The project was aimed to understand the IT sector. We choose Datamatics Global Services Limited to understand the JD and Job Engagement process at Datamatics Global Services Limited.

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HUMAN RESOURCE MANAGEMENT
LIVE PROJECT ON
JOB DESCRIPTION AND JOB ENGAGEMENT OF EMPLOYEES
IN IT INDUSTRY
Datamatics Global Services Limited
SUBMITTED TO PROF.TRUPTI GUPTE
SUBMITTED BY
NISHIGANDHA BATWAL 04
SHRUTIKA BHALEKAR 06
PRIYANKA KADAM 18
SNEHAL KADAM 19
AKSHATA SAKPAL 39
PTVA’S INSTITUTE OF MANAGEMENT
MMS FIRST YEAR, SEM-II
DIV-A

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IT INDUSTRY IN INDIA
India’s Information Technology industry growth is unparalleled in the history.
No other industry in India has grown at such fast and scorching pace as the IT
industry. India’s IT industry started blooming in the 1990s and was estimated at
150 million (or 0.15 billion) US Dollars in 1990-91. By 2006-2007, the
industry has grown to 50,000 million (or 50 billion) US dollars; that is a 330
fold increase in just 15 years! By year 2008, the industry was estimated to
increase to 87 billion US dollars. The annual growth rate of the industry in
India is estimated at 30%.
India made a widely welcomed strategic shift in its national policy in the early
nineties and removed many restrictions to liberalize the Indian economy. This
has given an unimaginable impetus for growth of all industrial sectors, and IT
was in the forefront to take advantage of the liberalization policies. The relaxed
policies made it easier for inflow of foreign capital into this industry.
There are many other contributing factors for the growth of IT in India. India
was not a choice destination for setting up units until the 1990s because of
multitude of reasons. However, things have changed substantially since then.
Encouragement for growth of IT industry also saw hitherto unknown new
entrepreneurs setting up new companies. The first and perhaps the most
prominent shining example of the new breed of entrepreneurs is the Infosys
Technologies, which was set up by a handful of technocrats with borrowed
capital!
India’s own domestic IT is also seeing major growth. IT is an essential part of
any Indian company, big or small, for their day to day activities and the
dependence on IT for growth is only going to increase. Thus there is huge
scope for IT growth in the Indian domestic market. IT sector in India currently
provides employment to over 2.2 million people and the opportunities will
increase in the years to come. Not surprisingly, unemployment is not a major
issue any more for political parties in India to garner votes!
Growth of IT sector has helped many Indian cities to grow. This has brought
pressures for infrastructure development and many Indian cities are currently
witnessing heavy investments in infrastructure projects. Bangalore, Hyderabad
and Chennai in the south have seen unimaginable growth of IT sector which
contributed favorably to the growth of the city limits. The IT sector has also
been, perhaps, the reason for the new found affluence of the city dwellers
because of the well paid work force in the IT sector. Demands for housing are
contributing to the growth of the real estate sector. Transportation demands are
giving impetus to the automobile sector growth. Transportation demands are
also bringing pressures for development of infrastructure, which is attracting
major investments enabling the construction sector to grow. Whatever way one

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look at the IT sector, it is only contributing to the fast paced growth of India and
its economy. It is being predicted that India is going to be a major developed
power possibly in the next 20 years time and the growth of information
technology sector could very well be one of the major contributing factors for
getting India into that enviable position
Job Analysis is a primary tool to collect job-related data. The process results in
collecting and recording two data sets including job description and job
specification. Any job vacancy cannot be filled until and unless HR manager
has these two sets of data. It is necessary to define them accurately in order to
fit the right person at the right place and at the right time. This helps both
employer and employee understand what exactly needs to be delivered and how.
Both job description and job specification are essential parts of job analysis
information. Writing them clearly and accurately helps organization and
workers cope with many challenges while onboard.
Job description includes basic job-related data that is useful to advertise a
specific job and attract a poolof talent. It includes information such as job title,
job location, reporting to and of employees, job summary, nature and objectives
of a job, tasks and duties to be performed, working conditions, machines, tools
and equipments to be used by a prospective worker and hazards involved in it.
Employee engagement is the connection people feel to their work that results in
higher levels of performance, commitment and loyalty. Given these positive
results, there is a lot of interest in current levels of employee engagement, and
ways in which engagement can be increased.

