INTRODUCTION

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 |ROWTH OF THE |ROUP
j The genesis of Escorts goes back to 1944 when two
brothers,Mr.H.P.NANDA&Mr.YUDI NANDA,launched
escorts(agents) ltd.

G 1960- set up of escorts limited.

G 1961- setting up of manufacturing base at faridabad for

manufacturing of tractors.

Escorts Company Management

j MR.RAJAN NADA- CHAIRMAN OF THE BOARD
j (MANA|IN| DIRECTOR)

MR.NIKHIL NANDA- JOINT MANA|IN| DIRECTOR

MR.|.B.MATHUR - VICE PRESIDENT-LAW,

j (COMPANY SECREM
)
 Synopsis
j Topic
0 Develop job descriptions to help in evaluating the most
important outcomes we need from an employee performing
a particular job.
0 Develop well written job descriptions to tell an employee
where their job fits within the overall department.
Project Objective
0 To determine the duties ,responsibilities and organizational
relationship that constitutes a job.
0 Emphasizes on quality, continuous improvement, and high
performance.
Subject Matter
0 Analysis of the task, activities, working conditions,
compensation &accountability of a particular job.
Research Methodology

j Research means a scientific &systematic search for information on a

specific topic.
j The methodology adopted for analyzing &collecting the data is through:-
j Primary data
j Secondary data
j Sample size- 110 employees.
j Open ended questions - No options or predefined categories are
suggested.The respondent supplies their own answer without being
constrained by a fixed set of possible responses. Examples of types of open
ended questions include:
j Ú

 - For example, ´What is your opinion of
questionnaires?µ
is project includes a brief report with the consultation of the workers
&employees.

j .Information is easily available from a company's website, business reports,

newspapers/published data &old job descriptions of employees with the
company.
Job description& contents
j Job description implies objective listing of the job, tasks ,
duties and responsibilities involved in the job. It is a written
statement of what the job holder does, how it is done, under
what conditions it is done and why it is done.
j It describes what the job is all about, throwing light on the
job content, environment and conditions of employment. It is
descriptive in nature and defines the purpose and scope of a
job.
j The main purpose of writing a job description is to
differentiate the job from other jobs and state its outer
limits.
 Duestionnaire
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j Who are the people who report to you and/or you are
responsible for (examples:
j supervisors, machine operators, shipping room
personnel, office personnel, etc.)? List them below. (Jobs,
not their names).
j Jobs They Do Number Of People
j If there are any other responsibilities that you feel you
have total responsibility and authority for, please list
them below in your own
words.___________________
j Decision making
j 1.Describe the type of decisions made alone

j 2. Those on which peers must be consulted

  


j a. Regular office conditions-

b. Exposure to extreme temperature-

c. Exposure to high noise levels-

d. Exposure to fumes-

e. Exposure to dirt-

f. Other-
j Respondent who are satisfied with the
superior& respond well to him?
j 2.Employees who are satisfied by the working
conditions of the plant.
j . Do your supervisor consult with you
(employees) while taking decisions.
 Findings
j From the pie charts & questionnaire it is clear that
majority of the employees are satisfied with the
supervisors response to them .
j Supervisors and peers consult each other on respective
topics.
j Some of employees are confused &harsh while writing
the answers.
j Employees are responsible towards their task and
duties.
 limitations
j Poorly written job description ,the fact are vague,
untimely, unused.
j They not use employee job description as part of their
day to day work.
j Lack of creative thinking &flexibility in the employee i.e.
´That·s not my job", ´No I don·t knowµ.
 Recommendations
0 Job description must be used to communicate the
company direction to the employees.
0 They must set clear expectations for what you expect
from people..
0 They must be updated according to the internal
postings &recruitment process. .
0 Information provided must be realistic timely used.
 conclusion
j Employee job description are used in obtaining
employee ownership and support for the position and
to trace the parameters of the skills and abilities you
seek for the position. In hiring ,well written employee
job description can help you make good hiring decisions.
And hiring the right team is critical for your future
success .
 Thanks
j I thank everyone who has contributed to make this
experience complete and learned.
j Thanks to Mr. A.P Singh &Mr.K.R.Mishra for their
support and encouragement.