HR Internship Report

Table of Contents:
S.NO. CHAPTER TITLE Page

No.
1. DECLARATION 2
2. ACKNOWLEDGMENT 3
3. EXECUTIVE SUMMARY 5-6
4. INTRODUCTION 7-13
4.1 About The Company.....................
4.2 About The Topic.........................................
5. LITERATURE REVIEW 14-25

5.1 Job Analysis.................
5.2 Job Description................
5.3 Job Specification.......................
5.4Steps Of Job Analysis...................
5.5 Various Methods Of Collecting Job Analysis
Information....................................................
5.6Advantages Of Job Analysis........................
6. PROJECT METHODOLOGY 26-27
6.1 Problem Identified..................
6.2 Objective Of The Project..............
6.3 Project Design......................................
7. DATA TYPE AND DATA COLLECTION 28-29
8. PROJECT OUTCOME 30-47
8. LIMITATIONS & CONCLUSION 48-49
9. UTILITY OF THE PROJECT 50-52
11. ANNEXURE 53-56
12. BIBLIOGRAPHY 57
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Job Analysis
2
Job Analysis
EXECUTIVE SUMMARY
This is a live project of Job analysis: job description and job specification of different
designations of various departments at L&T MHPS Boilers Pvt. Ltd. The project was
started on 1stof May, 2018 after knowing all the relevant information about the
organization including its hierarchical design and organizational HR policies under the
guidance of Mr. Pankaj Chavda – Manager Human Resources and Mr. Tejash
Abuwala – Industrial Relations.
● The first part of internship is to understand the different departments of the

company for which job description and job specification has to be prepared. This
company is a boiler pressure parts manufacturing company and they have various
departments like SCM pulveriser, quality control and quality assurance ( for
pressure parts and for pulveriser), production department of pressure parts (i.e. all
the different shops where manufacturing of pressure parts is being done like
header &pipe shop, coil shop), tools engineering department, outsourcing
department and procurement, stores, logistics & material department, outsourcing
department.
● The second part of internship is to meet with people of different departments to
understand the role and responsibilities of their subordinates because the
immediate superior knows the roles and responsibilities more clearly than the
current job incumbent and after getting the information from the immediate
superior, the same information was asked to the current incumbent of that position
to get a more reliable information
job Analysis
3
Job Analysis
The process of compiling, maintaining, reviewing, and modifying data aboutvarious jobs
mainly for the purpose of developing job descriptions and job Specification is called job
Analysis.
Job description:
A written statement of what the jobholder does, how it is done, and why it is done. It
should be accurately portray job content, environment and conditions of employment.
Job specification:
The minimum acceptable qualifications that a job incumbent must possess to perform the
job successful .Based on the information acquired through job analysis, the job
specification identifies the knowledge, skills and abilities needed to do the job effectively
❖ Apart from this, for the period of 2 months, I did the following activities too as a part of my
learning experience in the organization:
➢ Learning & Development: Framing a Training Calendar, maintaining a Management
Information System for all the Trainings conducted in a year for both Staff and
Workmen. Prepared Data for Training Audit.
➢ Data Maintenance: Record and maintain the personal details of Staff and Workmen in
SAP. The organization uses PA20, PA30 AND PA40 for record and viewing of the data.
Also had an exposure to the Attendance Maintenance System.
➢ Payroll: Understand the payroll structure for both Staff and Workmen. Record the data
of each workmen’s Flexi Allowances which they get as a performance appraisal reward.
➢ Employee Engagement: Along with the HR team helped in organizing some employee
engagement activities like Birthday Celebrations and Welcome Party for new joinees in
staff. Prepared a Employee Engagement Survey to know the efficiency of employee
engagement and fun activities of the Organization.
➢ Attrition Analysis: Record the data of separated employees in a year. Prepared an
analysis report based on the data, and provide the recommendations to minimize the
attrition rate in the Organization.
➢ Recruitment: Sourcing of CVs from Naukri. Maintaining a Role allocation sheet to keep
track of new joinees. Recording necessary details from potential candidate as per the
company guidelines and scheduling interviews.
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Job Analysis
Chapter-4:
Introduction
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Job Analysis
Brief introduction about company

