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REPORT ON JOB ANALYSIS Job Analysis of Branch Manager in Bank                       Submitted to                   Baber J...
IntroductionJob analysis is the process of describing and recording aspects of jobs and specifying the skillsand other req...
Bank Ltd and Pak Bank Ltd were also merged in it. In August 2004 the Bank was restructuredand the ownership was transferre...
 provide a superior level of customer relations and promote the sales and service culture    Coordinating with regional ...
The job is evaluated through two types of reports: report    Annual performance report    Annual confidentialComments fr...
Explore Career In Allied Bank; An Alliance To Your FutureAllied Bank, with its existence of over 60 years, Job Title:has b...
ConclusionThe conclusion of the whole discussion is that the main purpose of conducting a job analysis isto prepare job de...
Thematic structure of questions for job analysis interview:Job description:   •   Employee data   •   General purpose of p...
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Job Analysis Report

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Job Analysis Report

  1. 1. REPORT ON JOB ANALYSIS Job Analysis of Branch Manager in Bank Submitted to Baber Jameel Submitted By Syed Muddasir Shah Syed Ikram Akbar Tirmizi Hania Ahmad Misbah Shujah Ansari Najeeb Ullah BBA (HONS) 3RD SEMESTER GROUP “D” 1
  2. 2. IntroductionJob analysis is the process of describing and recording aspects of jobs and specifying the skillsand other requirements necessary to perform the job. The main purposes of conducting jobanalysis are to prepare job description and job specification which in turn helps to hire the rightquality of workforce into the organization at right place and with the right skills. Job descriptionand job specification further gives conclusions for job evaluation. In the fields of HumanResource (HR), job analysis is often used to gather information for use in personnel selection,training, classification, and compensation and salary. There are several ways to conduct a jobanalysis, including: interviews with incumbents and supervisors, group interviews,questionnaires (structured, open-ended, or both), observation, diary method and gatheringbackground information such as duty statements or classification specifications. Yet it none ofthe methods can give 100% perfect results hence in job analysis conducted by HR professionals,it is common to use more than one of these methods or a combination 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 requiredskills (duty statements, instructions, safety manuals, quality charts, etc.).The analyst may then meet with a group of workers or incumbents. And finally, a survey may beadministered. In these cases, job analysts typically are industrial/organizational psychologists orHuman Resource Officers who have been trained.The job analysis that we conducted is also a combination of two methods i.e. questionnaire andinterview method. We took help from a job analysis questionnaire of Houston University, madesome required changes to it and then took interview with the help of the questionnaire. Thequestionnaire is attached with the report. Here is a brief introduction of the organization and theincumbent interviewed for job analysis.Allied Bank LimitedAllied bank is one of the biggest top five banks of Pakistan. It is an old organization which wasformed before partition in 1942 It was the first Muslim Bank Established in Pakistani territorybefore Partition (1942) with the name of Australasia Bank. It was named as Allied Bank ofPakistan from Australasia Bank Limited in 1974, and Sarhad Bank Ltd, Lahore Commercial
  3. 3. Bank Ltd and Pak Bank Ltd were also merged in it. In August 2004 the Bank was restructuredand the ownership was transferred to Ibrahim Group. Currently, it has 800 online branches with atotal of 12000 workforce in Pakistan.Introduction of intervieweeThe incumbent interviewed for the purpose of job analysis is Adeel Shahid Jadoon. He works atthe ABL tower retail banking branch of ABL located in phases 5 Hayatabad. This is the mainbranch of ABL in Peshawar. Contact details of the incumbent are given below:Office: 091-5828955Email ID: adeel.jadoon@abl.comThe questionnaire used is attached. The data extracted as a result from job analysis interviewgave three types of information; job description, job specification and job evaluation. Findings ofeach of these types are discussed here:Job description:Organization name: Allied Bank LimitedJob Title: Branch managerReports to: Regional headquarters/ Regional managerSupervises: All the departments of the branchFunctions: Manages and administers operations of the branchDuties and responsibilities:  Plan and direct the branch operations and administer the working of the whole branch  Supervise the human resource of its own branch department wise  Marketing of the bank which includes achieving the deposit targets assigned to the branch. Attending meetings for the marketing and making sure the targets are achieved within the given time.
