Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al.

, 2016

ISSN 2454-5015, www.ijhrmob.com

Vol. 2, No. 1, February 2016
© 2016 IJHRMOB. All Rights Reserved

DESIRED COMPETENCIES NEW WORK METHODS,

PROCEDURES OR MANUALS JOB ANALYSIS IS
USED FOR VARIOUS HR FUNCTIONS
Shaik Rehana Banu1, Shaik Balkhis Banu1 and Shaik Chandini1

*Corresponding Author: Shaik Rehana Banu  shaikrehana85@gmail.com

Procurement is the first operative function of personnel management, which can be sub divided
into various sub functions like human resources planning, recruitment and selection. Management
should determine the kind of personnel required for a job and the number of persons to be
employed. The organization should also find out the right man for the right job in right time. The
main aim of the study is, the satisfaction level of employee regarding the existing job analysis
procedure. Data was collected from primary and secondary sources. Collection of the data is of
primary importance the research process. Data which is collected for the purpose of research
helps in proper analysis, which is helpful to conduct research effectively. Based on the findings
and suggestions, we conclude that the job analysis at APSPDCL, is satisfactory. After conclusion
a study of job analysis in APSPDCL, I have arrived to the following conclusions. Their skills and
qualifications match with job specification company. Their job gives satisfaction and motivation
towards the work. They are able to identify the same job in practice what are mentioned in the
job description. Their job provides more opportunities for their growth and development.
Proportionally equal number of respondents is satisfied and dissatisfied the restructuring of
designation in the company.

Keywords: Job analysis, HR functions, Competencies

INTRODUCTION sector in India. The act covers major issues

The electricity is a naturally occurring force that involving generation, distribution, transmission
exists all around us. Humans have been aware and trading in power. The act delicenses power
of this force for many centuries. Ancient man be generation completely as per the act,10%of the
lived that electricity was some form of magic power supplied by suppliers and distributors to
because they did not understand it. It was not the consumers has to be generated using
until 1600 that a man named “Dr. William Gilbert” renewable and non conventional sources of
coined the term “electricity” the electricity act energy power distribution is a process which is
(2003) is a revolutionary piece of legislation used to move electricity from locations where it
enforced in India that aims to transform the power is generated to people who need it. Distribution
1
Research Scholar (Ph.D), Yogi Vemana University, Kadapa Andhra Pradesh, India.
2
Assistant Professor, University: Ahlia University, Kingdom of Bahrain.
3
Student, Global College of Engineering and Technology, Kadapa Andhra Pradesh India,

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

takes place through a system known as the of 275, 045 Sq Km. It has a population of 73
electrical grid or simply grid. The process of millions of which 73% live in rural areas. About
distribution starts at the facility where electricity 35% of the state’s domestic product comes from
is generated. A number of techniques can be primary sector (i.e.) agriculture, forestry etc., 19%
used for electrical generation, most of which from secondary sector (manufacturing sector)
revolve around. In 1779, Alessandro Volta invented and 45% from tertiary sector (services
the first source of continuous electric current in sector).The per capita electricity consumption in
his experiments with non-static electricity. He the state is about 470 KWh per annum in FY 1999
created a battery out of stacks of zinc and copper,
with weak acids in between each layer. DISTRIBUTION COMPANIES

HISTORY
Electricity is not a non-renewable natural energy
resource that is mined or pumped from the
ground. Electricity is a manufactured product.
Electricity is manufactured in electric generators,
and then transmitted by copper wire long or short
distances to where that electricity is utilized. In AP GENCO: AP TRANSCO
today’s high-technology world, the utilization of
Kothagudem TPP SPDCL
electricity is everywhere around us. The
Kothagudem V stage EPDCL
Electricity Forum is dedicated to the exchange of
policy and technical information in common to Vijayawada TPP NPDCL
electric utilities and large industrial, commercial Rayalaseema TPP CPDCL
and institutional consumers of electricity. Browse Ramagundum TPS ‘B’.
our site and learn all about electricity: the
Nellore TPS.
companies that generate it and the different
electrical equipment technologies that help to THEORETICAL FRAME WORK
make modern life possible.
Introduction
In India, the electricity was introduced for Job analysis is essentially a process of relating
commercial purpose. In the year 1889 first time to collecting and analyzing data relating to a job.
in DARJELLING Power was generated through The process of determing, by and study and
hydel at Hyderabad and during 1909 even through reporting pertinent information relating to the
diesel also. nature of a specific job.It is the determination of
Reforms and Restructuring of Andhra tasks which comprise the job and the
Pradesh Power Sector (India) skills,knowledge,abilities and responsibilities
required of the worker of a successful
ANDHRA PRADESH performance and which different one job from all
The state of Andhra Pradesh is situated in the others.It is systematic gathering and organization
South Eastern part of India spreading over an area of information about a job.

