A Project Report On JOB ANALYSIS at Heritage Foods (India) Limited Submitted in Partial Fulfillment for the Award of the Degree Of MASTER OF BUSINESS ADMINISTRATION Submitted By SANA SULTANA H.T NO : 1516-10-672-003 Under The Guidance Of Mrs.Swathi DEPARTMENT OF MANAGEMENT STUDIES SHADAN INSTITUTE OF COMPUTER STUDIES FOR GIRLS (AFFILIATED TO OSMANIA UNIVERSITY) HYDERABAD
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
A Project Report On
JOB ANALYSIS at
Heritage Foods (India) LimitedSubmitted in Partial Fulfillment for the Award of the Degree Of
MASTER OF BUSINESS ADMINISTRATION
Submitted By
SANA SULTANA
H.T NO : 1516-10-672-003
Under The Guidance Of
Mrs.Swathi
DEPARTMENT OF MANAGEMENT STUDIES
SHADAN INSTITUTE OF COMPUTER STUDIES FOR GIRLS
(AFFILIATED TO OSMANIA UNIVERSITY)
HYDERABAD
2010-2012
DECLARATION
I hereby declare that this Project Report titled “JOB ANALYSIS” carried
out at HERITAGE. Is my original work written and submitted by me in partial
fulfillment of Master`s Degree in Business Administration of (OSMANIA
UNIVERSITY). I also declare that this project has not been submitted earlier
in any other university or institution.
Date: 20-04-2012 (SANA SULTANA)
2
ABSTRACT
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. Job Analysis is a
process where judgments are made about data collected on a job
A job analysis is a step-by-step specification of an employment position's requirements,
functions, and procedures. Just as a seed cannot blossom into a flower unless the ground is
properly prepared, many human resource management (HRM) practices cannot blossom into
competitive advantage unless grounded on an adequate job analysis.
Job analysis is information about a position to be filled that helps to identify the major job
requirements (MJR) and links them to skills, education, training, etc., needed to successfully
perform the functions of that job. The purpose of the job analysis is to identify the
experience, education, training, and other qualifying factors, possessed by candidates who
have the potential to be the best performers of the job to be filled. It can also be used to
identify documents and other elements vital to the candidate evaluation, referral and selection
process, such as measurement methods and interview requirements.Job analysis is a
systematic approach to defining the job role, description, requirements, responsibilities,
evaluation, etc. It helps in finding out required level of education, skills, knowledge, training,
etc for the job position. It also depicts the job worth. Thus, it effectively contributes to setting
up the compensation package for the job position.
Job analysis helps in analyzing the resources and establishing the strategies to accomplish the
business goals and strategic objectives.Therefore, job analysis forms an integral part in the
formulation of compensation strategy of an organization. Organizations should conduct the
job analysis in a systematic at regular intervals. Job analysis can be used for setting up the
compensation packages, for reviewing employees’ performance with the standard level of
performance, determining the training needs for employees who are lacking certain skills.
3
ACKNOWLEDGEMENT
I take this opportunity to extend my profound thanks and deep sense of
gratitude to the authorities of HERITAGE Pvt Ltd. For giving me the
opportunity to under take this project work in their esteemed organization. I
profusely thank Mr. SUDEEP
My sincere thanks to Mr.Mohammed Masood(Principle Of Shadan
Imstitute Of Computer Studies For Girls) and My faculty guide Mrs.Swathi. For
their encouragement and constant support extended in completion of this
project work.
From the bottom of my heart i am also thankful to all those who have
incidentally helped me, through their valued guidance, co-operation and
unstinted support during the course of my project.
(SANA SULTANA)
4
INDEX
S.NO: CONTENTS PAGE NO
Chapter 1: Introduction 20-27
1.1 Introduction
1.2 Scope of the Study
1.3 Objetives of the problem
1.4 Methodology of the study
1.5 Limitations of the stiudy
Chapter 2: Profiles 29-42
2.1 Industry profile
2.2 Company profile
Chapter 3 Literature Survey 45-52
3.1 Conceptual and theoretical review
Chapter 4: Data Analysis and Interpretation 54-82
4.1 Analysis Part
Chapter 5: Conclusion 84-88
5.1 Finding
5.2 Suggestion
5.3 Conclusions
5.4 Bibliography
5.5 Questionnaire
5
S.NO TITLE PAGE NO
6
4.1 PHISICAL WORKING CONDITION 65
4.2 WORK UNDER SUPERVISOR 66
4.3 COMMITMENTS OF JOB 67
4.4 ALLOTMENT OF JOB 68
4.5 WORKING ATMOSPHERE WHETHER FRIENDLY OR NOT 69
4.6 GOOD RELATION WITH ALL SUPERVISORS 70
4.7 REASONS FOR TAKINGUP JOBS 71
4.8 BENEFITS PROVIDED BYCOMPANY 72
4.9 DISTRIBUTION OF WORK DONE FAIRLY OR NOT 73
4.10 JOB IS SECURED 74
4.11 JOB ENRICHMENT HELPS INDIVIDUAL DEVELOPMENT 75
4.12 TECHNOLOGY LEADS TO MORE PRODUCTIVIT 76
4.13 OBJECTIVES OF ORGANISATION 77
4.14 INCENTIVES GIVEN BY COMPANY 78
4.15 TIME PERIOD FOR WHICH EMPLOYEES WERE EMPLOYED 79
4.16 RELATIONS BETWEEN QUALIFICATION AND JOB E 80
4.17 EVALUATION OF NEW POSITION 81
4.18 MAN POWER PLANNING 82
LIST OF TABLES
LIST OF FIGURES/CHARTS
7
8
S.NO TITLE PAGE NO
1.1 PURPOSE OF JOB ANALYSIS 11
1.2 METHODS OF JOB ANALYSIS 15
2.1 ORGANISATIONAL HIERRCHEY 38
2.2 HR DEPARTMENT CHART 39
3.1 HAZARD IDENTIFIVATION 47
3.2 COMPONENTS OF JOB ANALYSIS 51
3.3 JOB WORTH 53
3.4 COMPENSATION PROCESS 60
4.1 PHISICAL WORKING CONDITION 65
4.2 WORK UNDER SUPERVISOR 66
4.3 COMMITMENTS OF JOB 67
