“SYNOPSIS OF THE PROJECT REPORT”

TITLE OF THE PROJECT:

 MAIN TITLE:

Application of job analysis as a strategic human resource management tool and

practice: A case of Bharat Aluminum Company limited in Chhattisgarh

 SUB TITLE:

A study on importance of establishing a job analysis exercise in an organization

and its effect on the employee’s and organizational performance: case of Bharat
Aluminum Company limited in the city of Korba, Chhattisgarh India”
OBJECTIVES OF THE PROJECT:

1. The objective of this study is to determine the extent to which job analysis is applied
as a human resource management tool in BALCO in pursuant of the achievement of
their set targets & to study & analyze the job analysis & job evaluations system in
BALCO, &to identify practices of job description in organizations &to identify the
activeness of participation

2. To examining & determining the extent to which BALCO Organization incorporates

job analysis in its HRM scheme &the extent to which the incorporation of Job analysis
influences personnel utilization & to assess the factors of job description which affect
employee performance & to mitigate the challenges of the job description by making
recommendations to the organization

3. To find out barriers & major gaps in HR practices in BALCO organization, & to know
the view of the employees regarding job analysis & to generate training needs from the
gaps identified &convince management to conduct respective trainings, unlike current
practice of contractor conducting training

4. To identify the gap that exists between the expectation of the management in terms of
roles &responsibilities &that which actually exists in the organization & to identify the
area for conducting job analysis & to identifying the importance of implementing such
program & to analyze the system in developing competency.

5. To identify the effectiveness of job analysis & job evaluations process & to identifying
the major benefits derivable from incorporating job analysis & to identify the different
types of jobs under different departments of the Power plant. & identifying the duties,
responsibilities, authorities, required for performing the tasks in each department.

6. To examine & study the relationship between organizational performance in respect

with, job description, job specification, job design, job evaluation, & organizational
policies & practices, in context to Bharat Aluminum Company limited.
SIGNIFICANCE OF PROJECT

Job descriptions and job analyses are used every day in organizations, and while research
provides guidelines for what should be included in each of these and how each should be
constructed this is not necessarily what is done in practice. The first purpose of this study was
to examine precisely what job descriptions in the field contain and to determine whether or not
common practice is consistent with what is recommended in the literature. The second
purpose of this study was to examine the relationship between the job description and the job
analysis. The job description is based on a job analysis. Job analysis can be based on job
description; there should be significant overlap between a job description and a job analysis
for a given job because they both should have been based on information about the same job.

This information of job analysis will contribute to the knowledge of the researchers as well as
provide much needed information to the human resource managers. The outcomes of the
present study would be useful to the BALCO management as they search for ways to increase
organizational performance &maximizing job satisfaction Observing &documenting the
factors which influence job performance of an employee will form a data bank of information
that will be useful to the organization. Knowledge of such information will facilitate a better
method of manpower planning by the management. Indeed, this study defines how job
analysis flows in the private sector organization like BALCO

This study will assist the BALCO management team to understand the importance of Job
analysis as a human resource management tool, which contributes positively to the
achievement of set targets and obligations. The findings of this study are expected to provide
managers of BALCO organization with insight into the benefits of using Job analysis as a
human resources management technique for human resource planning, evaluating work
environment, working Tools and fixing staff remuneration in relations to the importance of the
positions held in the organization. The findings will also attract other researchers to venture
into strategies that improve human resources management that have not been studied in this
context. It is also hoped that this study would help reiterate the fact that local environment
constraints, though a limiting factor as far as attaining world class status performance is
concerned, do not hinder the application of Job analysis as a human resource management tool
in organization. The study will provide information to potential scholars and researchers on
the level of applicability of job analysis in BALCO organization in Chhattisgarh. This will
expand the existing knowledge associated with job analysis and identify areas of further study.

A regular or proactive job analysis practices help to identify factors that shape the employees`
motivation and job satisfaction. Bharat Aluminum Company limited faces the problem on
managing its human power &not occupying delightful performance from last three consequent
years. The study aim to examine relationship between organizational performance &employee
job analysis in context to Bharat Aluminum Company limited, KORBA district, Chhattisgarh
DATA SOURCES &METHODOLOGY:

SAMPLE DESIGN

The sample is the representative unit of population. The researcher has taken the employees as
sample for this research since in this research researcher collected sample according to own
convenience so sample is convenient sample &sample size of research is 47. The sample size
refers to number of item to be selected from universe to constitute sample, sample size should
neither be excessively large nor too small. It should be optimum. An optimum sample size is a
one which fulfills the requirement of efficiency, representativeness, reliability, &flexibility

 Sample Element : Outsourced Employees of CPP II

 Sample Size : 47 samples

 Sample Media : Questionnaire

 Sampling Method : Simple Random Sampling

SOURCES OF DATA

The task of data collection begins after a research problem has defined. Researcher should
keep in mind two sources of data collection are namely primary &secondary:

Primary Data: The primary data are those, which are collected afresh and for the first time,
and thus happen to be original in character. Primary data are collected through survey from the
employees of the organization using questionnaire.