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

DEFINITIONS OF JOB • Dependence of job holders to perform the job

ANALYSIS • Interaction of job holders
“Job analysis is the process of studying and • The kind of work
collecting information relating to the operations
and responsibilities of a specific job”.
• The degree of complexity

“Job analysis is a systematic exploration of the

• The degree of skill required
activities with in a job.It is abased technical • The extent of which problems are standardized
procedure,one that is used to define the
• The extent of workers responsibility for each
duties,responsibilities and accountabilities of a
phase of the work; and
job”.
• The degree of and type of accountability
JOB ANALYSIS OBJECTIVES Supervisory responsibility should be shown to
1. To make effective requirement, selection and the incumbents.Brief and accurate statements
placement activites should be used in order to accomplish the
2. To make effective human resource planning purpose.

3. To make foundations for effective management BENEFITS OF JOB

of manpower DESCRIPTION
4. To plan and implement appropriate HRD Job description is helpful in the following areas of
programs HRM.
5. To improve productivity 1. Job grading and classification
6. To determine the no of jobs and kind of jobs 2. Placement of new employees on job
available in each department
3. Orientation of new employees towards basic
7. To motivate employees for their effective duties and responsibilities
performance
4. Promotions and transfers
JOB ANALYSIS PROVIDES 5. Work measurement and work improvements
THE INFORMATION ABOUT 6. Defining the limits of authority
THE FOLLOWING
7. Health and fatigue studies
• Source of work
8. Developing performance standards
• Materials and special equipment to be used
9. Establishing a common understanding of a job
• Knowledge, skills and abilities of the holder to between management and workers
perform the job
10. Determining jobs for occupational therapy
• Supervision necessary
11. Employee counseling and vocational guidance
• Working condition under which the job should
12. Organizational change and development
be performed

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

13. Framing questions to be asked in the selection to discharge the tasks (job specification). Any
interview mismatch is likely to result in job dissatisfaction
that carries dysfunctional consequences like low
GUIDELINES FOR PREPARING productivity, absenteeism and turnover.
JOB DESCRIPTIONS
The following hints may be use full in writing job GUIDE LINES FOR
descriptions. CONDUCTING A JOB
ANALYSIS
1. Give a clear, concise and readily
• Determine the desired application of the job
understandable picture of the whole job
analysis.
2. Describe in sufficient detail each of the duties
• Select the jobs to be analyzed.
and responsibilities
• Gather job information.
3. Use active verbs, e.g., type letters, sort out
mail,distribute mall, train workers, etc., before • Verify the accuracy of the job information.
each statement • Document the job analysis information.
4. Avoid statements of opinion
JOB ANALYSIS AND COMPE-
5. Examples of work performed may be quoted
TITIVE ADVANTAGES
6. Ensure that a new employee can understand
Figure 1: Job Discription And Job
the job reading the job description Specification In Job Analysis

JOB SPECIFICATION Job Analaysis

A Process of obtaining all pertinent job facts
Job specification is written statement of
qualification,traits,physical and mental
characteristics that an individual must possess
Job description Job specification
to perform the job duties and discharge A Statement containing A Statement of human
responsibilities effectively. It is also called man items such as qualifications necessary you
do the job
specification or employee specification. · Job title
. Usually contains such
· Location items as
Job description: indicates what all a job involves- · Job summary · Education
takes and responsibilities tagged on to ajob. Job · Duties · Experience
title, duties, machines, tools and equipment, · Machines, tools, and · Training
equipment
working conditions and hazards form part of job · Judgement
· Materials and forms
description. used · Initiative
· Supervision given or · Physical effort
Job specification: The capabilities that the job- received
· Physical skills
holder should possess form part of job · Working conditions
· Responsibilities
specification. Education, experience, training, · Hazards
· Communication skills
judgment, Skills, communication skills and the
· Emotional characteristics
like are a part of job specification.What is · Unusual sensory demands
important is that there should be fit between ob such as sight, smell,
hearing
demands (job description) and abilities required