  4. 4.  provide a superior level of customer relations and promote the sales and service culture  Coordinating with regional headquarters for getting updated with the organizational goals and objectives and also let all the employees of the branch well aware of the goals and objectives of the organization.  Making sure that employees working under his/her supervision are well motivated and maintained properly.  Evaluate the performance of the employees working under his/her supervision  Reporting about all the duties and responsibilities to the Regional ManagerJob specification  16 years of education Master’s degree or equivalent  Preferred field of study is MBA Marketing  At least 5 years of experience in banking or any financial organization including marketing experience as well  Minimum age limit is 25 years  A good manger should have • Marketing skills • Communication skills • Critical thinking • Should be a good psychiatrist (in context with customer behavior and Psyche)Job evaluationBranch manager is a very important designation to the organization. A BM is a very muchskilled and experienced worker who is much aware of the organizational goals and objectivesand coordinates those goals and objectives to the employees working in his/her supervision. Thesalary range for a BM should be from 70,000 to 90,000
  5. 5. The job is evaluated through two types of reports: report  Annual performance report  Annual confidentialComments from the incumbent for job evaluationAny incumbent can be evaluated so that the incumbent is also satisfied of the annual reports is toask him/her to write the APR for his/herself and then supervisor should evaluate the APR.
  6. 6. Explore Career In Allied Bank; An Alliance To Your FutureAllied Bank, with its existence of over 60 years, Job Title:has built itself a foundation with strong equity,assets and deposit base. It offers universal banking Branch managerservices, while placing major emphasis on retailbanking. The bank also has the largest network of Qualification Required:830+ online branches in Pakistan and offers valueadded services to its customers’ requirements 16 years of educationAllied bank is an equal opportunity employer. We MBA with marketingencourage females and minorities to apply. Thecandidates shall go through a comprehensive 5 years of experienceselection process which after initial short listing Good communication skillsstrictly based on the eligibility criteria and includesa written test, as well as interviews. Allied bank Good in customer dealingprovides steady career growth purely based onperformance and the level of achievement Age 25 years or above Branch Manager has to achieve marketingIf you fulfill the eligibility criteria as mentioned goals of that specific branch, create a goodabove and have a desire to grow in a banking career relation with employees, supervises the workwith a strong willingness to take up the challenge, of the whole branch, and must have goodplease apply online at our website communication skills to manage relations withwww.abl.com/career to the group chief (human customer and public dealing as well. Wholeresource), latest by march 2nd 2012. Please note thatonly the short listed candidates shall be contacted. responsibility of a branch is upon him/her so aHardcopies of CVs by mails or through couriers, as BM must be efficient enough to cater the taskswell as phone calls shall not be considered assigned to him/her.
  7. 7. ConclusionThe conclusion of the whole discussion is that the main purpose of conducting a job analysis isto prepare job description and job specification which in turn helps to hire the right quality ofworkforce into the organization at right place and with the right skills. Job description and jobspecification further gives conclusions for job evaluation. This information is used to designeffective job. To design effective job we should keep balance between efficiency and behavioralelements. Efficiency element emphasizes productivity and behavioral element focus onemployee needs. In our job analysis a branch manager is a leader of the branch. Person workingas a branch manager should be bold enough to lead a team of 20 or more. He/she should be agood marketer and a good psychiatrist so that he/she can understand the mindset of thecustomers. A BM should have good communication skills to tackle different situations and canhandle contingency plans. Fair salary and compensation and other benefit should be given to themanger to keep balance. Job analysis is very important and a very complicated process. . Yetthere are some limitations of job analysis for example a Job descriptions may not be suitable forsome senior managers as they should have the freedom to take the initiative and find fruitful newdirections. Job descriptions may be too inflexible in a rapidly-changing organization, for instancein an area subject to rapid technological change. Other changes in job content may lead to the jobdescription being out of date. The process that an organization uses to create job descriptionsmay not be optimal. There is no method for it which can give perfect results but throughcombination of methods and careful analysis one can have good results. Experience is needed foranalyzing jobs.
  8. 8. Thematic structure of questions for job analysis interview:Job description: • Employee data • General purpose of position • Summary of responsibilities & duties • Goals and objective coordination • Nature of Supervisory responsibilities • No. of positions reporting to BM • No. of employees indirectly supervised • Degree of working condition  Physical or mental/tableJob specification • Education requirements • Relevant field of study • Relationship of qualification & skills with the tasks assigned • Required experience • Minimum age requirement • Skills & other certifications other then educationJob evaluation • Equal salary and compensation to peers • Minimum salary range • Other benefits • Open comments from the incumbent • Performance reports

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