JOB ANALYSIS & JOB DESIGN

Presented by :

BIJAYA KUMAR SHAH

ROLL NO: 561015288

MBA – 4th SEMESTER

21st JULY 2012

CONTENTS

• Introduction

• Review of Literature

• Research Methodology

• Data Analysis and Presentation

• Summary, Conclusion and Recommendation

• Acknowledgement

• References

•

INTRODUCTION

• Job analysis is a very important human resources function. It

involves matching the employee with the most appropriate skills

to the best suited job position at the most opportune time.

• NEPAL TELECOM was registered on 2004/02/05 under Company

Act, 2053. Its Head Office is located in near Singha Darbar,

Kathmandu.

• It is based on providing telecommunication services.

STATEMENT OF PROBLEM

• Job Analysis as mechanism for right people to right job

with required skills remuneration with changing time.

• Job Rotation leads to employee work efficiently.

• Departmental and structuring as a road map to

integration and synchronizing

• Division of workforce lead to uniformity or deformities.

SIGNIFICANCE OF STUDY•Changes need to be adopted as per the time and situation demands.

•Depending upon the coordination between employees it affects overall performance.

•One should be posted as he/she is appointed for the job.

•Every one got to know about the procedures and process that are being followed by Nepal Telecom and can implement as required.

LIMITATIONS OF STUDY

• Involves Personal Business

• Source of Data is Extremely Small

• Involves Lots of Human Efforts

• Job Analyst May Not Possess Appropriate Skills

• Mental Abilities Cannot be Directly Observed

• time consuming

REVIEW OF LITERATURE

• Key elements of Job Analysis are Job Description (task,

responsibilities and duties) and Job specification( knowledge,

skills and abilities)

• Job design involves:

identification of individual tasks

specification of methods of performing the tasks

combination of tasks into specific jobs to be assigned to

individuals

APPROACHES TO JOB DESIGN

• Job Rotation

• Job Enlargement

• Job Enrichment

• Job Engineering

• Human approach

REVIEW OF THESIS AND ARTICLES

• Thesis by Muhammad Usman Zafar (national

college of business administration and economics)

in Pakistan in November 2005 has deals with

current job practice in different organization,

betterment of job analysis and HR Planning.

• As per the recent articles by Kanakdurga Prasad

Dinanath Irabatti ( May 25, 2012) relates job

analysis with quality tool i.e. six sigma

RESEARCH GAPS

• Concerned with job analysis and job design in the

1980’s and 1990’s European and Asian firms

revolutionized job design by embracing the quality

management movement but recently are focusing

towards self directed teams.

RESEARCH METHODOLOGY

• Research refers to the systematic method consisting of defining the

problem, formulating a hypothesis, collecting the facts or data, analyzing

the facts and reaching certain conclusions.

•Research design deal by researcher are Descriptive Research Design which

focuses on normal behavior of the subject, deals with quantity research

design, leads to important recommendation etc. and another is Exploratory

Research Design provides background information, opportunity to define

new terms ,develop more precise research problems.

POPULATION AND SAMPLING

• 50 samples were taken out of 200 population using random

sampling method. Data are collected through questionnaires .

•Sources of data collection are primary and secondary in

research both are used . Primary data are first hand

information as letters, journals, speeches, magazines etc

where as secondary relates to textbooks, review of articles

and essays , annual reports etc.

SAMPLING PROCEDURE

•Purpose of the survey

•Measurability

•Degree of precision

•Information about Population

•the nature of the population

•Financial Resources

•Time limits

•Economy

DATA ANALYSIS & PRESENTATION

• Data processing procedures includes editing,

coding, transcription, tabulation of data and figures

as graphs and charts.

•One of the table and graph has been mentioned

below for more clarification.

Table 4.2. 16 for Job Rotation

• Job Rotation as tools for identifying KSAsAnswer options No. of responses Percentages

always 5 10%

often 39 78%

seldom 6 12%

never 0 0

Total 50 100%

BAR CHART FOR TABLE

• Putting the value in chart indicates as:

always often seldom never0

102030405060708090

no. of responsesPercentages

MAJOR FINDINGS

•This study provides evidence that fair selection for an organization produces

better results.

•Developing desired knowledge based skills, attitudes and other behaviors

does result in higher Job Satisfaction and Job Performance.

•Job analysis is a process which has certain impact on work design, HR

Planning, Performance Appraisal, compensation, training etc.

•In an Organization everything should be systematic, updated system,

departmental and structured so that work flow smoothly without any

disturbance and conflict.

SUMMARY, CONCLUSION AND RECOMMENDATION

•Summarizing all five units we deals with the theoretical as well as practical implementation .It easy to say but difficult to implement them in real life for that one has to consider various factors and compromise certain things. One has to deal with different kinds of peoples on who things traditionally and other thinks it differently.

•Research also deals with the research method. Design, sources of data, various data collection techniques and presenting them into table and graphs.

CONCLUSION

•Dealing through this tropic researcher got to know that it is the most initial steps of HR department which has to be analysis in the beginning so that it creates a platform for other procedures as recruitment, training, performance appraisal, compensation, job performance etc.

•Proper design and restructuring is necessary as per the time and situation demand and on has to update it as needed.

•Time is the most valuable thing which never repeats so one has to grip opportunity so it benefits individual as well as organization.

RECOMMENDATION

• future research efforts should get hold of a representative sample from more organizations.

• Future research should seek out further job performance outcomes from larger samples with enlarged statistical power.

• Future research should look for developing entire measures of employee job performance tapping numerous proportions of their job quality.•There is lot more to link with this tropic, as it is the key among them and relates every HR terms.

ACKNOWLEDGEMENT

During the preparation of this report I have been receiving continuous help of many people without valuable support of them I would not have been able to complete my report. I would like to express my gratitude to Supervisor Mr. Gopal Jung Shah; Narayan Kafle, Engineer Mr. Rubesh Sharma and Manager Mr. Sanaulla Khan and all our team who supported me.

 

I have also owing gratitude to the staffs of Nepal Telecom, Chhauni branch for cooperating and guiding me during my Project Report and for making available the valuable material required for the completion of my report.

SOME OF THE REFERENCES

• Annual report of Nepal Telecom 2011/2012 From its official web sites.

• Zafar, M. U. (2005). Job Analysis practices . Pakistan.

•Anderson, g. J. (1979). a quantitative approach to measurement job context. procedure and pay off personal psychology , 341-357.

•Sons, J. W. (2009). A Practical Guide to Job Analysis. 989 Market Street, San Francisco, CA 94103-1741: Pfeiffer. 

THANK YOU

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