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

PROCESS OF THE JOB TYPES OF JOB ANALYSIS

ANALYSIS INFORMATION
The figure illustrates the process of job analysis. I. Work Activities ,A. Description of work
The figure also points out the uses of information activities (tasks)
about jobs. As may be seen from the figure, job
1. How is a task performed?
analysis is useful for several purposes, such as
personnel planning. performance appraisal and 2. Why is a task performed?
the like. Each phase in the process of job analysis 3. When is a task performed?
is explained in the paragraphs that follow.
B. Interface with other jobs and equipment
STRATEGIC CHOICES C. Procedures used
With regard to job analysis an organisation is D. Behaviors required on the jobs
required to make atleast five choices:
E. Physical movements and demands of the jobs
1. The extent of employee involvement in job
II Machines, Tools, Equipment and Work Aids
analysis.
Used
2. The level of details of the analysis.
A. List of machines, tools, etc. used
3. Timing and frequency of analysis.
B. Materials processed with items
4. Past-oriented versus future-oriented job
C. Products made with items
analysis.
5. Sources of job data. D. Services rendered with items

Figure 2: Process of Job Analysis

Strategic Choices Uses of Job Description and Job Specification:

• Personal Planning

• Performance Appraisal
Gather Information
• Hiring

• Training and Development

Process Information
• Job Evaluation and Compensation

• Health and Safety

Job Description • Employee Discipline

• Work Scheduling

Job Specification • Career Planning

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

III Job Context • Organizational design

A. Physical working conditions • Placement and Orientation
1. Exposure to heat, dust, toxic substances • Job evaluation
2. Indoor versus outdoor environment • Employee counseling:
B. Organizational context • Career Path Planning:
C. Social context
LIMITATIONS OF JOB
D. Work schedule ANALYSIS
E. Incentives (financial and non-financial) • Expensive May overlook certain intangible
IV Personal Requirements aspects of job because of tack of familiarity.

A. Specific skills • Needs training for effective job analysis severe

time burden imposed. Objectivity may be a
B. Specific education and training
problem collected. Less standardization of
C. Work experience data.
D. Physical characteristics • Problems with response patterns due to
ambiguity in job analysis questionnaire. Poor
E. Aptitudes
standardization of data restrictive job sample
BENEFITS OR USES OF JOB ANALYSIS (unless other employees in the same job also
• Employment analysis their jobs)

• Organization audit JOB ANALYSIS AT APSPDCL

• Training and development Analysis of jobs in the organization is a APSPDCL.
• Performance appraisal Considers job Analysis is as a primary task for
setting a baseline that enables Human Resources
• Promotionn and transfers
(HR) professionals to effectively manage job-
• Dissatisfaction and setting complaints related activities. Personal officer is responsible
• Discipline for conducting the processed Job analysis at
APSPDCL.
• Restriction of employment activity for health
reasons and early retirement In APSPDCL job analysis is useful for many
• Wage and salary administration reasons. It can facilitate employee performance
evaluations and promotions by identifying the level
• Induction
of work the employee has been accomplishing
• Industrial relations well and specifying the level of work required for
• Recruitment and Selection the new job.
• Compensation
FORM OF JOB DESCRIPTION
• HRP

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

JOB ANALYSIS RECORD FROM

Part 1 Part 2 Part 3 Part 4 Part 5

Duties / Tasks Activities Skills Abilities Knowledge Experience

Job Duties and Tasks for: “Electrical Engineer”

1) Confer with engineers, customers, and others to discuss existing or potential engineering projects and products.

2) Design, implement, maintain, and improve electrical instruments, equipment, facilities, components, products, and systems for
commercial, industrial, and domestic purposes.

3) Operate computer-assisted engineering and design software and equipment to perform engineering tasks.

4) Direct and coordinate manufacturing, construction, installation, maintenance, support, documentation, and testing activities to
ensure compliance with specifications, codes, and customer requirements.

5) Perform detailed calculations to compute and establish manufacturing, construction, and installation standards and specifications.

6) Inspect completed installations and observe operations, to ensure conformance to design and equipment specifications and compliance
with operational and safety

7) Prepare specifications for purchase of materials and equipment.