Company Introduction:
Larsen & Toubro is a major technology, engineering, construction, manufacturing and financial
services conglomerate, with global operations. L&T addresses critical needs in key sectors -
Hydrocarbon, Infrastructure, Power, Process Industries and Defence - for customers in over 30
countries around the world.
L&T is engaged in core, high impact sectors of the economy and our integrated capabilities span
the entire spectrum of ‘design to deliver’. With over 7 decades of a strong, customer focused
approach and a continuous quest for world-class quality, we have unmatched expertise across
Technology, Engineering, Construction, Infrastructure Projects and Manufacturing, and maintain
a leadership in all our major lines of business.
Every aspect of L&T's businesses is characterized by professionalism and high standards of
corporate governance. Sustainability is embedded into our long-term strategy for growth.
The Company’s manufacturing footprint extends across eight countries in addition to India. L&T
has several international offices and a supply chain that extends around the globe. L&T
comprises the following independent companies:
1. Building &factories
2. Infrastructure
3. Industrial projects & water
4. Electrical construction
5. Hydrocarbon
6. Heavy engineering & systems
7. Electrical & automation
8. Machinery & industrial products
L&T POWER- L&T power limited is a wholly owned subsidiary of Larsen &Toubro, with a
mandate to integrate its varied offerings in the thermal power sector. L&T power seeks to partner
with its customers in providing solutions that best address their needs. In-house strengths are
supplemented b collaborations with global leaders in the fields of engineering & manufacturing.
This work with the best in global power industry to generate collaborative solutions that are fine-
tuned to specific local requirements .It draws on the strengths of its partnership with:
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Job Analysis
▪ Mitsubishi heavy industries, Japan ( manufacturer of super critical boilers, turbine &
generators)
▪ Clyde-begemann, EEC Inc, USA, for ESPs above 300M.W.
▪ Howden group, UK, for boiler fans and air pre heaters
▪ CMI, BELGIUM AND CMI, EPTI, USA, FOR HRSGs
▪ Sergent & Lundy, LLC, USA FOR Power plant engineering.
Its commitment to the environment is exemplified through its distinctive super critical
technology, widely acknowledged as being more environment friendly than conventional
modes of generating power.
MAJOR COMPETITORS :
1. BHEL
2. Doosan Corporation
3. BGR-Hitachi
4. Bharat Forge- Alstom
L&T-MHPS Boilers Private Limited (formerly known as L&T-MHI Boilers Private Limited)
is a 51:49 Joint Venture Company formed on 16th April, 2007 in India between Larsen &
Toubro Limited (L&T), India and Mitsubishi Hitachi Power Systems(MHPS), Japan for
engaging in the business of design, engineering, manufacturing, selling, maintenance and
servicing of Supercritical Boilers and Pulverisers in India.
The Company has established manufacturing facility that can manufacture pressure parts and
pulveriser at Hazira, near Surat in the state of Gujarat with the technological support from
Mitsubishi Hitachi Power Systems.
Manufacturing
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Job Analysis
L&T- MHPS Boilers (formerly known as L&T-MHI Boilers Private Limited) has established
state of art manufacturing facility for Pressure Parts and Pulverisers for super critical boilers at
Hazira in Gujarat. The current installed capacity is 4000 MW per year. The facility has systems,
processes, machinery, manufacturing capabilities which are the best in its class. Today we can
boast of creating such a facility in India which is unique and augurs well for the Indian Power
Equipment requirement.
In Pulveriser manufacturing facility, the plant layout is designed for optimum movement of
material. Also many of the production accessories are designed and facilitated to achieve the
ergonomic workstation design to reduce the fatigue of the people working in the area.
There has been lot of thrust and emphasis on system driven approach since inception and MHPS
has put lot of emphasis on training and development of workforce skill development.
For the on job Shop Floor experience a MHPS Technical Advisory Team has been placed at
L&T- MHPS Boilers Hazira Manufacturing Complex to assist the Engineers and Supervisors in
fabrication activities. With their in depth knowledge and proficiency in manufacturing of Super
critical boilers, we have been able to develop our workforce too.
After starting the full load production a Quality Patrol Team has been formed including the
MHPS and L&T- MHPS Boilers persons. This team takes in frequent visits in fabrication shops
and suggests various measures for improvement. These suggestions are related to safety,
improving productivity and qulity of products.
L&T-MHPS Boilers manufacturing facility at Hazira has been continuously striving to achieve
manufacturing excellence. The Quality Management System of L&T-MHPS Boilers Private
Limited (formerly known as L&T-MHI Boilers Private Limited) has been certified to ISO
9001:2008 by M/s. Lloyd's Register Quality Assurance Limited. The Quality Management
System is applicable to Marketing, Design, Engineering, Project Management, Procurement,
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Job Analysis
Manufacturing, Erection, Installation, Construction & Commissioning of SuperCritical Boilers
and Pulverisers for power projects.
Principles
Larsen & Toubro Limited (L&T) is a technology, engineering, construction and manufacturing
company. It is one of the largest and most respected companies in India's private sector.
More than seven decades of a strong, customer-focused approach and the continuous quest for
world-class quality have enabled it to attain and sustain leadership in all its major lines of
business.
L&T has an international presence, with a global spread of offices. A thrust on international
business has seen overseas earnings grow significantly. It continues to grow its overseas
manufacturing footprint, with facilities in China and the Gulf region.
The company's businesses are supported by a wide marketing and distribution network, and have
established a reputation for strong customer support.
L&T believes that progress must be achieved in harmony with the environment. A commitment
to community welfare and environmental protection are an integral part of the corporate vision.
Mitsubishi Hitachi Power Systems (MHPS ), Japan is one of the world’s leading heavy
machinery manufacturers, with consolidated sales of over USD 34 billion. Its diverse line-up of
products and services encompasses energy, material handling and transportation equipment,
aerospace, machinery & steel structures and shipbuilding & ocean development.
MHPS has over five decades of experience in manufacturing supercritical boilers and turbine-
generators. It possesses state-of-the-art technology, and has the world's most extensive references
of large capacitysupercritical boilers and turbines.
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Job Analysis
4.2 Introduction of the topic
Job Analysis
Job is as group of finite tasks to be performed and duties to be fulfilled in order to achieve an end
result. Job analysis is referred to as the “process of discovery of the nature of the job”
(Brannicketal. 2007). In order to be valuable for organizations, the job analysis must be done
systematically, carefully, and thoroughly. Job analysis have many practical implications for
organizations such as, delivering a firm foundation for many important employment or
management decisions, in addition to being legally Defensible in court. In result of this vast
company transformations, man of the job positions are in need of being altered and brought up-
to-date. The purpose of this project is to conduct an updated task based job analysis on different
jobs ,by describing what is done on the job and how. It creates an overall description of the job
and allows one to understand the necessary characteristics required to perform the job
effectively. The job analysis results provide essential information to develop selection
procedures and to design training programs related to the position.
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Job Analysis
A broad, general, and written statement of a specific job, based on the findings of a job analysis
is job description. It generally includes duties, purpose, responsibilities, scope, and working
conditions of a job along with the job's title, and the name or designation of the person to whom
the employee reports. Job description usually forms the basis of job specification. Job
specification is a written record of the requirements sought in an individual employee for a given
job. In other words, it refers to a summary of the personal characteristics or qualifications
required to perform the job. It states the minimum acceptable qualification that the incumbent
must possess to perform the job.
Chapter 5:
Literature review
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Job Analysis
5.1. Job Analysis