Secondary Data: The secondary data on the other hand are those which have already been
collected by someone else &which have already been passed through the statistical process.
Secondary data are collected from the books, magazines, &internet
LIMITATIONS OF THE STUDY

 The study was of only two months

 The sample size is too small

 The personal interview wasn’t allowed

 Due to some strict rules of the company all documents couldn’t be

accessed

 Data available wasn’t sufficient there was lack of availability of data

as most of it was confidential for company

 Due to the busy schedules of heads &employees they were unable to

impart time.

 Most of the times respondents roam from one plant to another aren’t
so that, they were not available to guide.

 Language was a major factor during questionnaire filling.

 Due to poor communication of employees/workers accurate results

couldn’t be found.

 Due to low awareness of worker they are unable to give proper view.
FURTHER SCOPE FOR THE STUDY

This study shows that most job descriptions contain the components recommended. But it also
demonstrates the need for greater research in the area of job descriptions. There has been very
little research on job descriptions themselves. Further research needs to be conducted to
determine if other types of organizations follow the recommendations. The average length of
job descriptions, stating that most were between two and three pages, which are consistent
with the recommendations set forth by Gael (1988) However, the rest of the research of
content &structure of job descriptions is rather sparse. This leaves an opening for new
research to be done on job descriptions.

The one of the most significant contributions of this study is to further illustrate that who’s
completes a job analysis and the amount of information that the person has regarding the job
influences the job analysis. While this study did not measure the accuracy of the job analyses,
that the amount and type of information that the person completing the analysis has, as well as
their exposure to the job can influence the accuracy of job analysis ratings. HR professionals
and supervisors were found to differ in the amount of agreement between the job descriptions
and the job analyses.

Further research should be done on how changing economic conditions affects job analyses
&job descriptions. Those filling jobs today may have more responsibilities and more required
KSAs than those who had that same job 5 years ago. This change in the economic climate may
explain why so many more KSAs were selected in the job analyses than were indicated as
being needed in the job descriptions. More research needs to be done to determine if there is
in fact a link between the amount of KSAs required and the economic climate.

Research that extends beyond the lab and looks at how both small and large organizations
handle job descriptions and job analyses, and what affects the agreement and accuracy of the
job analyses is needed. The research study revealed that a large number of respondents
considered job analysis as a simple managerial exercise that can be conducted by any officer
heading a division or program. It might be interesting to conduct a survey on service
organization focusing on this aspect. The sample for such a study should include organization
that has carried out job analysis in order to assess the difference.
Further additional studies should be carried out to establish what other factors contribute to
poor performance in organization apart from the application of job analysis as a human
resource management tool and challenges the organization face in applying other human
resource management techniques. The strengths &limitations of the present study can serve as
a useful guide for future research efforts.

One avenue for future research would be to expand the current model with other relevant
moderating variables such as a firm’s business strategy, management’s leadership style and
strategic orientation. The possible contribution of flexible work environment, empowerment
of employees &other best HR practices to organizational performance also needs to be
considered in future research.

Empirical investigations of the interaction effects of such HR practices in particular will help
further elaborate the process by which job analysis contributes to organizational performance.
A challenging opportunity for future research is to document, with appropriate measures and
research designs, that job analysis is indeed a key practice in systems of high-performance HR
practices identified in the current HR literature.

The second avenue for the future research would be to examine the research hypotheses
developed in this study with case study &longitudinal designs. It would be worthwhile to see
how performance of a company changes over time as it implements a proactive job analysis
practice. Research in this direction might begin with small-scale pre-post types of study to
compare performance of companies at different points, before &after they implement a certain
job analysis practice.

However, since nearly all companies have some form of job analysis system in place (though
not equally active) pre post studies could make valuable contribution by assessing relative
impact of competency focused &conventional job analysis approaches among companies
considering experimenting with the competency-focused approach.

Present study may serve as an impetus for HR professionals &practitioners alike to undertake
such studies. Project throws light on need for Job description &Job Specification, This study
facilitates the management for further improvement on the same. This study will be useful
when similar kind of research is undertaken.