Assignment

Of
Human Resource
Management

Topic: To interview a job Holder and using that information, collected through interview describe the Job.

Submitted to
Ms. Megha Mehta
Senior Lecturer
LHSB

Submitted by
Meena
Kamal
MBA (Hons.), LPU
Introduction

J ob analysis is the process of determining and reporting pertinent information relating to

the nature of a specific job. It is the determination of tasks which comprise the job, together
with skills, knowledge, responsibilities, etc required for the successful performance and which
differentiate the job from all others. The data so collected will be used to prepare a job
description.

Importance of Job Analysis

Job analysis helps in analyzing the resources and establishing the strategies to accomplish the
business goal and strategic objectives. It forms the basis for demand-supply analysis,
recruitments, compensation management, and training need assessment and performance
appraisal.


T The Job; not the person

An important concept of Job Analysis is that

the analysis is conducted of the Job, not the
person. While Job Analysis data may be
collected from incumbents through interviews
or questionnaires, the product of the analysis
is a description or specifications of the job, not
a description of the person.

Components of Job Analysis

Job analysis is a systematic procedure to

analyse the requirements for the job role and
job profile. Job analysis can be further
categorized into following sub components.

.
Job Position

Job 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, education, skill, etc required for
the job. It
Also helps in benchmarking the performance
standards.

Job Worth

Job 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.

Aspects of a Job that Are Analyzed

In brief we can say that Job Analysis should

collect information on the following areas:

 Duties and Tasks: The basic unit of a

job is the performance of specific tasks
and duties. Information to be collected
about these items may include:
frequency, duration, effort, skill,
complexity, equipment, standards, etc.
 Environment: This may have a
significant impact on the physical
requirements to be able to perform a
job. The work environment may include
unpleasant conditions such as offensive
odors and temperature extremes. There
may also be definite risks to the
incumbent such as noxious fumes,
radioactive substances, hostile and
aggressive people, and dangerous
explosives.
 Tools and Equipment: Some duties
and tasks are performed using specific
equipment and tools. Equipment may
include protective clothing. These items
need to be specified in a Job Analysis.
 Relationships: Supervision given and
received. Relationships with internal or
external people.

 Requirements: The knowledge, skills,

and abilities (KSA's) required for
performing the job. While an incumbent
may have higher KSA's than those
required for the job, a Job Analysis
typically only states the minimum
requirements to perform the job.
Here we have conducted a job analysis of a job holder working in STATE BANK OF INDIA.
The information collected is filled up in the job analysis form.

JOB ANALYSIS FORM

Job Title: Deputy Manager Date:13/4/2010

Incumbent: Ankur Sharma Department/Organization: State Bank

of India
Contact number: 09418580100 E-mail: ankursharma.sbi@yahoo.com

Superior's Name: Kailash Nath Analysts: Meena and Kamal

Working Hours: 10 a.m to 6 p.m

1. What is the general purpose of your job?

Maintenance and follow up of the credit facilities granted to the customers.

2. What was your last job?

Accountant

Promoted from: Clerical job Promoted to: Supervisory job

3. If you regularly supervise others, list them by name and job title.

Yes, I supervise accountant, cashier, and other clerks in the bank.

4. If you supervise others, please check those activities that are part of your
supervisory duties.

Orienting
Counseling
 Budgeting
 Disciplining
 Scheduling
 Directing
Developing
Measuring Performance

6. How would you describe the job satisfaction?

Job satisfaction is sum total of all aspects of customer satisfaction, social-economic

conditions and organization’s behavior.

7. Job Duties: Please describe what you do and, if possible, how you do it. Indicate
those duties you consider to be most important and/or most difficult.

Daily duties:
 To maintain and follow up all the credit accounts in the bank.
 To report the daily activities to the senior manager
Periodic duties (please indicate whether weekly, monthly, quarterly, etc.)

 To check the renewal of all the limits which are provided to grant loans to the
customers at various intervals of time usually after a period of 1 year.

 To revive all the legal documents before a period of 3 years.

How long have you been performing these duties?

Since 4 years

Are you now performing unnecessary duties? If yes, please describe.

Yes, because we are working in an organization where we have to cooperate with the other
employees and staff. If we don’t co-operate the effectiveness of the services being provided
will decrease. Often employees go on a leave so the work of that employee has to be looked
after and handled by me to carry on the uninterrupted services of the bank.

8. Education
What are the academic demands for the job, not your own educational background?

a. No formal education required d. 2-year college diploma

b. Matric e. Graduation
c. Senior secondary f. Post gradation

e. Graduation

Please indicate the education you had when you were placed on this job.