4.4 ALLOTMENT OF JOB 68
4.5 WORKING ATMOSPHERE WHETHER FRIENDLY OR NOT 69
4.6 RELATION WITH ALL SUPERVISORS 70
4.7 REASONS FOR TAKINGUP JOBS 71
4.8 BENEFITS PROVIDED BYCOMPANY 72
4.9 DISTRIBUTION OF WORK DONE FAIRLY OR NOT 73
4.10 JOB IS SECURED 74
4.11 JOB ENRICHMENT HELPS INDIVIDUAL DEVELOPMENT 75
4.12 TECHNOLOGY LEADS TO MORE PRODUCTIVIT 76
4.13 OBJECTIVES OF ORGANISATION 77
4.14 INCENTIVES GIVEN BY COMPANY 78
4.15 TIME PERIOD FOR WHICH EMPLOYEES WERE EMPLOYED 79
4.16 RELATIONS BETWEEN QUALIFICATION AND JOB E 80
4.17 EVALUATION OF NEW POSITION 81
4.18 MAN POWER PLANNING 82
CHAPTER-I9
INTRODUCTION
JOB ANALYSIS
DefinationAccording to Mondy and Noe (1987), job analysis which is defined the systematic
process of determining the duties and skills required for performing jobs in an
organization. In job analysis, we identify what the existing tasks, duties, and
responsibilities of job are. Plus, it usually involves collecting information depend on the
job differentiate
Meaning Of Job Analysis
10
A Job Analysis is a list of tasks essential to the performance of a profession. The list defines
the scope of practice for that profession, according to a consensus of the practitioners. The
list of tasks is not meant to limit the job performed by those professionals, but to identify the
core skills needed for entry into the profession. The purpose of the Job Analysis, for a
certification program, is to determine the knowledge and skills that must be demonstrated by
those seeking certification. The skill list is generally created by a focus group of those
considered experts in the field, and then the items are rated thorough a survey of a larger
number of practicing professionals that reflect the diversity of the identified population. Items
that are rated as important or frequently performed by the majority of survey participants are
included on the final list of required skills, and the tasks that are rated lower are not included.
That final list becomes the blueprint for test development. Following this process ensures that
the test, or assessment instrument, accurately reflects the knowledge and skills necessary to
perform the job. The examinations are intended to measure not only the ability to perform
skills, but also the knowledge base behind each skill and the abilities necessary to perform the
job competently.
Steps involved in Job Analysis
1. Collecting and recording job information
2. Checking the job information for accuracy
3. Writing job description based on information collected to determine the skills, knowledge,
4. Updating and upgrading this information
Purpose:
One of the main purposes of conducting job analysis is to prepare job description and job
specification which in turn helps to hire the right quality of workforce into the organization.
The general purpose of job analysis is to document the requirements of a job and the work
performed. Job and task analysis is performed as a basis for later improvements, including:
11
definition of a job domain; describing a job; developing performance appraisals, selection
systems, promotion criteria, training needs assessment, and compensation plans.
Figure-1.1
In the fields of Human Resources (HR) and Industrial Psychology, job analysis is often used
to gather information for use in personnel selection, training, classification, and/or
compensation.
The field of vocational rehabilitation uses job analysis to determine the physical requirements
of a job to determine whether an individual who has suffered some diminished capacity is
capable of performing the job with, or without, some accommodation.
Professionals developing certification exams use job analysis (often called something slightly
different, such as "task analysis") to determine the elements of the domain which must be
sampled in order to create a content valid exam. When a job analysis is conducted for the
purpose of valuing the job (i.e., determining the appropriate compensation for incumbents)
this is called "job evaluation."
12
Recruitment Selection
Placement
Job Design
RecruitmentPerformance Appraisal
Job Evaluation
Human Resource Planning
Job analysis aims to answer questions such as: 1. why does the job exist? 2. What physical
and mental activities does the worker undertake? 3. When is the job to be performed? 4.
Where is the job to be performed? 5. How does the worker do the job? 6. What qualifications
are needed to perform the job? 7. What are the working conditions (such as levels of
temperature, noise, offensive fumes, light) 8. What machinery or equipment is used in the
job? 9. What constitutes successful performance?
Methods
There are several ways to conduct a job analysis, including: interviews with incumbents and
supervisors, questionnaires (structured, open-ended, or both), observation, critical incident
investigations, and gathering background information such as duty statements or
classification specifications. In job analysis conducted by HR professionals, it is common to
use more than one of these methods.
For example, the job analysts may tour the job site and observe workers performing their
jobs. During the tour the analyst may collect materials that directly or indirectly indicate
At Present the company is allowing Dairy Loans to Small Farmers under Tie up arrangement
with Heritage Foods (India) Limited. The Company has been earning profits from inception
and functioning in conformity with the rules and directions of Reserve Bank of India.