What is Job Analysis?
Job analysis is the process of gathering and organizing detailed information about various jobs
within the organization so that managers and other employees can better understand the process
through which they can perform most effectively.
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. The
Human Resources department and management define job descriptions and specifications for
each position within the organization. Each position in the organization is unique and, therefore,
has different needs and necessities. The skills, past experience and education qualifications differ
for each job. Companies undertake job analysis to understand the requirements for the job. This
is a mechanism through which the company fixes on duties, responsibilities and authority for
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Job Analysis
each of its positions. Through this, it is able to define the skill set needed for each job. The
human resource department prepares this analysis for each job in the organization and then
appoints the appropriate employees for them.
This is a procedure where the HR department and management sit down and define the roles,
duties and authority for each individual job. The management then gets a very clear idea on all
the chores an individual would be required to perform for discharging her/his duties. The duties
and authority of a software engineer would be different from those of a production manager.
Accordingly, the qualifications, expertise and experience would also differ. Unless, the most
suited and eligible candidates are placed on the job, the company cannot expect to have full
performance levels.
Component of Job Analysis
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Job Analysis
JOB ANALYSIS
JOB JOB
DESCRIPTION SPECIFICATION
Component of Job Analysis are: 1) Job description
2) Job specification
5.2Job Description
It is a process of collecting information regarding the job as it is a statement consisting
information like roles and responsibilities, working conditions, equipments to be used etc. It
describes the job and not the individual who fills the job. They are the result of jobanalysis
within a given organization and are essential to the selection and evaluation of employees. Job
advertisements or postings are based on the job description. The characterof the organization is
the basis for the description of positions.Information about the organization might include Name
of Company Main Product(s) and/or Service(s)Location Number of Employees, Company
Structure, Names of Officers, Hours of Work Job description is a written statement that defines
the duties, relationships and results expected of anyone in the job. It is an overall view of what is
to be done in the job. Typically it includes is a written statement that defines the duties,
relationships and results expected of anyone in the job. It is an overall view of what is to be done
in the job. Typically it includes Job Title, Date, Title of immediate superior, Statement of the
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Job Analysis
Purpose of the Job, Primary Responsibilities, List of Typical Duties and Responsibilities,
General Information related to the job Training requirements, Tool use Transportation Signature
of the person who has prepared the job description.
It is a written statement of what the employee actually does, how he or she does it, and what the
job’s working conditions are.
➢ Sections of a typical job description
o Job identification
o Job summary
o Responsibilities and duties
o Authority of incumbent
o Standards of performance
o Working conditions
▪ Job identification
o Job title: name of job
o Grade: where it fits in the hierarchy
o Preparation date: when the description was written
o Prepared by: who wrote the description
▪ Job summary
o Describes the general nature of the job