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COMPANY OVERVIEW
Dr. Lalit S. Kanodia, the founder and Chairman of Datamatics Group of
Companies is one of the pioneers in the Indian Software and Offshore Services
Industry. He founded Datamatics in 1975, prior to which he was instrumental in
setting up of Tata Consultancy Services in 1967.
As Chief Mentor at Datamatics, Dr Kanodia drives all innovation, new product
development and quality initiatives. His inspirational leadership has led
Datamatics to be conferred with various awards over the years, including the
Most Innovative Software Product Award, the International Asia Pacific Quality
Award and being ranked among the top 50 best managed outsourcing vendors
by 'The Black Book of Outsourcing'.
Datamatics is a trusted partner to several Fortune 500 Companies globally for
managing their End to end Application Life Cycle & Business Critical
Processes. Datamatics is a global Information Technology (IT) and
Business Process Outsourcing (BPO) organization focused on delivering smart,
next-generation business solutions that help enterprises across the world
overcome their business challenges. These solutions leverage innovations in
technology, knowledge of business processes, and domain expertise to provide
clients a competitive edge.
As a strategic partner, Datamatics helps its clients improve their business
competitiveness and achieve operational efficiencies. The benefits delivered by
the Datamatics’ unique solutions include accelerated time-to-market for new
products and services, maximized productivity and efficiency in business
processes, shorter turn-around times for service delivery and lower total cost of
ownership.
Datamatics’ next-generation solutions and the services span:
 A cross section of industries including Banking & Finance, Insurance,
Publishing, Manufacturing, Research and Retail.
 Varied business processes that transcend F&A, Enterprise Document
Management, Portal Management, Publishing Solutions, Application
Development, Support & Testing, Data warehousing & Analytics,
Engineering & Embedded solutions, Billing solutions, Enterprise Content
solutions.
Datamatics has a geographically diverse portfolio of Fortune 500 client’s with a
footprint across four continents- Americas, Asia, Australia and Europe.

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Datamatics is a trusted partner to many Fortune 500 Companies globally for
managing their critical business processes and providing enterprises
a sustainable business edge. The Company leverages upon its industry
experience and technology expertise to effectively develop products and
create next-generation solutions that meet clients’ unique & evolving business
challenges.
Datamatics drives non-linear growth in organizations by powering
their business process automation, propelling both their bottom-line and top-
line growth. With deep focus on customer centricity, the Company continues
to help its clients to achieve and maintain competitive advantage.

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Datamatics integrates social responsibility with business objectives to make
these initiatives an integral part of the company's profitable growth. Over the
years, the company has developed a thoughtful approach and attempts to
address critical areas of impact to society at large. The Company drives its CSR
initiatives through a corporate body named ‘ASHA’. Led by Senior
Management, this initiative is promoted throughout the company.
Towards its commitment to bring about a change in the critical areas, the
Company has identified key focus areas, viz. Employability & Environment.
Datamatics enters the Leader Category for the 2014 IAOP Global Outsourcing
100 Datamatics won the IMC IT Award for Quality
Services
o Engineering & Embedded Services
o Finance & Accounting Services
o Information Management
o IT Consulting
o IT Services
o Publishing Services
o Research & Analytics
o Document Management Services
Solutions
o Billing & Payment Solutions
o e-Retail Solutions
o Publishing Solutions
o Research & Analytics
o Point of Sale (POS) Solution

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o Document Management Solutions
o Web Enablement
Products
o Application Management
o Application Testing
o Billing & Statement Generation
o Finance & Accounting
o Analytics Solutions
o Smart Document Processing