ARTICLE : OUTLOOK PROFIT INDIAN MAGAZINE
DATE :01.10.2010
42
ARTICLE : OUTLOOK PROFIT INDIAN MAGAZINE
DATE :01.10.2010
43
44
CHAPTER-III
REVIEW OF LITERATURE
Individual Job Analysis
45
The individual Job Analysis of any given occupation provides the foundation for sound
decisions in pre-employment screening, task performance, consultation and ongoing training.
Task analysis ensures that any system of work performance will operate and be maintained in
a safe and efficient manner, reducing the potential for injury to personnel and improving
productivity for the organization.
Rehabilitation Services has developed an innovative and comprehensive job analysis tool that
evaluates the requirements of any occupation and provides meaningful insights into current
methods of task performance, improved methods of performance, the functional requirements
of the role and specific training opportunities relevant to the persons engaged in that
occupation to address their occupational wellbeing.
Task analysis addresses the following elements:
o Functional Demands
o Pre-Employment Screening
o OHS Consultation Compliance
o Hazard Identification
o Safe Work Methods
o Training Programs
Functional DemandsFunctional demands are the physical elements required of any occupation. They provide a direct indication of the minimal abilities required of an individual to safely, consistently and efficiently perform a task, select elements of a job and ultimately a complete occupation. This is at the core of the information required for informed pre-employment screening protocols, ensuring individuals selected for an occupation have the minimum physical abilities to carry out the role without foreseeable risk of injury due to pre-existing limitations. Identification of the functional demands of any occupation is an essential element of the preventative occupational health and safety process.
Pre-Employment ScreeningOnce functional demands of an individual job have been identified and defined, a reference is
formally established for the matching of an individual’s abilities to the requirements of the
46
job. This is an integral element in the employment of suitable persons with the capability of
meeting the physical requirements of the role, as defined by the Job Analysis. The pre-
employment screening process then becomes a meaningful comparison of abilities vs.
demands, rather than a singular hunt for pre-existing medical conditions.
OHS Consultation ComplianceA structured job analysis provides a direct forum for the consultation and engagement of
personnel in the occupational health and safety process. An individual or small group of
individuals performing the specific role being assessed will represent all similar employees
and as such, have the opportunity to discuss relevant issues with the appointed consultant.
Consultation of employees is a federally mandated process required of all organisations. The
job analysis forum provides a meaningful tool for engaging employees in a process designed
to improve safety and workplace wellbeing. It is a proactive tool that results in an
enhancement of the pre-existing consultation arrangements between the organisation and its
employees.
Hazard IdentificationA hazard is defined as a source or a situation with the potential for harm in terms of human
injury or ill-health, damage to property, damage to the environment or a combination of
these.
Hazard identification is the process of recognizing that a hazard exists and defining its
characteristics. The review of any occupation by a specialized consultant inevitably results in
the identification of hazards in that role. While these hazards may already be managed by the
organization, the independent review of a role through job analysis ensures further scrutiny.
Potential hazards are communicated to appropriate personnel in commercial confidence,
allowing a structured internal approach to addressing such issues.
47
Figure-3.1
Safe Work MethodsThe analysis of task completion techniques ensures the refinement or development of
alternate safe methods of work performance. The job analysis tool provides a consistent
reference for the organization to review methods of task performance in the pursuit of
continual improvement and a basis for the informed allocation of resources for items such as
plant and equipment.
Training ProgramsAs a requirement of compliance with the Occupational Health and Safety Regulation, ‘an
employer must ensure that any person who may be exposed to a risk to health and safety at
the employer’s place of work is provided with any information, instruction and training
necessary to ensure the person’s health and safety.
In conjunction with established national standards, the Job Analysis forms the foundation for
meaningful instruction of employees in safe work methods. It is the essential element for
48
ensuring that training is tailored and directed to the individuals actually performing the role.
The benefits are improved participation, the retention of principles instructed and the
application of these principles to work performance. The implementation of a meaningful
training program assists in the development of a safety culture, ultimately resulting in
reduced incidence of work place injury while meeting obligations under the relevant
legislation.
Job analysis is a systematic approach to defining the job role, description, requirements,
responsibilities, evaluation, etc. It helps in finding out required level of education, skills,
knowledge, training, etc for the job position. It also depicts the job worth i.e. measurable
effectiveness of the job and contribution of job to the organization. Thus, it effectively
contributes to setting up the compensation package for the job position.
Importance of Job AnalysisJob analysis helps in analyzing the resources and establishing the strategies to accomplish the
business goals and strategic objectives. It forms the basis for demand-supply analysis,
recruitments, compensation management, and training need assessment and performance
appraisal.
Components of Job Analysis
49
Job analysis is a systematic procedure to analyze the requirements for the job role and job
profile. Job analysis can be further categorized into following sub components.
Figure-3.2
Job PositionJob position refers to the designation of the job and employee in the organization. Job
position forms an important part of the compensation strategy as it determines the level of the
job in the organization. For example management level employees receive greater pay scale
than non-managerial employees. The non-monetary benefits offered to two different levels in
the organization also vary.
Job Description
Job description refers the requirements an organization looks for a particular job position. It
states the key skill requirements, the level of experience needed, level of education required,
etc. It also describes the roles and responsibilities attached with the job position. The roles
and responsibilities are key determinant factor in estimating the level of experience,
50
education, skill, etc required for the job. It also helps in benchmarking the performance
standards.
Job worthJob Worth refers to estimating the job worthiness i.e. how much the job contributes to the
organization. It is also known as job evaluation. Job description is used to analyze the job
worthiness. It is also known as job evaluation. Roles and responsibilities helps in determining
the outcome from the job profile. Once it is determined that how much the job is worth, it
becomes easy to define the compensation strategy for the position.