o Lists the major functions or activities
▪ Relationships (chain of command)

o Reports to: employee’s immediate supervisor
o Supervises: employees that the job incumbent directly supervises
o Works with: others with whom the job holder will be expected to work and come
into contact with internally.
o Outside the company: others with whom the job holder is expected to work and
come into contact with externally.
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Job Analysis
▪ Standards of performance and working conditions
o Lists the standards the employee is expected to achieve under each of the job
description’s main duties and responsibilities and what is the critical function
employee need to perform or monitor.
5.3Job Specification:
Normally, this would include an analysis of the kind of person it takes todo the job, that is to
say, it lists the qualifications. Typically this would include Degree of education, Desirable,
amount of previous experience in similar work, Specific Skills required, Health Considerations.
Problems if Job Specifications Are Inflated:
May systematically eliminate minorities or women from considerations
Compensation costs will increase
Job vacancies will be harder to fill
Job specification is a statement of human qualifications necessary to do the job. Usually contains
such items as:
o Qualifications : educational qualification which the person needs to have for
performing the job
o Prior experience : as per the requirement of the job position what prior experience
and of how much of time period is require to have the person
o Special training: any special training which person need to possess like for being
a safety officer person needs to have various safety training
o Personality factors: what kind of personality of person is suitable for the position
o Physical characteristics: as per the roles and responsibilities and working
conditions it is decided
o other attributes/qualities : any quality which will make the person more suitable
for the job
The items to be included in job specifications vary according to the nature of an organization and
the uses to which they are put. job specification are developed with the co-operation of the
personnel department and various supervisors in the whole organization. Job specification takes
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Job Analysis
the job description and answers the question. “What human traits and experience are needed to
do the job well?”It tells what kind of person to recruit and for what qualities that person should
be tested.
5.4 Process of Job analysis:
1.COLLECTION OF
BACKGROUND
INFORMATION
2.SELECTION OF
REPRESENTATIVE POSITION
TO BE ANALYSED
3.COLLECTION O JOB
ANALYSIS DATA
4.DEVELOPING JOB
DESCRIPTION
5.DEVELOPING JOB
SPECIFICATION
1. Collecting background information:

In this step, all the information such as organizational charts (which shows how the job relates to
other jobs and where it fits in the overall organization), class specification (describe the general
requirements of the class under which the job n question belong to).
2. Selection of representative position to be analysed:
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Job Analysis
When there are several similar jobs to analyze, it may be unnecessary to analyze all of them.
Therefore, select a small number of representative jobs for analysis. Be careful that the
representative jobs reflect all the duties and characteristics of related jobs.
3. Collection of job analysis data:

