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Job analysis - HRM
The document discusses job analysis conducted at Sahara Hospitality. It provides details on their job analysis process, sources of job data collection, job descriptions for different roles in HR, Marketing and Finance departments, and challenges faced in job analysis. The process involves collecting job data through methods like observation and interviews, developing job descriptions and specifications, evaluating jobs, and understanding promotion cycles for different roles. Job analysis helps organizations understand role requirements and develop employees. It also provides career progression insights for individuals.
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Job analysis - HRM
- 1. JOB ANALYSIS Guided By: Dr.Farida Virani
- 2. Presented By: Group 3: PavanRathod-134 Chinmoyee Saikia-138 Ameer Rizvi- 136 Bhairavi Roy- 137 Gunjan Rathod-133 Hardik Rawal - 135
- 3. Questionnaire Q1.What kindof strategy plan do you adopt and how do you implement? Q2.What is the process of Job analysis in your company? Q3. What are the sources and methods used to collect job data? Q4. What information does a job description consist ? Q5. What information does a Job Specification consist ? Q6. What are the recruitment sources used to recruit an MBA? Q7. How does an MBA get promoted from entry level to middle level and then to top level? Q8. 3 Profile of an MBA in your company from different departments at different level? Q9. Do you have a flexi job environment? Q10. What Challenges do you face with respect to Job Analysis?
- 5. Sahara Starwas incorporated in 1989 as Batra Hospitality Pvt Ltd and changed its name in 2002 as Sahara star Number of employee : 1000+ Head Office in Mumbai , India. Introduction
- 6. Process of JobAnalysis Collection of Information Existing job descriptions Observing employees Asking Superiors High ended projects Developing Job Description Describing the content of the job profile Developing Job specification Describing qualifications and skill sets required
- 7. Sources And Methodsto collect job data Sources Information from superiors Observation Methods One to One interviews Questionnaires
- 8. Recruitment Sources Newspaper columns Job portals Private employment agencies Similar organizations/competitors
- 9. Human Resource Level Officerlevel Executive Assistant Manager Qualification MBA MBA MBA Job Description •Telephonic round •Inform HOD to take interview •Keeping contact with the employee till he starts working. •Data collection and Consolidation •Taking personal interview and access candidates •On board new hires •Allot specific training to employees •Deals with pay role (PF & ESIC), Managing compensation and benefit plans •Handling court cases •Designing hiring plans for all hotel departments Promotion 1 year 3 year --- Skill Good in communication •Good in communication •Observational Skill Knowledge of Labour law
- 10. Marketing Level Officer levelAssistant Manager Manager Qualification MBA MBA MBA Job Description •Achieving the targets •Knowledge of hospitality industry, current market trends and economic factors •Ability to effectively listen communicate and perform diplomacy with internal and external customers and staff in all situation •Motivating the team •Innovative marketing strategies •Develop awareness and reputation of the hotel and the brand in the local community •Prepare sales report and annual sales and marketing plan •Setting future targets for the company •Achieving the target Promotion • 2 year •Unless you create a leader in you team 3 year Skill •Good in communication •Marketing skills •Team management •A people person •Should be able to make people comfortable
- 11. Finance Level Executive AssistantManager Manager Qualification MBA MBA MBA Job Description •Inform investment decisions by analyzing financial information to forecast economic conditions. •Prepare plans of action for investment Present oral or written reports on general economic trends. Generating monthly financial statements, Final Accounts, Annual Budgeting, Annual Capital Budgeting, Forecasting etc. •Establish and maintain relationships with individual or business customers or provide assistance with problems these customers may encounter. •Recruit staff members. •Prepare operational or risk reports for management analysis. Promotion 2 year 3 years --- Skill Financial Analysis Leadership quality Good communications
- 13. About Cipla CiplaLimited is an Indian multinational pharmaceutical and biotechnology company which was founded in 1935. It is listed on NSE and BSE Stock price: CIPLA (NSE) ₹ 521.30 (BSE) ₹ 520.55
- 14. Job Analysis Process Identifying in which Job family what functions are required. HR collects the Job Data from different methods and sources for the unique roles of the company. With the help of Job Data , the Job Description is prepared, which helps to understand the roles and responsibilities required to perform a particular job. Job Evaluation is the next step which helps in identifying the worth of that role in the company. Job Specification is prepared which describes the key qualifications someone needs to perform the job successfully.
- 15. Marketing Department Level TopMiddle Entry Job Description Job Title Job Purpose Major Activities Digital Marketing Head Finds alternative ways to reach & engage with the customers with an objective it maximize reach. Strategizing the “Digital Content Calendar” approach. Marketing Manager Manage customer relationship and increase the mind share of the company. Develop digital content with Data visualization. Delivery Manager To have digital presence across channels and carry out digital executions. Create WIP Report. Follow up and clear queries. Job Specification Qualification Experience Skills MBA in Marketing 10-15 years Planning and Executing Communication Technology Driven MBA in Marketing 5-7 years Digital CRM Management Business Management 2-3 years Communication
- 16. Finance Department Level TopMiddle Entry Job Description Job Title Job Purpose Major Activities Finance Head Provide leadership to finance dpt by managing financial resources to strengthen the business health. Analyze operating results. Identify areas of potential concern. Finance Manager Undertake financial forecasting and analysis. Track budget. Manage cost control. Accounts Receivable To keep control on the revenue received against it’s outstanding invoices. Provide Confirmation. Undertake accounts collection. Job Specification Qualification Experience Skills MBA in Finance 10-15 years Strategic Thinking Stakeholder Management MBA in Finance +7 years Business acumen Analytical solving ability Bcom 5-6 years Generic receivables handling.
- 17. HR Department Level TopMiddle Entry Job Description Job Title Job Purpose Major Activities HR Head Lead and drive strategic HR initiatives in the company. Build Organizational capabilities. Ensure talent needs of the function. HR Manager Implement key HR Business Functions to align with business objectives. Identifying the potential resource solutions. HR Business Partner To deliver HR Strategies like survey results, action planning etc. Identifying and developing the right talent. Job Specification Qualification Experience Skills MBA in HR 10-15 years Decision making Conflict management MBA in HR 5-6 years Problem solving MBA in HR 2-4 years Teamwork Communication
- 19. Key Learning's Weunderstood that Job Analysis helps individuals develop their career and also helps organizations develop their employees in order to maximize talent. Job Analysis helps us to understand the hierarchy of the company. This entire process helped us to understand the Human Resource perspective of a company. Human Resource is the backbone of any company.
- 20. Bibliography Personnel andHuman Resource Management -P. Subba Roa Human Resource Management – Welingkar B School https://www.zaubacorp.com/company/SAHARA-HOSPITALITY-LIMITED https://www.saharastar.com/ https://www.cipla.com/en/ https://en.wikipedia.org/wiki/Cipla https://www.sbismart.com/ https://www.sbismart.com/branches
- 21. Thank You Pavan Rathod e-mail:rathodpavan14@gmail.com