Therefore, job analysis forms an integral part in the formulation of compensation strategy of
an organization. Organizations should conduct the job analysis in a systematic at regular
intervals. Job analysis can be used for setting up the compensation packages, for reviewing
employees’ performance with the standard level of performance, determining the training
needs for employees who are lacking certain skills.
51
Figure-3.3
The Brainbench Consulting Services team will work with the customer to complete a job
analysis for each position within the selection process. During this activity, a series of
interviews will be conducted with 5 to 8 different subject matter experts. Over the course of
the interviews, the Brainbench team will collect information as it relates to the job, duties,
responsibilities, judgment, education, work experience, and background information. The
data collected from the surveys will be compiled and analyzed. A Job Analysis report is then
generated and presented to the customer for review.
Custom Assessments
Brainbench has been a leader in the design, development and deployment of assessments for
numerous corporate and government customers. To date, several hundred assessment tests
have been developed that leverage various types of assessment technology, including
52
automated essay scoring, interactive flash modules, concurrent use assessments, hot spot
technology and data entry. In addition, Brainbench has the capability to host and administer
assessments from 3rd party providers.
This may include an assessment test that would be administered during the recruitment
process, delivered during a training and certification course, or used to measure the
knowledge of a particular organization. In addition, Brainbench can incorporate:
Biographical Data Inventory (BDI)
Using the date from the Job Analysis, Brainbench will formulate a series of Bio-Data
questions. These questions can be used to screen out candidates that don't meet certain
requirements, i.e. experience, citizenship, etc. The customer has the option of
including these questions within the Brainbench Assessment Battery or their
Applicant Tracking System.
Knowledge Skills and Abilities (KSA)
Using the data from the Job Analysis, Brainbench can compile a series of assessment
modules that address the knowledge skills and cognitive ability necessary to perform
a job. The assessment items will be compiled from Brainbench's library of over 450
different skills assessments. The assessments will be based administered via
Brainbench's Computer Adaptive Test (CAT) engine.
Personality/Attitudes, Interest and Motivations (AIM)
Using the data from the Job Analysis, Brainbench can compile a series of assessments
that ensure a good fit based on personal interests, characteristics, and job attitude.
Through the use of an AIMs test, we can determine a candidate's fit within the
organization and culture, as well as predict job performance based upon the
candidates interest in using what skills they already have.
53
The Human Resources regulatory compliance arena continues to be a myriad of ever
changing state and federal mandates. The cost of ensuring compliance continues to climb
with each new regulation however, in many cases, small and medium sized businesses simply
cannot keep up.
HRD Group approach develops a Human Resources regulatory compliance foundation and
tailors it to meet your business needs. External expert legal specialists are retained and
available for guidance on intricate employment issues.
Human Resources AuditThe purpose of the HR Audit is to identify the strengths and weaknesses in the HR functions
and address issues needing resolution. The audit looks at each function and asks the question
“are we actually doing what we say we are doing or what we should be doing”. This can then
be compared to best practices and a plan of action put in place.
HRD Group can help your organization be in compliance and improve its productivity
through a comprehensive HR audit that includes a course of action for improvement and
organizational development.
Affirmative Action PlanAn affirmative action plan is more than a declaration of good intention. It describes a
program of action leading toward the accomplishment of specific and measurable results in
connection with legal and moral responsibilities of an organization. HRD Group offers an
array of EEO/AAP consulting services, from plan assistance and maintenance to AAP
education and regulatory updates. Once your Affirmative Action Program is in place, you
will probably want to continue with our consulting services for plan maintenance and
knowledge transfer.
EEO/AAP Consulting ServicesWomen, Veterans and Individuals with Disabilities in the following areas:
54
Preparation of Company’s AAP for Women, Veterans and Individuals with
Disabilities
In-house training and workshop in How to Prepare an AAP
Training in Equal Employment Opportunity laws and regulations
Conduct Affirmative Action Self-Audit
Evaluation of Recruiting and Personnel Practices
Orientation to Management Personnel in EEO/AAP policies and regulations
Presentation to Management of Company’s AAP results, goals and action program
Prepare Quarterly and Statistical Reports
Assistance on Desk Audit and On-site Compliance Review
Coaching in cases of Reasonable Accommodations
Who is required to do Affirmative Action Planning?Any employer who has a federal contract in totaling $50,000 or more and has 50 or more
employees is subjected to the federal government's Affirmative Action Program under
Executive Order 11246.
This select group of employers are obligated to prepare and maintain three written
Affirmative Action Plans; jointly called an Affirmative Action Program or AAP. The Office
of Federal Contract Compliance Programs (OFCCP) is the federal agency having jurisdiction
and enforcement authority for the Affirmative Action section of federal regulations.
Federal contractors’ Affirmative Action plans must be reviewed and updated on a yearly
basis. The enforcement agencies for AAP compliance can visit your company for a pre-
contract review, employee discrimination complaint, desk audit, or comprehensive on-site
review.
I-9 Employment VerificationThe Immigration Reform and Control Act of 1986 (IRCA) legally mandates that U.S.
employers must verify the employment eligibility status of newly-hired employees and makes
it unlawful for employers to knowingly hire or continue to employ unauthorized workers.
55
Noncompliance, whether intentional or caused simply by oversight, has severe legal and
financial consequences imposed by the Department of Homeland Security, as well as the
potential of a corporate image tarnished by negative publicity.
HRD Group audits your Form I-9 to verify employees' legal right to work in the United
States, reduce processing errors, document retention obligation, and more.
Compliance TrainingWe can provide training on Human Resources legal issues.
The Human Resources regulatory compliance arena continues to be a myriad of ever
changing state and federal mandates. The cost of ensuring compliance continues to climb
with each new regulation however, in many cases, small and medium sized businesses simply
cannot keep up.