8) Supervise and train project team members as necessary.

9) Investigate and test vendors’ and competitors’ products.

11) Oversee project production efforts to assure projects are completed satisfactorily, on time and within budget.

12) Prepare and study technical drawings, specifications of electrical systems, and topographical maps to ensure that installation and
operations conform to standards and customer requirements.

APSPDCL
Name of company Job analysis record

Proposed job title Organization components Employee report Supervisor report to

For central staff use Position title Position code Date

Job grade : middle management

Job title : credit manager
Physical & health : normal health , able to visit ,factories, fields
Energy level & temperature : height ability to adjust to increasing temperature
Mental ability : alertness ability to read & perceive accurately
Special abilities : flexibility & adaptability
Special knowledge or skills : must know local language skills of conciliation
Skill in operating special equipment : driving to two wheeler & light vehicles
Degree of personal traits
Maturity : must be capable of accepting responsibility to recover
Self rehance : stick to own apprising decision
Creativeness : creative thinking in developing new schemes of advances
And recovery
Particular skills : calculating analytical interpretation apprising ECT….
others

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RESEARCH METHODOLOGY very important in the collection of data, is primary

Research means simply to say that “A search data and secondary data. Both primary and
for facts answers to questions & solution to secondary data are taken into consideration for
problem”. Research is the process of systematic the study of recruitment and selection.
and in-depth study of search of particular topic,
PRIMARY DATA
subject, or area investigation, involving collections
compilation presentation, interpretation of relevant This consists of original information gathered for
detail of data. Research methodology is a way to specific purposes. The normal procedure is to
solve the research problem systematically. It has interview the people individually and / or in a group,
many dimensions & research methods to to get the required data.
constitute past of research methodology.
SECONDARY DATA
NEED FOR THE STUDY This consists of the information that already exists
Procurement is the first operative function of somewhere, either in some Annual Records or
personnel management, which can be sub Magazines, etc., having been collected for another
divided into various sub functions like human purpose. Here the researcher has both Primary
resources planning, recruitment and selection. as well as Secondary data.
Management should determine the kind of
RESEARCH APPROACH
personnel required for a job and the number of
persons to be employed. The organization should The Questionnaire was administered through
also find out the right man for the right job in right direct contact with respondents.
time. Sample Design :

OBJECTIVES Sample size : 100

• To study the satisfaction level of employee Sampling Procedure : Convenience Sampling

regarding the existing job analysis procedure. Statistical tool : Simple percentage
• To know whether the employee specification method
match with job specification or not.
RESEARCH INSTRUMENT
• To study the aspects of job analysis in the
organization. The Research Instrument that is used in this
study is Questionnaire. A questionnaire consists
DATA SOURCES of a set of questions presented to the
Data is collected from primary and secondary respondents for their answer. The researcher has
sources. Collection of the data is of primary used questionnaire as the instruments of
importance the research process. Data which is research, to collect the information. A
collected for the purpose of research helps in questionnaire consists of both open ended and
proper analysis, which is helpful to conduct closed ended questions and personally
research effectively. The data source, which is
administered to the respondents.

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SAMPLE SIZE LIMITATIONS OF THE STUDY

Respondents are mostly selected from the • As time was a constraint, the study is limited
Executives and Non-Executives so the Sample to 100 respondents only.
Size is limited to ‘100’ due to availability and the
• Collection of adequate data is difficult because
busy schedule of the employees
of the busy schedule of employees.

SAMPLING PROCEDURE • Some employees may not fill the questionnaire

The Sampling method used was Random due to lack of interest.
Sampling. This Sampling Method was used • The study is restricted to kadapa branch only.
because of lack of time and lack of thorough
knowledge about the Universe. The sampling unit DATA ANALYSIS AND
mostly selected from Executives and Non- INTERPRETATION
Executives. The sample size was fixed to 100 1. Do you have at least 2 years of experience of
respondents; the sampling procedure is response the job?
form. Dimensions No.of Respondents Percentage of Respondents

Yes 50 50
STATISTICAL TOOL
No 50 50
In this research various percentage are identified
in the Analysis and they are presented pictorially Total 100 100

by way of Bar Diagrams and pie charts in order

Graph 1: Experience of Goals
to have a better quality.