In this step, all the relevant information regarding the job is to be collected through any of the
method of getting job analysis information i.e. interview or questionnaire to get information like
job duties and responsibilities, qualification, working condition, reporting relationship etc.
4. Developing job description:
In this step, after getting the job analysis information, that information will be bifurcated and job
description is prepared containing duties and responsibilities, working condition, reporting
relationship, job title etc.
5. Developing job specification:
In this step, after getting the job analysis information, that information will be bifurcated
And job specification is prepared as what kind of a person is suitable to perform this job and
what are the educational qualifications he/she requires and other person related attributes.
5.5Various Methods Of Collecting Data For Job Analysis:
➢ Interview:
Face to face interaction with the persons to get the relevant information
Information sources-
● Individual employees
● Immediate superior of employee
Advantages
● Quick, direct way to find overlooked information.
Disadvantages
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Job Analysis
● Distorted information
Interview formats
● Structured (Checklist)
● Unstructured
➢ Questionnaire :
● it is a form consisting all the relevant question related to the survey
Information source:
● Have employees fill out questionnaires to describe their job-related duties and
responsibilities.
Questionnaire formats:
● Structured checklists
● Opened-ended questions
Advantages
● Quick and efficient way to gather information from large numbers of employees
Disadvantages
● Expense and time consumed in preparing and testing the questionnaire
➢ Observation:
● In this the analyst collects information only by observing the activities of the
employees as what and how they are performing their job.
Information source
● Observing and noting the physical activities of employees as they go about their jobs.
Advantages
● Provides first-hand information
● Reduces distortion of information
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Job Analysis
Disadvantages
● Time consuming
● Difficulty in capturing entire job cycle
● Of little use if job involves a high level of mental activity
➢ Diary Method/logs:
● In this method information regarding the job is collected on the basis of the diary and
logs maintain by the employees
Information source
● Workers keep a chronological diary/ log of what they do and the time spent in each
activity.
Advantages
● Produces a more complete picture of the job

● Employee participation
Disadvantages
● Distortion of information
● Depends upon employees to accurately recall their activities
➢ Technical Conference method
➢ Position Analysis Questionnaire
➢ Management position description Questionnaire
➢ Functional Job analysis
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Job Analysis
5.6Advantages of job analysis:
Job analysis plays a vital role in all other human related activities and some of its
advantages are following:
❖ Provides First Hand Job-Related Information

The job analysis process provides with valuable job-related data that helps managers and job
analyst understand the duties and responsibilities of a particular job, risks and hazards
involved in it, skills and abilities required to perform the job and other related info.
❖ Helps in Creating Right Job-Employee Fit:

This is one of the most crucial management activities. Filling the right person in a right job
vacancy is a test of skills, understanding and competencies of HR managers. Job Analysis
helps them understand what type of employee will be suitable to deliver a specific job
successfully.
❖ Helps in Establishing Effective Hiring Practices

Who is to be filled where and when? Who to target and how for a specific job opening? Job
analysis process gives answers to all these questions and helps managers in creating,
establishing and maintaining effective hiring practices.
❖ Guides through Performance Evaluation and Appraisal Processes

Job Analysis helps managers evaluating the performance of employees by comparing the
standard or desired output with delivered or actual output. On these bases, they appraise
their performances. The process helps in deciding whom to promote and when. It also
guides managers in understanding the skill gaps so that right person can be fit at that
particular place in order to get desired output.
❖ Helps in Analysing Training & Development Needs
The process of job analysis gives answer to following questions:

● Who to impart training
● When to impart training
● What should be the content of training
● What should be the type of training: behavioural or technical
● Who will conduct training
❖ Helps in Deciding Compensation Package for a Specific Job
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Job Analysis
CHAPTER 6:-
PROJECT
METHODOLOGY
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Job Analysis
6.1 Problem Identified:
Job analysis is very important because it provides detail about the jobs like duties and
responsibilities, purpose and also provides information as what kind of a person can perform that
job. In the company there was no structured job description available and having an accurate job
description and specification is very necessary for company.
6.2 Objectives of the live project

Main Objective:
● To conduct a thorough Job Analysis and prepare detailed and accurate Job Descriptions
and Job Specifications.
Other Objectives :
● To understand job analysis, description and specification
● To give a clear, concise and readily understandable picture of the job
● To describe in precise detail about duties and responsibilities of each role.
Project Design:
A) Sample Plan:
a) Universe: Total No. of employees 250-300
b) Sample Frame: 65
B) Basis of sampling:
Samples are selected on the basis of their role and their department, not every employee
performing same function was interviewed as the time was limited. The slot of the
immediate superiors with whom I had to interact and collect information was given to me
by head HR and the immediate superiors provide me the list of their subordinates who
reports to them.
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Job Analysis
CHAPTER 7:
Data type and data collection
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Job Analysis
Data type and data collection