Graduation (B.SC Computer Science)

Is there any criterion for the selection? If yes specify?

Yes, there is a selection criterion. Initially Banking Services Recruitment board used to
conduct entrance exam but now SBI conducts its own individual test at various intervals of
time at various centers throughout the country. After this an interview is conducted for further
short listing of the candidates who clear the written round. Finally, the shortlisted candidates
are recruited in the banking job.

9. Experience

How long have you been working on the present position?

a. None e. 1 - 3 years
b. Less than one month f. 3 - 5 years
c. One month to less than six months g. 5 - 10 years
d. Six months to one year h. Over 10 years

f. 3-5 years

10. Skills
Please tell us any skills required in the performance of your job. (For example,
amount of Accuracy, alertness, precision in working with described tools, methods,
systems, etc.)

 Skills demanded in my job are:

 Inter-personal skills
 Computing skills (for performing quick and accurate calculations)
 Communication skills (to deal effectively with the customers)
 Knowledge of accounts
 Skills of analyzing the various financial statements
 Marketing skills as sometimes we have to market our credit facilities.
 Computer skills (handling various software’s- MS Office, windows operating system,etc)
 Adapting to changing financial conditions and meet customers’ expectations is also one
of the skills required for the job.
 Confidence
 Leadership skills

Please make us aware of the skills you possessed when you were placed on this
job.

I possessed all the above mentioned skills when placed on this job.

11. Equipment
Does your work require the use of any equipment? If Yes, please name the
equipment and tell whether you use it rarely, occasionally, or frequently.

Basically, we require computers for day- to - day activities and calculations and for storing the
huge data. Computers have become an important part of our work. We can’t think of working
without computers in current scenario.

12. Working environment

Does the job involve exposure to any disagreeable, unpleasant or hazardous

conditions such as dust, temperature extremes, noise, smells, use of chemicals
etc?
No, conditions are quite comfortable.

13. Potentially dangerous components of the job

The dangerous component is when we have to go to out in the field to collect the arrears from
the customers; there are chances of clashes with them. But Government of India is providing
us the security persons for the purpose.

14. Supervision received

Indicate any job training that is necessary after the employee enters into such a
job?

Yes, trainings are necessary part of my job. Trainings are organized at various levels to keep
the employees up to date with the changing scenario. Trainings are conducted by the SBL
(State Bank Learning Organization). New entrants are trained for performing and holding
various duties and responsibilities respectively.

Have you ever undergone any training sessions?

Yes

What was the probationary period for the job?

For Clerical job probationary period was 6 months
For Probationary Officers the period was 2 years.

15. Additional comments

SBI is the largest bank of India. The pay packages, perks and allowances of SBI employees are
much higher and satisfactory than other public sector banks. It has spread its wings in foreign
nations also and in coming years it is planning to open 50000 new branches at the end of the
decade. These banks will further require human resource, hence generating employment and
the work of human resource department. I feel proud to be working in such a reputed
organization of the country.

From above collected information in job analysis form we analyze the job as under:
Administrative Information
Job Title: Deputy Manager
Department: State Bank of India
Report to: Senior Manager
Job Numbers:
Date of Job Analysis 14th April, 2010

Expiration Date April 2015

Job Summary
Maintenance and follow up of the credit facilities granted to the customers.
Supervise accountant, cashier, and other clerks in the bank.
Essential Functions Performed
 To check the renewal of all the limits which are provided to grant loans to the
customers at various intervals of time usually after a period of 1 year.

 To revive all the legal documents before a period of 3 years.

 Supervise accountant, cashier, and other clerks in the bank.

 To report the daily activities to the senior manager
 Performs other duties, as required, on a temporary basis, to maintain section or
departmental operations and services.

Job Specifications

Education
Graduation in any discipline (MBAs, CFAs, M.COMs preferred)

Experience
Not required

Skills Required
Should be a computer literate. Well versed with MS office.
Should know the analysis of financial statements
Should posses sound knowledge of accounts.

Conclusion

Looking for the next ten years, the job of deputy manager will change slightly. There will not
be much revolutionary change. In India, the banking sector has not flourished much. The large
volume of rural population has to be yet covered. Though technology is playing its part in the
banking sector, the human skills will still be playing its role in increasing the customer base.
Yes, most of the supervisory work would be managed through HRIM techniques and hence it
will be necessary for Deputy Manager to have good knowledge of computers.
In public sector banks, most of the jobs are on permanent basis and hence employees have
less impact of the recessions and slowdowns on their jobs. Employees have more job security
and the expiry dates of the job analysis are of high time width. But things are changing with
the passage of time.