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CONCEPTUAL STUDY
JOB DESCRIPTION
What Is A Job Description?
 A formal statement of duties, qualifications, and responsibilities
associated with a job.
 A communication tool that tells employees where their jobs leave
off and another’s begins
 A document that tells employees where their position fits within
the department and within the organization
What Are The Major Components Of A Job Description?
 Job Heading
 Job Summary
 Essential Duties, Tasks and Responsibilities
 Qualifications (Education, Knowledge, Skills, Abilities, Special
Skills, Licensures and Certifications)
 Working Conditions & Physical Requirements
Job Description of the Employee in DATAMATICS:
o Job description is sent by the recruiters to a prospective employee.
o It takes place before one comes into an organisation, like negotiating for
salaries, positions, etc.
o Once you enter into an organisation it is the KRA’s and KPI’s that are
more important.
o In JD the “format” is given by HR and the “content” is given by the
manager.

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JOB ENGAGEMENT:
Employee engagement is a workplace approach designed to ensure that
employees are committed to their organisation’s goals and values, motivated to
contribute to organisational success, and are able at the same time to enhance
their own sense of well-being.
There are differences between attitude, behaviour and outcomes in terms of
engagement. An employee might feel pride and loyalty (attitude); be a great
advocate of their company to clients, or go the extra mile to finish a piece of
work (behaviour). Outcomes may include lower accident rates, higher
productivity, fewer conflicts, more innovation, lower numbers leaving and
reduced sickness rates. But we believe all three – attitudes, behaviours and
outcomes – are part of the engagement story. There is a virtuous circle when the
pre-conditions of engagement are met when these three aspects of engagement
trigger and reinforce one another.
Engaged organisations have strong and authentic values, with clear evidence of
trust and fairness based on mutual respect, where two way promises and
commitments – between employers and staff – are understood, and are fulfilled.
Although improved performance and productivity is at the heart of engagement,
it cannot be achieved by a mechanistic approach which tries to extract
discretionary effort by manipulating employees’ commitment and emotions.
Employees see through such attempts very quickly; they lead instead to
cynicism and disillusionment. By contrast, engaged employees freely and
willingly give discretionary effort, not as an ‘add on’, but as an integral part of
their daily activity at work.
But is employee engagement something new, or simply old wine (long-standing
management approaches) in new (fashionable management-speak) bottles? Is it
just the latest management fad? We believe that while it does have clear
overlaps with analytical antecedents such as commitment, ‘organisational
citizenship behaviour’, job involvement and job satisfaction, there are also
crucial differences.
In particular, engagement is two way: organisations must work to engage the
employee, who in turn has a choice about the level of engagement to offer the
employer. Each reinforces the other.
An engaged employee experiences a blend of job satisfaction, organisational
commitment, job involvement and feelings of empowerment. It is a concept that
is greater than the sum of its parts.
Despite there being some debate about the precise meaning of employee
engagement there are three things we know about it: it is measurable; it can be
correlated with performance; and it varies from poor to great. Most importantly

