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 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)

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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.

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)

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INDEX S.NO: CONTENTS PAGE NO

Chapter 1:

Introduction 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

20-27

Chapter 2:

Profiles 2.1 Industry profile 2.2 Company profile

29-42

Chapter 3

Literature Survey 3.1 Conceptual and theoretical review

45-52

Chapter 4:

Data Analysis and Interpretation 4.1 Analysis Part

54-82

Chapter 5:

Conclusion 5.1 Finding 5.2 Suggestion 5.3 Conclusions 5.4 Bibliography 5.5 Questionnaire
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84-88

LIST OF TABLES
S.NO TITLE PAGE NO

4.1 4.2 4.3 4.4 4.5 4.6 4.7 4.8 4.9 4.10 4.11 4.12 4.13 4.14 4.15 4.16 4.17 4.18

PHISICAL WORKING CONDITION

WORK UNDER SUPERVISOR COMMITMENTS OF JOB ALLOTMENT OF JOB WORKING ATMOSPHERE WHETHER FRIENDLY OR NOT GOOD RELATION WITH ALL SUPERVISORS REASONS FOR TAKINGUP JOBS BENEFITS PROVIDED BYCOMPANY DISTRIBUTION OF WORK DONE FAIRLY OR NOT JOB IS SECURED JOB ENRICHMENT HELPS INDIVIDUAL DEVELOPMENT TECHNOLOGY LEADS TO MORE PRODUCTIVIT OBJECTIVES OF ORGANISATION INCENTIVES GIVEN BY COMPANY TIME PERIOD FOR WHICH EMPLOYEES WERE EMPLOYED RELATIONS BETWEEN QUALIFICATION AND JOB E EVALUATION OF NEW POSITION MAN POWER PLANNING

65 66 67 68 69 70 71 72 73 74 75 76 77 78 79 80 81 82

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LIST OF FIGURES/CHARTS S.NO TITLE PAGE NO

1.1 1.2 2.1 2.2 3.1 3.2 3.3 3.4 4.1 4.2 4.3 4.4 4.5

PURPOSE OF JOB ANALYSIS METHODS OF JOB ANALYSIS ORGANISATIONAL HIERRCHEY HR DEPARTMENT CHART HAZARD IDENTIFIVATION COMPONENTS OF JOB ANALYSIS JOB WORTH COMPENSATION PROCESS
PHISICAL WORKING CONDITION

11 15 38 39 47 51 53 60 65 66 67 68 69

WORK UNDER SUPERVISOR COMMITMENTS OF JOB ALLOTMENT OF JOB WORKING ATMOSPHERE WHETHER FRIENDLY OR NOT
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4.6 4.7 4.8 4.9

RELATION WITH ALL SUPERVISORS REASONS FOR TAKINGUP JOBS BENEFITS PROVIDED BYCOMPANY DISTRIBUTION OF WORK DONE FAIRLY OR NOT

70 71 72 73

4.10 4.11

JOB IS SECURED JOB ENRICHMENT HELPS INDIVIDUAL DEVELOPMENT

74 75

4.12

TECHNOLOGY LEADS TO MORE PRODUCTIVIT

76

4.13 4.14 4.15

OBJECTIVES OF ORGANISATION INCENTIVES GIVEN BY COMPANY TIME PERIOD FOR WHICH EMPLOYEES WERE EMPLOYED

77 78 79

4.16

RELATIONS BETWEEN QUALIFICATION AND JOB E

80

4.17 4.18

EVALUATION OF NEW POSITION MAN POWER PLANNING

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81 82

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