QUESTIONNAIRE dESIGN
A structured questionnaire is designed consists
of closed ended questions and the respondents
were meet personally to get their responses.
INTERPRETATION
PERCENTAGE ANALYSIS The above table and graph shows that about 50%
Percentage refers to a special kind of ratio in of the respondents have 2 years of experience in
making comparison between two or more date the job and 50% of the respondents does not have
and to describe relationships between the data’s. at least 2 years of experience of the job.
Percentage can also be used to compare the
2. What is the education level you consider is
relative terms, the distribution of two or more
required to do your job?
series of data.
Dimensions No.of Respondents Percentage of Respondents
Percentage of Respondents Grade 10 40 40
Grade 11 35 35
= No. of Respondents/Total Grade 12 15 15

Respondents X 100 Other 10 10

Total 100 100

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Graph 2: Education Level Required to do the Job

INTERPRETATION 3. Does your work require the use of computers

or word processors?
The above table and graph shows that about 40%
Dimensions No.of Respondents Percentage of Respondents
of the employees have grade10,35% employees
have grade11,15% employees have grade12 and Yes 84 84

remaining 10% of employees have other No 16 16

education level in their organization. Total 100 100

Graph 3: Work Required Use of Computers

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INTERPRETATION 4. Does your job require you to develop new work

The above table and graph shows that 84% of methods, procedures or manuals?
the respondents said that their organization work Dimensions No.of Respondents Percentage of Respondents

require use of computers and remaining 16% Yes 76 76

respondents said that work does not require with No 24 24

computers.
Total 100 100

Graph 4: New Work Methods,Procedures or Manuals

organization and 24% of respondents said that

INTERPRETATION
work in their organization does not require new
The above table and graph shows that 76% of work methods.
the respondents said that job require to develop
new work Methods, procedures in their 5. Are you exposed to any of the following
conditions at your organization?
Dimensions No.of Respondents Percentage of Respondents

Foul language/verbal abuse. 10 10

Physical abuse 44 44

Threats 46 46

Clients,patients,students,taxpayers,generalpublic,etc., 0 0

Total 100 100

Graph 5: Exposed to Any of the Following Conditions

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INTERPRETATION INTERPRETATION
The above table and graph shows that about 10% The above table and graph shows that about 22%
of the employees faced foul language behaviour of employees strongly agree.50% of employees
and 44% of the employees faced physical abuse agree that job enlargement improves the ability
and 45% of the employees exposed to threats in of employees for performing different
their organization. responsibilities of the job,15% of employees dis
agree and the remaining 13% of employees
6. Job enlargement improves the ability of
strongly dis agree in the organization.
employees for performing the different
responsibilities of the job? 7. Are you satisfied with the job analysis activity
conducted at your organization?

Dimensions No.of Respondents Percentage of Respondents

Strongly agree 22 22

Agree 50 50

Dis agree 15 0

Neutral 0 15

Strongly disagree 13 13

Total 100 100

Graph 6: Job Enlargement Improves The Ability Of Employees

Dimensions No.of Respondents Percentage of Respondents

Yes 70 70

No 30 30

Total 100 100

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Graph 7: Job Analysis Activity Conducted At The Organization

INTERPRETATION INTERPRETATION
The above table and graph shows that about 70% The above table and graph shows that about 73%
of the respondents opined that their organization of the respondents opined that their organization
conducted job analysis activity and 30% said they required minimum amount of experience for
performing the job, and 27% said minimum
does not satisfied with job analysis activity.
amount of experience is not required for
8. If the minimum amount of experience is performing the job
required for performing the job?
9. The job analysis process is in tune with work
requirement at your company?

Dimensions No.of Respondents Percentage of Respondents

Yes 73 73

No 27 27

Total 100 100

Graph 8: Minimum Experience Required For Performing The Job

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

Dimensions No.of Respondents Percentage of Respondents

Strongly agree 70 70

Agree 20 20

Neutral 0 0

Dis agree 10 10

Total 100 100

Graph 9: Job Analysis Process Is In Tune With Work Requirement At The Company

requirement at their company 20% of the

INTERPRETATION
respondents are agreed and only 10% disagree
The above table and graph shows that about 70% with this in their company.
of respondents are strongly agree,with the job
analysis process is in tune with the work 10. Job analysis helps in differentiating one job
from all others?

