Presentation on Job analysis of Matador Tooth Brush Limited

1. JOB ANALYSIS OF MATADOR GROUP
department of business administration
Shanto-mariam university of creative technology

2. Meet Our Team

3. The Origin of the Presentation
As a part of the BBA program requirement, we
were assigned to carry out a formal presentation
for the subject Human Resource Mangement at
Shanto-Mariam creative University of
Technology.

4. Job Analysis

5. Job analysis is the procedure for determining the
duties and skill requirements of a job and the
kind of person who should be hired for it.

6. Company profile
Company Name: MATADOR Toothbrush Limited
Date of Establishment: 1998
Organization Structure: Tall Structure
Address: Matador Harbour (9th Floor) 102, Azimpur
Road Dhaka-1205 Bangladesh.
Mother Company: Matador Group

7. In Bangladesh Toothbrush manufacturing
industry is new and very small in size, which
fulfills only the 50 to 60 percent of total demand
of our country. The uses of tooth brush are
increasing constantly and for the possibility of
success in this industry are also rising.

8. we focused Job analysis of Matador Tooth Brush
Industries Limited. Matador Tooth Brush Industries
Limited started their business from 1989. As they have a
long journey in this industry, they have a good brand
image in market. The raw material and the technology are
imported from the abroad and by utilizing this they are
producing quality product. Their matador Roma
toothbrush brand gets a huge popularity in market.

9. Company’s Vision

10. Matador Toothbrush Industries Limited has a
vision to serve people to have a healthy
environment for better living. It believes on
trustworthiness for customers.

11. Company’s Mission
Matador Toothbrush Industries Limited Company’s
mission is to expand their business in plastic made
products industries of Bangladesh and to diversify in
plastic goods marketing in the country

12. Analysis
Before any of the recruiting activities took place in
organization they have to notify the HR dept. how many
employee/ employees they do need. So the HR
department has to some consider factors. Those are:

13.  The employee’s skill, educational
background, & experiences
 From which source they are going to
recruit
(a) if they hire internally, do they need
to identified the interested personal’s
expertise & qualification
(b) (b) if don’t, by which process are they
going get the position
 Take full detail of the vacant post
 Take the opinion of the Department
Head what sort skill employees does he
required
 Notify Managing Director & Chairman
 Clear & precise job description & job
specification
 Set standard of selection
 Take permission from Managing Director
& Chairman to conduct the recruiting
process
 Take consideration of Managing Director
& Chairman’s idea if they want add
something more
 By giving advertisement in the most
renowned newspaper
 How the CV will collected

14. Suggestion
The Matador Toothbrush Industries Limited applying HR
practices partially. Now as this company is growing and
show lot of promise by providing good quality product in
the market. In this circumstances, if the organization
wants qualified and most efficient employees for the
organization they to be more precise and clearer job
analysis so that the candidate can understand the
organization and position as well.

15. All of these are handled by Managing Director & Chairman. As for our
suggestion to resolve the barriers they have to follow these steps:
 To increase the efficiency the top level management or Managing Director
Chairman have given authority of their own work.
 They have to build system HR department can analysis all position and set
standard for employees.
 They have to improvise the activities & develop working of HR Department
 They set a standard that will required for all position
 They have determine the qualification of the candidate
 They have to review the job analysis every year

16. Conclusion

17. Job analysis is an important part of recruitment. By this job
analysis the human resource department heads identify the
duties, responsibilities and accountabilities of an employee
through job description and the quality of the employee which
will explain in the job specification,

18. because whenever they are going recruit someone they
want to hire or choose the best person for the particular
position. Whenever a particular position becomes vacant
the human resource department tries to fulfill the post
through succession plan. If they fail to find someone who is
enough quailed, they recruit externally.