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employers can do a great deal to impact on people’s level of engagement. That
is what makes it so important, as a tool for business success.
JOB ENGAGEMENT in Datamatics:
o In Datamatics, 15 odd initiatives take place under employee engagement
from entry to exit of an employee in the organisation. When a company
engages an employee it ends up spending some amount of money, on a
monthly basis for celebrations,training,etc. This leads to happiness of the
employees so that they work better.
o Celebrations relieve stress of the daily routine work. Typically people
stay in an organisation for few numbers of months, as they want to work
on their resume.
o It is the HR’s job to make the employees happy and contended.
1. PAREECHAY session: This is a 1 hr orientation session, wherein
companies’ policies, working of swipe, seating position, general
briefing are done of the policies.
2. SARTHI: They have an “Office Buddy System” where an existing
employee will be your buddy in the organisation. This buddy will help
you in solving minor issues as where you would be having lunch,
project specific work, etc. During the feedback too questions about the
“Sarthi” are asked as to whether your sarthi was helpful or not, etc.
3. PULSE: They have this local intranet system called “PULSE”, where
they login and take data, it here that they upload if anyone wants to do
OT (overtime) or want to take a leave. It is during the “Pareechay”
that the new employees are educated about this intranet system.
4. VIEWERS AND RECOGNITION PROGRAM: This program
takes place during the “Euphoria”, where the “Employee of the
month” is elected. And various appreciations and discussions are
made during this monthly meet.
• TGIF
It is called as THANK GOD IT’S FRIDAY. Every Friday they decide
dress code and according to that they wear casuals. E.g. when we visited
Datamatics, it was Friday. All employees were in casuals and in dress
code. It was ZATANG DAY. All were in bight coloured clothes.
Sometimes they play games on Fridays to divert their mind from work
stress and they feel fresh from this.
 Euphoria
It is a monthly meet of all employees. They celebrate birthdays of all
employees on that particular day which comes in that month. They bring
cake, gift and decorate office for celebration from HR budget. As written
earlier “employee of the month” award is given on that day. If someone

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got married then they give gift to them. If someone become parent then
they gift to them also.
 Josh Culture Club
All employees together celebrate festivals under Josh culture club. They
organize fashion show for employees. Those who are interested in
photography, they collect photos from them and from that selected photos
are published on their annual calendar. If possible they put photo on that
person’s month of birth. It is not only for selected employees. All from
top management to entrants can give photos and all are taken into
consideration.
 Customer Satisfaction Survey
Here, they take feedback from their clients on employee’s performance.
Ratings are between 1 to 6 points. 1 is lowest and 6 are highest. If any
employee gets 5 or 6 points i.e. highest from client then that employees
get certificate from client which is called as “Client Appreciation
Certificate”. That employee gets chance of coffee with LOB head which
is called as “Coffee with LOB head” where they can talk with LOB head
on his/ her experience and problems. If any employees share any
problems with head quick actions are taken by head on that problem.
FEEDBACK AFTER JOB ENGAGEMENT PROCESS:
ONLINE FEEDBACK
In online feedback process new employees get one link when they log in to
their organisation email id. When they click on that link, on which they can
give there feedback without exposing their identity. That will be hidden
from future conflicts.
FEEDBACK MECHANISM
In this there are three steps of giving feedback mainly:
 30
 60
 90
30 – After completing of 30 days in organisation the employee get small
session on how the organisation is? They introduce the employee to the admin
of IT department. Also the employee will introduce with SARTHI system
which is the existing employee will be his guider or friend in organisation for
few days. This SARTHI helps him to show the organisation infrastructure and
all surroundings. He can also get chance to interact with the new existing
employees.

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60 – In this process, after completion of 60 days the employee gets one email
regarding “congratulations! For completing your 60 days in organisation.”
Also they get their own email id which is used in organisation for work
purpose. The employee can directly contact to his HR head by sending mails.
Also the general interactions with all heads in organisation.
90 - Completing 90 days in organisation there is “PROPER FEEDBACK
FORM-MY EXPERIENCE “ which he has to fill up in proper format. Where
he can write his overall experience about the organisation, about his SARTHI,
asked general question like did your SARTHI helpful or not , how are the
organisation environment good or bad , 2 things which u like to change about
the organisation, 2 things which you don’t like about the organisation.
The employee gets to interact with HRD head, gets the knowledge
about the project he has to done in the organisation. Also he has to make a
presentation on his experiences and about his project and send it to his head
department.

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PROBLEMS
Problem occurs in Datamatics are as follows:
1. Genration Gap
2. Participation
3. Retention
Above mentioned are three major problems occurred at Datamatics. Mainly
there was Generation Gap which leads to retention and participation problem.
Generation Gap
In E-Bay majority are degree pass out students. So their ideas and the way were
different from the higher level management which were too senior to them. The
Generation X use to think that it’s just waste of time where Generation Y use to
have fun to boost their moral and motivate themselves.
Participation
Not all the celebration gets same responses. Number of participation is similar
as compare to each other. It differs from person to person and their interests and
also because of generation gap.
Retention
As the idea differs because of generation gap, it was observed by the seniors
that there is too much fun on the floor and less work. They scraped TGIF last
few months because of which the observed too much retention problem started.