Dimensions No.of Respondents Percentage of Respondents

Strongly agree 35 35

Agree 25 25

Neutral 0 0

Dis agree 20 20

Strongly disagree 20 20

Total 100 100

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Graph 10: Helps In Differentiating One Job From All Others

INTERPRETATION others 25% of the respondents agree 20% only

The above table and graph shows that about 35% dis agree and the remaining 20% are strongly dis
of the respondents are strongly agree that job agree in their organization
analysis helps in differentiating one job from all 11. Are you clear with concept of job rotation?
Dimensions No.of Respondents Percentage of Respondents

Yes 75 75

No 25 25

Total 100 100

Graph 11: Helps In Differentiating One Job From All Others

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INTERPRETATION and 10% dis agree, 5% of respondents are

The above table and graph shows that about 75% strongly disagree with this.
of the respondents said that the concept of job 13. Are you satisfied with working conditions in
rotation is good in their organization and 25% of your organization.
respondentsare not clear with concept of job
rotation. INTERPRETATION
12. Job analysis process is an essential activity The above table and graph shows that 54% of
for the achievement of organizational Goals? the respondents said that the working conditions
of their organization is good and 46% said that
INTERPRETATION they are not satisfied with working conditions in
The above table and graph shows that 65% of the organization .
the respondents are strongly agree, 20% of 14. Do your organization follow different job
respondents are agree with that the essential analysis techniques such as job Satisfaction
activity for the achievement of organizational goals and job enrichment?
Dimensions No.of Respondents Percentage of Respondents

Strongly agree 65 65

Agree 20 20

Neutral 0 0

Dis agree 10 10

Strongly disagree 5 5

Total 100 100

Graph 12: Job Analysis Process is an Essential Activity for the Achievement of Goals

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

Dimensions No.of Respondents Percentage of Respondents

Yes 54 54

No 46 46

Total 100 100

Graph 13: Working Conditions in Organization

Dimensions No.of Respondents Percentage of Respondents

Yes 75 75

No 25 25

Total 100 100

Graph 14: Organization Following Different Job Analysis Techniques

INTERPRETATION job satisfaction and job enrichment,a nd

The above table and graph shows that about 75% remaining 25% does not opined with this.
of the respondents said that their organization 15. Are you satisfied with the impact of job
follows different job analysis techniques such as rotation on productivity of organization?

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

Dimensions No.of Respondents Percentage of Respondents

Highly Satisfied 45 45

Satisfied 45 45

Neutral 0 0

Highly Dissatisfied 10 10

Total 100 100

Graph 15: The Impact of Job Rotation on Productivity of Organization

INTERPRETATION improves the relationship between superior and

sub ordinates and 10% of the respondents highly
The above table and graph shows that about 60%
dissatisfied with this.
of the respondents are highly satisfied 30%
satisfied and said that the impact of job rotation 17. Does job enlargement help career planning
on productivity of organization, 10% are highly and career progression of employees?
dissatisfied with this.
INTERPRETATION
16. Are you satisfied with statement: Job rotation
The above table and graph shows that about 72%
improves the relationship between
of respondents said that job enlargement help
Superior&sub ordinates?
career planning and career progression of
INTERPRETATION employees and remaining 28% of respondents
does not opined with this.
The above table and graph shows that about 70%
of the respondents are highly satisfied, 20% of 18. Does job enrichment act as effective
the respondents satisfied with job rotation motivator for employees?

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

Dimensions No.of Respondents Percentage of Respondents

Highly satisfied 42 42

Satisfied 44 44

Neutral 0 0

Highly Dissatisfied 14 14

Total 100 100

Graph 16: Job Rotation Improves the Relationship Between Superior and Sub Ordinates

Dimensions No.of Respondents Percentage of Respondents

Yes 72 72

No 28 28

Total 100 100

Graph 17: Job Enlargement Help Career Planning & Career Progression

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

Dimensions No.of Respondents Percentage of Respondents

Yes 76 76

No 24 24

Total 100 100

Graph 18: Job Enrichment Act as an Effective Motivator for Employees

INTERPRETATION enrichment does not act as effective motivator

for employees.
The above table and graph shows that about 76%
of the respondents said that job enrichment act 19. Does the data generated from job analysis
as effective motivator for employees in their is used as an input for various HR functions
organization and remaining 24% said that job Such as Recruitment and Selection,
performance appraisal, Training etc.?
Dimensions No.of Respondents Percentage of Respondents