HRD Group approach develops a Human Resources regulatory compliance foundation and
tailors it to meet your business needs. External expert legal specialists are retained and
available for guidance on intricate employment issues.
Human Resources AuditThe purpose of the HR Audit is to identify the strengths and weaknesses in the HR functions
and address issues needing resolution. The audit looks at each function and asks the question
“are we actually doing what we say we are doing or what we should be doing”. This can then
be compared to best practices and a plan of action put in place.
HRD Group can help your organization be in compliance and improve its productivity
through a comprehensive HR audit that includes a course of action for improvement and
organizational development.
Affirmative Action PlanAn affirmative action plan is more than a declaration of good intention. It describes a
program of action leading toward the accomplishment of specific and measurable results in
56
connection with legal and moral responsibilities of an organization. HRD Group offers an
array of EEO/AAP consulting services, from plan assistance and maintenance to AAP
education and regulatory updates. Once your Affirmative Action Program is in place, you
will probably want to continue with our consulting services for plan maintenance and
knowledge transfer.
EEO/AAP Consulting ServicesWomen, Veterans and Individuals with Disabilities in the following areas:
Preparation of Company’s AAP for Women, Veterans and Individuals with
Disabilities
In-house training and workshop in How to Prepare an AAP
Training in Equal Employment Opportunity laws and regulations
Conduct Affirmative Action Self-Audit
Evaluation of Recruiting and Personnel Practices
Orientation to Management Personnel in EEO/AAP policies and regulations
Presentation to Management of Company’s AAP results, goals and action program
Prepare Quarterly and Statistical Reports
Assistance on Desk Audit and On-site Compliance Review
Coaching in cases of Reasonable Accommodations
Who is required to do Affirmative Action Planning?
Any employer who has a federal contract in totaling $50,000 or more and has 50 or more
employees is subjected to the federal government's Affirmative Action Program under
Executive Order 11246.
This select group of employers are obligated to prepare and maintain three written
Affirmative Action Plans; jointly called an Affirmative Action Program or AAP. The Office
57
of Federal Contract Compliance Programs (OFCCP) is the federal agency having jurisdiction
and enforcement authority for the Affirmative Action section of federal regulations.
Federal contractors’ Affirmative Action plans must be reviewed and updated on a yearly
basis. The enforcement agencies for AAP compliance can visit your company for a pre-
contract review, employee discrimination complaint, desk audit, or comprehensive on-site
review.
I-9 Employment VerificationThe Immigration Reform and Control Act of 1986 (IRCA) legally mandates that U.S.
employers must verify the employment eligibility status of newly-hired employees and makes
it unlawful for employers to knowingly hire or continue to employ unauthorized workers.
Noncompliance, whether intentional or caused simply by oversight, has severe legal and
financial consequences imposed by the Department of Homeland Security, as well as the
potential of a corporate image tarnished by negative publicity.
HRD Group audits your Form I-9 to verify employees' legal right to work in the United
States, reduce processing errors, document retention obligation, and more.
Human Resources Management
HRD Group provides a wide variety of management and human resource consulting services.
Our consulting services are provided on-site or off-site, or a combination that best meets the
client’s needs. We will work with your company to identify needs, develop an action plan,
and assist with implementation.
Policies and ProceduresTo ensure the fair and consistent treatment of your employee base, it is necessary for all
organizations to have up-to-date and easy to administer policies and procedures relating to
operational matters.
58
HRD Group will partner with you to identify, define and write policies and procedures that
reflect the requirements of your business model as well as incorporate the values of your
organization.
Employee HandbookEmployee handbooks can take ages to write and need to be regularly updated as employment
law changes. We offer customized employee handbooks including legal review.
Other initiatives generally administered by the Human Resources Department.
Benefits
HRD Group provides our clients with the information needed to make the necessary
decisions regarding their employee benefits. This is to be achieved through the understanding
and evaluation of all pertinent facts and circumstances surrounding each individual clients
needs. It is very important that the needs and expectations of both employers and employees
are met and special attention is given to communication in these areas.
Benefits PackageWe review existing coverage’s and funding and analyze them to determine the true cost of
these benefits. We help employers get control of their benefit costs.
Benefits BenchmarkWe assist you in designing a plan of benefits to meet current needs with special attention paid
to eliminating duplicate coverage or gaps in coverage. The insurance marketplace is then
"shopped" for the plan of benefits and funding alternatives that are needed to maximize your
benefit dollars. We review, analyze, and compare all the proposals received. Then we prepare
a detailed feasibility study taking into consideration benefits, cost, current legislation, and
your long-range plans as a company or an individual.
59
Benefits Management and ServiceOur firm will enroll and communicate the new plan to your employees. Special attention will
be given to any plan changes. We want to achieve both employer and employee satisfaction.
Our firm is committed to providing professional, personal, and courteous service to our
clients. We assist in answering questions regarding administration, claims, or product
knowledge. Employer and employee satisfaction is our number one job.
Our services include access to and administration of several plans, including:
Health, Pharmacy and Dental Insurance
Life Insurance
Accident, Dismemberment & Death Insurance
Short and Long Term Disability
Supplemental Programs
COBRA Administration
5500 Filing
It’s SimpleThere is no need to meet with multiple vendors when considering a benefits plan for your
business. With HRD Group you’re provided with several benefits options and expert
management of the administrative process. Simply choose the plan or services that best fits
your needs and we will implement and manage your customized program. It’s that simple.
Enhance your workforce, save time and concentrate on your core business by removing the
administrative paperwork associated with a benefits program.