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SOLUTION
Depending on the crowd the program should be designed.
For younger generation that is the millennial can have programs which can keep
their motivation level maintained as well as their work graph.
TGIF is one among the program which we discussed in the interview; they
again started the same program to maintain the retention problem.
They took care of employees by also taking EXIT INTERVIEWS by asking
them about their Role, Reason to leave the job, Two things which the employee
likes, Two things which the employee dislikes, training was enough, SARTHI
was helpful or not and so on.
From these question or exit interviews they use to understand the main
psychological reason behind leaving the job.
If the employee is an asset to the company then they try to convince them and
try to hold them for with some benefits or adjustments.
Where at times the reasons to leave are genuine like health issues, shifting
abroad, further studies, getting married etc.
If certificate program is given to an employee the look after that they should not
leave the job as the company has certified the employeefor companies benefit
and not to leave after learning process. So to look this matter the company signs
a bond with employee for 1 year.

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CONCLUTION
The day which we went was Friday and it was fun on the floor. All were
dressed in Jazzy cloths as it was Jhatak Day.
We also observed a cubical where a table was decorated with spackles wishing
Happy Birthday; it was their way to make the employee feel within family. At
the entrance they have also put up wishes from the staff for the employees on
his/her special day, to make it more special.
They also have a monthly calendar with the photograph clicked by the
employees to make them feel as a part of family. Even the intern and the retired
employee got a equal chance to take part in this photography competition.
They also have Training calendar segregated into different branches and their
specialization into.
Hence, we conclude saying that Job description is an instrument to select
employees and Job engagement is a process to engage employees for success.
So, at Datamatics the Job description is given by Human Resource
Representative where the content is looked after by the Human Resource
Manager.
Job engagement is where all the hierarchy is involved at one or the other
moment whichever is possible at their best.
In the end, we would say that it’s the Human Resources job to make the
employees feel contented and also make them feel that they are working in the
best organisation.

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BIBLIOGRAPHY
Books:
Human Resource by Aswathappa
Internet:
Datamatics website
Managementstudyguide - job-description-specification
Hrcouncil - right-people-job-descriptions
Psychometrics – engagement study
Engageforsuccess – what is employee engagement
Online library wiley

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ANNEXURE
SAMPLE JOB DESCRIPTION 1
JOB TITLE: Computer Programmer
BASIC PURPOSE:
To interpret systems, program, and job flow specifications developed by
systems project leader in order to produce meaningful and efficient logic
programs and operating techniques that will satisfy user requests.
DUTIES AND RESPONSIBILITIES:
1. Reviews specifications and time estimates to determine if further
clarification is required to produce results requested by user.
2. Creates computer program logic to process data to achieve meaningful
output that will satisfy user request.
3. Prepares job control language (JCL) records to produce a logically sound
job stream that could comprise one or more activities.
4. Develops data record layouts, input forms and record formats, proposed
report formats, testing schemes, and test data.
5. Makes use of software programs or routines provided by computer
manufacturer in areas of sort, utility, bulk media conversion, and so on.
6. Writes computer program from logic flow chart, record layouts, and input
and report formats spot checks program for obvious errors and has it
keypunched and compiled; creates JCL to test program; and reviews output
for correctness, and, if necessary, modifies program.
7. Assists computer operations personnel in implementing the productive
running of the job.
8. Formulates documentation for project, operations, and program in
accordance with corporate standards. Creates permanent files as required
on disk storage device.

