problem solving:1. Thinking Environment :The environment in which the thinking takes

place.2. Thinking Challenge :The challenge of the thinking to be done; the novelty

and complexity of the thinking required.

Problem Solving

‘Accountability’ is "the answerability for action and its consequences. The measured effect of the job on end results in the organization.“

This is the measured effect of the job on end results. It has three interrelated dimensions:

1. Freedom to Act - the extent of personal, procedural or systematic guidance and control on the job.

2. Job Impact on End Results - the degree to which the job affects or brings about the results expected of the unit or function being considered.

3. Magnitude - the size of the function or unit measured in the most appropriate fashion.

Accountability

Chief Financial Controller

Elements of Job Size

S No. Rating Score Rationale from JDElement Score

1 F KH F III 3 528

2 III PS F 4 (50%) 264

3 3 ACC F 5 C 400

4 F Total Score 1192

5 4 Profile A3

6 F

7 5

8 C

TOTAL 1192

- Seasoned CA with minimum 20 years experience in a large organization- Role of Controllership for Marketing, Sales, Project, Profit Centres as well business analysis vertical spread across the organisation needs conceptual integration of diverse functions- Needs to interact with multiple internal & external stakeholders including CFOs of group companies, Consultants, Statutory bodies etc. & influence behaviours. Also member of the board in various GC.

- Thinking within broadly defined policies & objectives- Involves analysing the financial results, key issues and presenting the financial performance to the Audit Committee and to the Board. Bringing insights on future decisions and support to leadership.- Situations need constant adaptation or development of new solutions

- The role is subjected to general direction and broadly defined policy objectives not always covered through functional precedents.- Magnitude of Impact > 2500 crores- Contributory - Interpretative, advisory or faci litating services for use by others to achieve results

Impact Level Assessment

B. Problem Solving

Thinking Environment

264

Thinking Challenge

Position NameDepartment Finance

Competency Level

A. Know-How

Depth & Range of technical know-how

528

Human Relations Skills

Planning, Organisation & Controlling

C. Accountability

Freedom to Act

400Magnitude of Impact

Nature of Impact (Type of Impact)

JOB EVALUATION

Understanding the concept of Job Analysis and Job Evaluation. Understanding the unique roles in identified departments . Understanding how each department works and functions. Understanding Hay’s Method of Job Evaluation Learning the method of writing the job descriptions and evaluating their

completeness. Job Evaluation theory. Practice Exercises done to understand Hay method of Job Evaluation

Learnings