Compensation
60
The effective design and communication of total compensation programs are instrumental to
an organization’s ability to attract, retain, and motivate talented employees. HRD Group
consultants provide services and solutions to meet your organization’s specific business
needs.
Compensation Process Figure-3.4
Recognizing that successful compensation programs must be fully aligned with a company’s
mission and objectives, we provide the following services:
Development of job analysis, job description, job evaluation, internal, external and
individual equity
61
Design and conduct of compensation surveys to identify competitive market rates for
positions.
Review and evaluation of current compensation programs and practices with
recommendations for improvement.
Assessment of the competitiveness of compensation practices.
Development of performance appraisal programs, especially in conjunction with
improved pay administration plans.
Assist in documenting your programs and preparing tools for ongoing administration.
Assist in preparing communication materials to ensure that employees understand and
value their total compensation package
Assist with periodic assessments of your programs and suggest possible
improvements
HR is usually the first stop for a new employee and the last stop for an existing employee. It
is where work rules are introduced and enforced as well as where employees turn when they
have a problem or need assistance.
Our HR consultants works closely with organizations to develop and maintain appropriate
policies and practices that create a positive employer/employee relationship. A key benefit
our clients discover is our availability to assist them in thinking through the intricate HR
problems that are a daily reality in most every organization.
You don't have to be concerned about employee relation situations that we can easily take
care for you. When you entrust us with your employee relations, you won't waste time
worrying about sticky situations or wondering what to do. We'll help your employees feel
comfortable and productive.
HRD Group recognizes that Human Resource Management is not just about dealing with
legislation and increasing the efficiency of your business. We want to increase the
effectiveness of your business too!
62
Your people are your competitive advantage and managing them effectively in today’s
legally complex environment is tough. Good people can be hard to find and even harder to
keep!
With a wide range of both managerial and personal skills training and development options,
tailored to your needs we can assist you to train and develop your staff. Our customized
training initiatives encompasses a wide range of training and development topics to include
communication, customer service, leadership, supervisory, time management, and others.
To discuss possible training and development programs, and how we can assist your business
please contact us for a free consultation.
Benefits of Training
Increased productivity
Improved efficiency
Greater accuracy
Improved motivation and morale
Less direct supervision
Reduced turnover
Ensures consistency
Increased compliance (regulatory/statutory)
Training and Development TopicsHRD Group, Inc. offers onsite and/or offsite trainings tailored to your workforce needs.
Below we detail topics of our training program. Other trainings are available.
Avoiding Hiring Mistakes
63
Coaching
Communication Skills
Conducting Successful Performance Appraisals
Conflict Management
Customer Service
Effective Supervision
Emotional Intelligence
Employment Law
Improving Workplace Discipline Practices
Leadership Skills
Motivation
Negotiation Skills
Performance Management
Preventing Sexual Harassment
Stress Management
Teamwork
Time & Priority Management
64
CHAPTER-IV
DATA ANALYSIS AND INTERPRETATION
1. Is the physical working conditions are taken care by superiors?
65
Table 4. 1
S.No Response Respondents1 YES 402 NO 253 Some times 254 CANT SAY 10
YES NO Some times CANT SAY0
5
10
15
20
25
30
35
40
45
Phisical working con-dition
Figure 4. 1
Interpretation:
40% agreed with the above proposal
25% disagreed with the above proposal
25% may be may not
10% can’t say
2. Are you accustomed work under many supervisors for the same nature of work?
66
Table 4. 2
S.No Response Respondents1 YES 202 NO 503 Some times 204 CANT SAY 10
YES NO Some times CANT SAY0
10
20
30
40
50
60
Work Under Supervisor
Figure 4. 2
Interpretation:
20% agreed with the above proposal
50% disagreed with the above proposal
20% may be may not
10% can’t say
3. Do you feel to do your duty out of your commitment to job or because of the fear of
survival?
67
Table 4. 3
AGREED30%
DISAGREED70%
Chart Title
Figure 4. 3
Interpretation:
30% agreed with the above proposal
70% disagreed with the above proposal
4. Employees were asked whether they were allotted the job opted by them, for which the following responses were obtained.
Out of the 100 respondents whose opinion was asked about the allocation of the post, 94% of respondents said that they were allotted the post opted by them where as 6% of the respondents said that they were not allotted the
opted by them.
5. Do you feel that working atmosphere is friendly in nature at your work place?
69
Table 4. 5
S.No Response Respondents1 YES 402 NO 253 Some times 254 CANT SAY 10
YES NO Some times CANT SAY0
5
10
15
20
25
30
35
40
45
40
25 25
10
Figure 4. 5
Interpretation:
40% agreed with the above proposal
25% disagreed with the above proposal
25% said sometimes
10% said cant say
6. Do you feel that you are having a good report with all your peers and superiors?
70
Table 4. 6
S.No Response Respondents1 YES 502 NO 303 Some times 20
YES NO Some times0
10
20
30
40
50
60
50
30
20
Figure 4. 6
Interpretation:
50 % agreed with the above proposal
30% disagreed with the above proposal
20% May or may not
7 .Employees were asked the reason for taking up this job, for which the response was as follows.
71
Table 4. 7Options No of Respondents
Good Pay scale 8More benefits 12
Career Growth 30All the above 50
Good Pay scaleMore benefits
Career GrowthAll the above
0
5
10
15
20
25
30
35
40
45
50
Figure 4. 7
Interpretation:-
Of the 100 employees asked about the reason for taking up their respective jobs for which 30 % of the employees said that they took the job for all the reasons like ‘career growth’, ‘good pay scale’ was the reason behind taking up the jobs where as 12% of them said that more benefits which the company gave to the employees was the main reason, the rest 8 % answered as ‘good pay scale’
was the main reason for taking up the job in Lesto Technologies Pvt Ltd.