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ORGANIZATIONAL RELATIONSHIPS
This position reports to a systems project leader. May have day-to-day
contact with computer operations and data conversion personnel.
JOB SPECIFICATIONS:
Bachelor's degree or equivalent required, plus 1-3 years experience in
programming. Working knowledge of accounting or manufacturing systems,
data management techniques, data communications concepts, and job control
language. Must keep abreast of the latest techniques in the data processing
industry, particularly when it affects programming.
SAMPLE JOB DESCRIPTION 2
JOB TITLE: Purchasing Agent (Manufacturing Company)
AUTHORITY:
The purchasing agent derives authority from and reports to the general manager.
Within such limits of budget and company policy as may be imposed, the
purchasing agent has full authority to initiate and complete such actions as may
be necessary for the fulfillment of assigned responsibilities.
RESPONSIBILITIES:
In general, the purchasing agent is responsible for the procurement of materials
requisitioned for manufacturing, stock, and other company operations, within
allowed costs and schedules, and for the economical operation of his or her
department. Specifically, this employee's responsibility is to:
1. Order and expedite purchased materials.
2. Order and expedite fabricated parts.
3. Meet sales and production requirements in the procurement of "buy outs."
4. Expedite the supply of critical items.
5. Maintain current cost data on all purchased items.
6. Furnish lead time advice for materials planning.
7. Maintain delivery schedules on all items ordered.
8. Inform department heads of new sources of supply.
9. Inform department heads of new products and methods.
10. Maintain a reserve stock of company supplies.
11. Maintain purchase files on all orders.
12. Maintain control on all purchase vouchers.
13. Maintain purchase records on all items bought.
14. Obtain purchase cost on all items bought.
15. maintain vigorous follow-up on all procurement begun.
16. Coordinate the activities of department personnel.

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17. Coordinate activities with requisitioning agencies.
18. Advise production planning of all changes of schedule in materials due in.
19. Provide specified services within budgeted allowances.
20. Coordinate with materials planning on reorder quantities.
21. Maintain control of pattern allocations and usage.
22. Assume additional responsibilities the general manager may assign
ACCOUNTABILITY:
The purchasing agent is accountable for the following duties:
1. Employ, train, supervise, and terminate assigned procurement department
personnel.
2. Personally buy expensive items and large orders.
3. Regularly review all procurement activity to ensure that buying is constantly
reappraised on a competitive basis.
4. Expedite orders.
5. Personally supervise materials procurement for rush jobs.
6. Approve and disapprove all requisitions for expense items for department
and maintain department budgetary control.
7. Recommend and install improvements in purchasing methods.
8. Perform such additional duties as may be required for the execution of his or
her responsibilities or assigned by the general manager.
SAMPLE POSITION DESCRIPTION 3
JOB TITLE: Safety Manager
FUNCTION:
To plan, organize, and control the safety function of the plant to ensure
that an effective accident prevention program is maintained and that appropriate
measures are taken to comply with corporate, OSHA, and related safety policies
and directives.
DUTIES AND RESPONSIBILITIES:
1. Supervises periodic inspections of plant machinery, equipment, and
working conditions to ensure conformance to appropriate safety and
sanitary standards and regulations.
2. Examines plant equipment slated for purchase and proposed facility
modifications and additions for safety requirements. Recommends

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modifications or adjustments to correct any deficiencies prior to purchase
or use.
3. Determines appropriate safety equipment and safe work practices to be
employed on specific jobs based on OSHA and corporate standards and
implements accordingly through plant management.
4. Observes workers and work practices to ensure that protective devices and
safe work procedures are used.
5. Coordinates activities with industrial hygiene personnel to maintain safe
procedures involving toxic fumes, explosive air mixtures, and other
hazardous circumstances that may be present and that cannot reasonably be
eliminated.
6. Monitors, on a regular basis, the availability and condition of appropriate
fire-fighting and safety equipment in the plant. Acts as liaison with
companies servicing fire alarm system and fire extinguishers and with
local fire department.
7. Initiates and ensures investigations of accidents and unsafe working condi-
tions, compiling statistical data and providing remedial actions to achieve
effective accident prevention and avoidance of losses.
8. Chairs regular safety meetings and ensures that coordinated safety training
and motivational campaigns are conducted in association with company
policies.
9. Acts as liaison with government agencies and serves as plant management
representative in case of inquiries and inspections to correct deficiencies
and to minimize citations and fines for noncompliance.
10. Administers the worker's compensation insurance program through close
coordination with the insurance earner to minimize unnecessary lost work
time by employees and unjust claims. Maintains close follow-up with
employees or family members of those employees who may have been
seriously injured while at work.
11. Acts as plant liaison with inspectors of insurance carriers. Determines
management's position on inspectors' recommendations and prepares
written response accordingly.
12. Keeps abreast of OSHA and corporate safety regulations and standards ap-
plicable to the plant. Communicates with and/or trains employees to the
extent appropriate to achieve understanding and compliance of same.
Develops and prepares plant safety procedures and rules, ensures their
communication to those affected, and audits for compliance.
13. Provides assistance to supervisors regarding the evaluation of safety
problems and of employee safety recommendations and complaints.
Determines acceptable corrective measures accordingly.