Yes 65 65

No 35 35

Total 100 100

Graph 19: Job Analysis Is Used As An Input For Various Hr Functions

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INTERPRETATION FINDINGS
The above table and graph shows that about 75% • About 50% of the respondents have 2 years
of respondents said that job analysis is used as of experience in the job and 50% of the
an input for various HR functions such as respondents does not have at least 2 years of
Recruitment and selection, performance experience of the job.
appraisal, training, etc., and remaining 25% said
• About 40% of the employees have
that job analysis is not used as an input for various
grade10,35% employees have grade11,15%
HR functions.
employees have grade12 and remaining 10%
20. Does personal interview helps in better & of employees have other education level in
easier identification of desired Competencies? their organization.
• Mostly 84% of the respondents said that their
INTERPRETATION
organization work require use of computers
The above table and graph shows that about 80%
and remaining 16% respondents said that work
of the respondents said that their organization
does not require work to be done with
personal interview helps in better and easier computers.
identification of desired competencies of
employees 20% said that it does helps in • About 76% of the respondents said that job
identifying of desired competencies of employees. require to develop new work Methods,
procedures in their organization and 24% of
FINDINGS, SUGGESTIONS respondents said that work in their organization
AND CONCLUSION does not require new work methods.

Dimensions No.of Respondents Percentage of Respondents

Yes 80 80

No 20 20

Total 100 100

Graph 20: Personal Interview Helped In Better & Easier Identification of Desired Competencies

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

• About 10% of the employees faced foul • About 65% of the respondents are strongly
language behaviour and 44% of the employees agree, 20% of respondents are agree with that
faced physical abuse and 45% of the the essential activity for the achievement of
employees exposed to threats in their organizational goals and 10% dis agree, 5%
organization. of respondents are strongly dis agree with this.

• About 22% of employees strongly agree.50% • About 54% of the respondents said that the
of employees agree that job enlargement working conditions of their organization is good
improves the ability of employees for and 46% said that they are not satisfied with
performing different responsibilities of the job, working conditions in the organization.
15% of employees dis agree and the remaining • About 75% of the respondents said that their
13%of employees strongly dis agree in the organization follows different job analysis
organization. techniques such as job satisfaction and job
enrichment,and remaining 25% does not
• About 70% of the respondents opined that their
opined with this.
organization conducted job analysis activity
and 30% said they does not satisfied with job • About 60% of the respondents are highly
analysis activity. satisfied 30% satisfied and said that the impact
of job rotation on productivity of
• About 73% of the respondents opined that their
organization,10% are highly dissatisfied with
organization required minimum amount of
this.
experience for performing the job,and 27%
said minimum amount of experience is not • Mostly 70% of the respondents are highly
required for performing the job. satisfied, 20% of the respondents satisfied with
job rotation improves the relationship between
• About 70% of respondents are strongly superior and sub ordinates and 10% of the
agree,with the job analysis process is in tune respondents highly dissatisfied with this.
with the work requirement at their company
• About 72% of respondents said that job
20% of the respondents are agreed and only
enlargement help career planning and career
10% disagree with this in their company.
progression of employees and remaining 28%
• About 35% of the respondents are strongly of respondents does not opined with this.
agree that job analysis helps in differentiating
• About 76% of the respondents said that job
one job from all others 25% of the respondents
enrichment act as effective motivator for
agree 20% only disagree and the remaining
employees in their organization and remaining
20% are strongly dis agree in their
24% said that job enrichment does not act as
organization.
effective motivator for employees.
• Mostly 75% of the respondents said that the • About 75% of respondents said that job
concept of job rotation is good in their analysis is used as an input for various HR
organization and 25% of respondentsare not functions such as Recruitment &selection,
clear with concept of job rotation. performance appraisal, training, etc., and