8. Benefits provided by the company?
72
Table 4. 8
ResponseRespondents
Excellent 15
Good 40
Average 18
Bad 7
Very Bad 20
Excellent19%
Good50%
Average23%
Bad9%
Chart Title
Figure 4. 8
From the above table, 15% of the employees said Excellent benefits provided by the company, 40%
of employees Good,, 18% off employees have average 12% of employees have bad, 20% of
employees have very sad opinion.
9 In your department work is distributed in a fair manner?
73
Table 4..9
S.No Response Respondents1 AGREED 602 DISAGREED 303 CANT SAY 10
AGREED DISAGREED CANT SAY0
10
20
30
40
50
60
70
60
30
10
Interpretation:
60 % agreed with the above proposal
30% disagreed with the above proposal
10% Can’t SaY
10. Do you feel that your job is secured?
Table 4.10
74
Figure 4. 9
S.No Response Respondents1 AGREED 752 DISAGREED 153 CANT SAY 10
AGREED DISAGREED CANT SAY 0
10
20
30
40
50
60
70
80 75
1510
Figure 4. 1
Interpretation:
75 % agreed with the above proposal
15% disagreed with the above proposal
10% May or may not
11. Do you feel job enrichment helps in individual development?
Table 4.1
75
S.No Response Respondents1 YES 402 NO 253 Some times 254 CANT SAY 10
YES NO Some times CANT SAY0
5
10
15
20
25
30
35
40
45
Figure 4. 2
Interpretation:
40 % agreed with the above proposal
1\25% disagreed with the above proposal
10% cant say
12. “Technology and better work environment leads to more productivity” Do you
agree?
Table 4. 2
76
S.No Response Respondents1 AGREED 602 DISAGREED 203 MAY OR MAY NOT 154 CANT SAY 05
AGREED DISAGREED MAY OR MAY NOT
CANT SAY0
10
20
30
40
50
60
70
60
2015
5
Figure 4.3
Interpretation:
60 % agreed with the above proposal
20% disagreed with the above proposal
15% May or may not
05% Can’t Say
13. Have you been informed about the objectives of your organization?
Table 4. 3
77
S.No Response Respondents1 AGREED 802 DISAGRED 103 MAY OR MAY NOT 10
AGREED DISAGRED MAY OR MAY NOT
0
10
20
30
40
50
60
70
80
9080
20
10
Figure 4.4
Interpretation:
80 % agreed with the above proposal
10% disagreed with the above proposal
10% May or may not
14. Whether you are given any incentives / appreciation / rewards by the company when you do at your work?
Table 4.14
78
S.No Response Respondents1 AREES 702 DISAGREED 053 MAY OR MAY NOT 154 CANT SAY 10
AREES DISAGREED MAY OR MAY NOT
CANT SAY0
10
20
30
40
50
60
70
80
Figure 4.14
Interpretation:
70 % agreed with the above proposal
05% disagreed with the above proposal
15% May or may not
10% Can’t
15. Employees were asked about the time period for which they were employed, for which the following responses were obtained
Table 4.15
79
Options No Of RespondentsFull Time Period 4Part Time Period 92
Daily Wages 0Particular Project
Only4
Sales
Full Time PeriodPart Time PeriodDaily WagesParticular Project Only
Figure 4.15
Interpretation:-
Out of 100 employees who were asked about the time period for which they were recruited, 92 % of employees are recruited for long time period where as 4 % of them are recruited for short time
period and 4 % of employees are recruited only for particular projects.
16. Employees were asked whether they found any relation between their qualification and the job offered to them, for which they responded in the following way.
Table 4.16
80
Options No. Of RespondentsYes 88No 12
Relation
YesNo
Figure 4.16
Interpretation:-
Out of 50 respondents who were asked whether they found any relation between their qualification and the jobs offered to them, 88 % of the respondents said that they found a relation
where as 12 % of the respondents said that they did not find any relation.
17. Employees were asked if any new position were evaluated in their company for which the following responses were obtained.
Table 4.4
81
Options No. Of RespondentsYes 40No 12
Don’t Know 48
40%
12%
48%
Evaluation Of New Positions
YesNoDon’t Know
Figure4. 17
Interpretation: -
The Employees whose opinion was asked if any new positions were regarding recruitment and evaluation of new jobs. So awareness has to be brought about among the employees so as to
keep them abreast with the current changes taking place in the organization.
18. Employees were asked whether the planning of manpower requirementis done in light of business plans of the company for which the following
responses were obtained.
Table 4.5
82
Options No. Of RespondentsYes 100No 0
100%
Man Power Planning
YesNo
Figure 4.18
Interpretation :-
Of the 50 employees whose opinions was asked regarding the planning of manpower requirement , all the employees agreed that all the planning of manpower requirement is being
done in the light of business plans of the organization.
83
CHAPTER-V
FINDINGS
SUGGESTIONS
LIMITATIONS
CONCLUSIONS
BIBLIOGRAPHY QUESTIONNAIRE
FINDINGS
Employees feel that they are very important person in the deportment, which shows
their level of commitment.
Employees in HERITAGE FOODS INDIA LTD can see themselves in a better
position in near future which indicates the carrier growth on the company.
84
Company successful in providing good working conditions.
Megacity of the respondents feels that they are under paid.
Employees in the HERITAGE FOODS INDIA LTD have good relationship with
their peers, superiors and sub-ordinates.
All most all the employees have positive attitude of the management towards security
as employees feel highly secured in HERITAGE FOODS INDIA LTD.
Half of the Employees are not satisfied with the personal development.