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ORGANIZATIONAL RELATIONSHIPS:
Reports directly to the manager of administrative services. Provides
safety expertise and direction to all levels of plant management. Has frequent
contacts with representatives from OSHA and insurance carriers.
POSITION SPECIFICATIONS:
Bachelor's degree in engineering with some emphasis in industrial
safety programs or the equivalent, plus 5-7 years of related work experience.
Must be capable of organizing effective accident prevention programs and
conducting appropriate administration.
SAMPLE JOB DESCRIPTION 4
JOB TITLE: Statistician (Insurance Company)
PURPOSES:
To accumulate, compile, tabulate, and provide all kinds of statistical data cover-
ing company operations.
RESPONSIBILITIES:
1. Accumulates companywide statistics in any area requested or required;
sets up tabulation procedures; establishes feasible use by company
officials.
2. Cross-checks and balances controls with affiliated departments.
3. Prepares management reports and state filings that are beyond the skill or
capacity of other departments.
4. Reviews tax forms and instructions to determine completion procedures.
5. Analyzes data for experience that can be drawn from it; makes
suggestions, points out trend indications to superior.
6. Resolves tabular differences between EDP and/or Regional Offices for
loss premiums input.
7. Assists statistician senior as required.
JOB REQUIREMENTS:
Education: College graduate or equivalent experience.
Experience: Three years statistical experience.
Knowledge: Insurance Accounting Insurance Principles

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Knowledge of company tabulations, formats
Systems — Unearned Premium and Loss Reserves
Calculations — Taxes
Positions from which an employee could be promoted into this position:
Statistical Clerk, Senior
Contacts: Internal within own, affiliated departments and regional
accounting: 10% of time.
External with pools and associations: 5% of time.
Related to HR:
Working Conditions: Office environment; regular hours.
Designation Human Resource and Administration Executive*
Corporate Grade Executive
Reporting To Head of Administration**
Positions Reporting
To This Position Receptionist
Qualifications Diploma in Personnel Administration
Experience Minimum 3 years’ experience in personnel and
administrative functions
Overview Responsible for personnel and office administration
MAIN RESPONSIBILITIES
Administration
 Participate in the formulation of the company’s administrative policies
 Provide administrative and secretarial support to all Managers
 Prepare ad-hoc reports to Japan headquarters as required
 Manage communication in office through notices, circulars and memos
 Liaise and negotiate with vendors and contractors on matters relating to
the supply of office products including computers, stationery and
uniforms
 Supervise administration staff
 Organise staff welfare activities

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 Undertake any other ad-hoc projects as directed by the Managing
Director
Personnel
 Maintain and update all personnel records
 Administer recruitment, career development and termination activities for
all departments
 Administer training and development activities
 Conduct ad-hoc salary reviews based on market information
 Oversee payroll administration including computation, report
submissions, CPF payments, etc
 Handle administration of employee benefits
 Liaise with Ministry of Manpower and Work Permit Department
 Participate in negotiation with trade unions
*recommended amendment to current title
**recommended amendment to corporate grade