04-05-2013, 02:49 PM
STUDY OF JOB DESCRIPTION IN SANSERA ENGINEERING PVT.LTD.
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EXECUTIVE SUMMARY
Preparation of project report is an inseparable part of management studies. It gives a thorough insight and proper understanding to the student of intricacies of the business situation.
The title of the project is ‘Study of Job Description in Sansera Engineering Pvt. Ltd.’. The project was conducted in Sansera Engineering Pvt. Ltd, Pune. My training period was for two months. Under this project I was supposed to prepare Job Description for various designations across the organisation.
Introduction:
Realistically speaking, many jobs are subject to change due either to personal growth, organizational development, and/or the evolution of new technologies. Variety of jobs means vacancy in the organization which needs to be filled but again according to the organization’s requirements.
The organization’s requirement is reflected by job description of the organisation.An accurate job description is very useful when an employee, applicant, or government agency challenges a hiring or other employment decision. Job descriptions may even be requested by agencies investigating disputes that are not resolved internally.
A job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles. A task is a typically defined as a unit of work, that is, a set of activities needed to produce some result, e.g., vacuuming a carpet, writing a memo, sorting the mail, etc. Complex positions in the organization may include a large number of tasks, which are sometimes referred to as functions. Job descriptions are lists of the general tasks, or functions, and responsibilities of a position.
Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job. Note that a role is the set of responsibilities or expected results associated with a job. A job usually includes several roles.
In other words job descriptions are written statements that describe the duties, responsibilities, required qualifications, and reporting relationships of a particular job. They are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work. Job descriptions clearly identify and spell out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.
IMPORTANCE OF JOB DESCRIPTION:
•The job description is a formal method of communicating work planning and feedback. This can help an organization identify areas of weakness of an incumbent and focus training efforts in these areas.
• It’s a definite asset for wrongful termination lawsuits or claims of prejudice and/or discrimination.
•This is particularly valuable for recruiting as potential employees can obtain a clear understanding of the job during the interview.
SANSERA – CORPORATE SOCIAL RESPONSIBILITIES
At Sansera we consider Corporate Social Responsibility as an effort to influence the society in a manner that earns the trust and respect of society and the stake holders.
CSR in Sansera mainly consists of corporate donations, Partnerships and employee engagement focusing in the area of Education health and Environment.
Corporate donations have been given to promote health and environment awareness. In partnership, Sansera has constructed school buildings in the rural areas. Through employee engagement, Blood donation camps are conducted and Cultural programmed in Kannada "Hasire Usiru" i.e Green is Life are organized to bring in environmental awareness.
Sansera Foundation a charitable trust of Sansera is involved in promotion of education by awarding scholarships to poor rural students and creation of educational facilities in semi-urban and rural areas.
Need for Writing New Job Descriptions and Updating Existing Ones
Organizations could undergo restructuring, expansion, downsizing or relocation. Companies, departments and teams change and also business priorities as well as technologies. This could result in the job functions of employees changing to accommodate the changes in their organizations. Employee might assume new responsibilities or leave out tasks that were not working very well. Such changes should not be ignored and strict adherence to the old job descriptions would be counterproductive to organizational well being. In the event that the job functions of the employees change, it is imperative that their job description change as well. In essence, after writing initial, job descriptions, there are a number of good reasons to update them in accordance with the changes taking place in the job functions of the employees (Mader-Clark, 2008). The bottom line is that just as it is important to write new job descriptions when an employer is planning to hire new employees, it is equally important to continually update job descriptions to keep them relevant with the real job functions of employees in the organization ( Mader-Clark, 2008) and (Gan and Kleiner, 2005).
Process of Developing a Set of Thorough and Current Job Descriptions
According to Heneman and Judge (2009), as far as the process of writing new job description or updating existing ones is concerned, it should encompass the following elements:
1. Defining the need to revise job description format.
2. Job analysis.
3. Updating or creating new job descriptions for every classification and making sure that they are premised on current and proper information.
4. Making an assurance that the description meets all legal standards for every position.
5. Job evaluation.
6. Updating.
The first step here normally concerns making a comprehensive definition of the need to revise the job description format and this is done while using pre-existing information and format as much as possible in order to minimize costs and time as well.
Job analysis can be described as the process of making study of jobs for the purposes of collecting, analyzing, synthesizing and reporting information concerning job requirements.
Job evaluation can be described as the process of systematically making a determination of the relative value of jobs within the organization. Here, the ranking method is the most appropriate and simple to administer.
In essence, the worth of the job is normally based on judgment of skills, responsibility, effort and also working conditions.
Qualifications:
This section outlines the education, experience, knowledge and abilities needed for the position. Describe any specific diplomas, certifications, degrees required .Also, include any experience requirements such as OSHA training, CPR training, HIPAA compliance knowledge, etc. If you are using the job description as a hiring tool, these listed qualifications help identify candidates and objectively screen out the unqualified ones. An example for a dental hygienist may include: must hold current hygiene license from the State of Wisconsin, have five (5) years’ experience, have administrative ability, can do public speaking, etc. An example for a secretary may include: must have skill in using a personal computer, have knowledge of various (could enumerate) software packages, possesses skill to type 50 words a minute, etc. Some jobs may have special requirements like periodically working weekends, or putting in overtime at peak work periods, etc. These facts should be included in the job description qualifications.