Employees in HERITAGE FOODS INDIA LTD are satisfied with the company
policies and procedures.
Employees in all dept are well planned while performing their activities.
On the whole employees in HERITAGE FOODS INDIA LTD have Job Satisfaction
the contributing factors for their satisfaction are good relationship, Working
conditions, Company polices and other benefits.
SUGGESTIONS
The conclusions so far drawn from the study tempts to offer the following suggestions for
making the organization ready for Evaluation. The conclusions drawn above convince
anybody to identify the following areas to chart out for job evaluation programs for the
executives to make them completely ready for Evaluation
85
A general training program covering the importance of and need for employee
Evaluation in the light of global competition is to be designed in brainstorming
session involving internal and external experts.
The present study identifies the following areas in which training is to be undertaken.
A training program may be undertaken for Executives in general and to Senior
Executives in particular to convince and make them accept the Evaluation concept.
Executives working in technical areas to be trained effectively in the areas of their
role and interpersonal dependence and relations to make Evaluation more fruitful.
A training program may be undertaken about "Shared Leadership" which brings high
morale and high productivity and makes the Evaluation a success.
The subordinate staff that is going to be empowered must be ready to take up this
responsibility. A study is to be conducted among the subordinate staff to find out
their readiness to discharge the new roles under this Evaluation program. This helps
in identifying the training areas, to make the subordinate staff completely ready for
undertaking Evaluation.
CONCLUSIONS
In the above perspective, the present chapter makes an attempt to draw some conclusions. It
should be confessed here that the investigator is conscious of the limitations of the study and
the conclusion drawn on the basis of the sample from a single unit cannot be generalized
about the entire manufacturing sector.
86
The study examines the readiness for employee Evaluation in six aspects, namely effective
Communication, Value of people, Clarity, Concept about power, Information and Learning.
A perusal of data pertaining to combination makes us to conclude that the Executives have
agreed to the effective down ward communication flow, which is a prerequisite for
Evaluation.
With regard to value of people, the analysis leads to the conclusion that the Executives give a
reasonable value to the Human Resources in the Organization. However, in respect of
concept about power, they are somewhat agreed to share the power.
As far as information sharing with lower rungs is concerned, they are very positive.
One significant conclusion with regards to learning opportunities, which is a basic for
Evaluation, is that the executives are favorable and feel that sufficient learning opportunities
should be there for the rank & file.
As far as clarity is concerned, the executives are somewhat agreed i.e., neutral. The aspect
wise percentage analysis leads to the conclusion that the organization is somewhat ready for
employee Evaluation because the majority of the Executives in almost all aspects are
concentrated in somewhat ready group
BIBLIOGRAPHY
BOOKORGANIZATIONAL BEHAVIOUR
By FREEDLUTHANS
EMPOWERMENT-WHAT DOES IT MEAN?
87
By CHANDRAN PILLAI.G
ESSENTIALS OF MANAGEMENT
By HAROLD KOONTZ &HEINZS WEIHRICH
JOB AND WORK ANALYSIS
By MICHAEL T. BRANNICK, EDWARD L.
A PRACTICAL GUIDE TO JOB ANALYSIS
By Erich P. Prien, Leonard Goodstein, Jeanette
Web sites: www.heritagefoods.co.in
www.wikipedia.org
www.retailindia.com
www.hr-guide.com
JOB QUESTIONNAIRE
Date…………………………………………….....
Job title……………………………………….......
Number of persons employed……………….........
88
Signature – job holder………………………….…
Signature – supervisor………………………...….
Brief job summary…………………………..……
1. Is the physical working conditions are taken care by superiors?
A) Yes B) No C) Some time D) Can’t
2. Are you accustomed work under many supervisors for the same nature of work?
A) Yes B) No C) Some time D) Can’t
89
3. Do you feel to do your duty out of your commitment to job or because of the fear of
survival
A) Agree B) Disagree
4. Employees were asked whether they were allotted the job opted by them, for which
the following responses were obtained
A) Yes B) No
5. Do you feel that working atmosphere is friendly in nature at your work place?
A) Yes B) No C) Some time D) Can’t
6. Do you feel that you are having a good report with all your peers and superiors
A) Yes B) No C) Some time
7 .Employees were asked the reason for taking up this job, for which the response was as
follows.
A)Good Pay scale B)More benefits
C)Career Growth D) All the above
8.Benefits provided by the company?
A)Excellent B)Good
C)Average D)Bad E)Very Bad
9 In your department work is distributed in a fair manner?
A) Agree B) Disagree C) Cant say
10. Do you feel that your job is secured?
A) Agree B) Disagree C) Cant say
90
11. Do you feel job enrichment helps in individual development?
A) Yes B) No C) Some time D) Can’t
12.“Technology and better work environment leads to more productivity” Do you agree?
A) Agree B) Disagree C) May or may not
13. Have you been informed about the objectives of your organization?
A) Yes B) No C) Some time D) Can’t
14. Whether you are given any incentives / appreciation / rewards by the company when
you do at your work?
A) Agree B) Disagree C) May or may not D) Cant say
15. Employees were asked about the time period for which they were employed, for which
the following responses were obtained
A)Full Time Period B)Part Time Period
C)Daily Wages D)Particular Project Only
16 Employees were asked whether they found any relation between their qualification and
the job offered to them, for which they responded in the following way.
A) Yes B) No
17. Employees were asked if any new position were evaluated in their company for which
the following responses were obtained.
A) Yes B) No C) DONT KNOW
91
18 Employees were asked whether the planning of manpower requirement
is done in light of business plans of the company for which the following
responses were obtained.
A) Yes B) No
1. Comments
Please add other relevant comments which could assist in the preparation of the job