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Int. J. of HRM & Org. Bev., 2016 Shaik Rehana Banu et al., 2016

remaining 25% said that job analysis is not suggestions for the development of
used as an input for various HR functions. organization.
• Mostly 80% of the respondents said that their • The conditions like threats , verbal abuse,
organization personal interview helps in physical abuse etc should be avoided at the
better&easier identification of desired organization ignored to make the employees
competencies of employees 20% said that it ease at the job.
does helps in identifying of desired
competencies of employees. CONCLUSION
Based on the findings and suggestions, we
SUGGESTIONS conclude that the job analysis at APSPDCL, is
Some of the suggestions have been chalked out satisfactory. After conclusion an study of job
based upon findings, if the organization feels analysis in APSPDCL, we have arrived to the
valuable can be implemented by the following conclusions. Their skills and
management. qualifications match with job specification
company. Their job gives satisfaction and
• With the compensation package adopted by
motivation towards the work. They are able to
the company the employees are not satisfied.
identify the same job in practice what are
because the compensation package will not
mentioned in the job description. Their job
meet the job levels so it is suggests to the
provides more opportunities for their growth and
company try to satisfy the all levels of
development. Proportionally equal number of
employees by adopting a good or a employee
respondents is satisfied and dissatisfied the
satisfactory compensation package.
restructuring of designation in the company.
• From the job analysis we observe that
proportionally half of the employee dissatisfied BIBLIOGRAPHY
with the restructuring of designation. I suggest 1. Aswathappa, Human Resource and
the management to create the awareness Personnel Management.
among the employees about the importance
2. Gupta C B, Human Resource Management.
of restructuring of designation.
3. Tripathi P C, Personal Management & Industrial
• If training is given the employees there is a
Relations.
possibility of improving the skills of the
employees that matches with job 4. Subbarao P, Human Resource Management.
specification.I suggest the management
should extend the training programmed to WEBSITES
employees. 1. www.apspdcl.com
• The organization should give importance to the 2. www.google.com
experienced people equal to the freshers so
3. www.Amazon.com
that the organization doesnot lack the superiors
4. www.HR.com

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QUESTIONNAIRE
A Study On The Job Analysis

Name :

Designation :
Department :
Qualification :
Year of experience :
1. Do you have at least 2 years of experience of the job? ( )
a) Yes b) No
2. What is the education level you consider is requiredto do your job. ( )
a) Grade 10 or less b) Grade 11
c) Grade 12 d) other
3. Does your work require the use of computers or word processors? ( )
a) Yes b) No
4. Does your job require you to develop new work methods,procedures or manuals. ( )
a)Yes b)No
5. Are you exposed to any of the following conditions at your organization. ( )
a)Foul language/Verbal abuse. b)physical abuse.
c)Threats d)clients,patients,students,taxpayers,generalpublic,etc..,
6. Job enlargement improves the ability of employees for performing the different
responsibilities of the job? ( )
a) Strongly agree b) Agree
c) Dis agree d) Neutral e) Strongly dis agree
7. Are you satisfied with the job analysis activity conducted at your organization. ( )
a) Yes b) No
8. If the minimum amount of experience is required for performing the job? ( )
a) Yes b) No
9. The job analysis process is in tune with work requirement at your company. ( )
a) Strongly agree b) Agree c) Neutral
d) Disagree e) Strongly disagree

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QUESTIONNAIRE (CONT.)
10. Job analysis helps in differentiating one job from all others. ( )
a) Strongly agree b) Neutral c) Disagree
d) Agree e) Strongly dis agree
11. Are you clear with concept of job rotation? ( )
a)Yes b)No
12. Job analysis process is an essential activity for the achievement of organizational
goals. ( )
a) Strongly agree b) Neutral c) Disagree
d) Agree e) Strongly dis agree
13. Are you satisfied with working conditions in your organization. ( )
a) Yes b) No
14. Do your organization follow different job analysis techniques such as job satisfaction &
job enrichment. ( )
a) Yes b) No
15. Are you satisfied with the impact of job rotation on productivity of organization. ( )
a) Highly Satisfied b) Satisfied
c) Neutral d) Highly Dissatisfied
16. Are you satisfied with statement:Job rotation improves the relationship between
superior & sub ordinates? ( )
a) Highly Satisfied b) Satisfied
c) Neutral d) Highly Dissatisfied
17. Does job enlargement help career planning & career progression of employees? ( )
a) Yes b) No
18. Does job enrichment act as effective motivator for employees? ( )
a) Yes b) No
19. Does the data generated from job analysis is used as an input for various HR functions
Such as Recruitment &Selection,performanceappraisal,Training etc.., ( )
a) Yes b) No
20. Does personal interview helps in better & easier identification of desired competencies.( )
a) Yes b) No

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