Primary Data:
Primary data was collected through personal interview method by asking relevant questions
(annexure A) to the respective employees. The questions were carefully designed by taking into
account the parameters of my study so that accurate information is obtained from the individuals.
Interview method:
Direct personal interview method was used to collect the information from the respondents
(employees) by personally visiting and asking relevant questions (annexure A) to the people
from whom data has to be collected. This method was used because the project includes an
intensive study of a limited field. Moreover, the data needed for the purpose is more of personal
(i.e. information differ from position to position and from department to department) nature
which can be collected through directly communicating with the employees in order to increase
its reliability. The information thus collected is original, accurate and in depth.
The interview was structured and unstructured as it was characterized by flexibility of
approach to questioning and did not follow a system of pre-determined questions and
standardized techniques of recording information. The method of unstructured interview was
chosen so as to have greater freedom to ask, in case of need, supplementary questions or at times
to change the sequence of questions.
The primary data was collected through the questions prepared and personal interview with the
different employees from bottom to top designation holders of different departments, based on
which further data analysis took place.
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Job Analysis
CHAPTER 7 :
PROJECT OUTCOME
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Job Analysis
❖ The data collected after interviewing many 22 immediate superiors of different

departments and their subordinates (approx 60) in the company who are responsible for
different jobs and prepared their job description and job specification. After analyzing all
the forms of interviews the information is divided according to their department.
❖ Various Departments With Whom I Have Interacted Are :
1. Maintenance department
2. Planning department
3. Quality ( pressure parts)
4. Quality ( pulveriser)
5. Safety department
6. SCM pulveriser
7. Production department
8. Welding department
9. Outsourcing department
10. Procurement, stores, logistics & material control
Guidelines for developing Job Description and Job Specification:

Followings are the guidelines which need to follow for getting information; these guidelines will
help employees to understand as what information is required from them:
Job Title
Reports to
Job purpose
Provide a brief description of the general nature of the position; an overview of the job as what
the job is to accomplish.
➢ The purpose is usually shall not be more than two sentences long
Duties and Responsibilities

List the primary job duties and responsibilities using headings and wherever possible give
examples of the types of activities under each heading. Follow below approach while listing
down the duties and responsibilities.
➢ Identify between three and ten primary duties and responsibilities for the position
➢ List the primary duties and responsibilities in order of importance
➢ Begin each statement with an action verb
➢ Use gender neutral language
➢ Use generic language and avoid use of jargons
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Job Analysis
➢ Where appropriate use qualifiers to clarify the task- where, when, why or how often
➢ Avoid words that are open to interpretation
Key skills to perform the job

State Key Skills, abilities and competencies required to perform job. Wherever possible define
skill in few words.
Working Conditions
If the job requires a person to work in special working conditions, the same shall be stated
clearly. Special working conditions cover a range of circumstances like shift work, working
outdoors, working with external customers.
Physical Requirements
A physically demanding job is one where the incumbent is required to stand for extended periods
of time, lift heavy objects on regular basis, do repetitive tasks with few breaks etc. Such
requirements shall be clearly stated.
Direct reports
List by job title any positions to be supervised by the incumbent.
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Job Analysis
Maintenance department
29
Doc No :
Rev No :
Job Description Date :
Job Analysis
Job Code : Category :
Maintenance Manager
Job Title :
DGM
Reports to :
Qualification : Diploma or B.E. (Mechanical)
Experience : 10-15yrs.
Job Purpose :
To ensure proper maintenance of all the machines which are used in shops for the manufacturing
purposes and also take corrective and preventive action to ensure maintenance.
Duties & Responsibilities :

1) Monitoring call or request made for maintenance activities i.e. breakdown or preventive
measures for machines & utilities
2) Monitor machine up-time in case of critical machines
3) Monitor MTBF and MTTR
4) Make co-ordination with machine and assembly shop to ensure on time completion of
preventive maintenance and servicing process
5) Co-ordinate with OEM when they are not able to resolve the issue/problem
6) Ensure ISO and OHSAS compliance
7) Revenue budgeting and control
Key Skills to perform Job: Working Conditions :

CNC programming General shift
Hydraulics knowledge
Electricals and electronics knowledge
Neometics
Leadership skills
Interpersonal skills
Decision making
Physical requirements : Direct Reports :

Physically Fit Supervisors
engineers
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Doc No :
Rev No :
Job Analysis
Maintenance Engineer
Job Title :
Assistant manager
Reports to :
Qualification : B.E. or B.tech (Mechanical)
Job Purpose :
To provide support and guidance to the shift supervisor as well as workmen to ensure the
standard level of the maintenance.

1) Prepare shift schedule for technician and supervisors
2) Handle major or critical breakdown
3) Generate spare parts requirement request
4) Prepare gate pass for maintenance items
5) Perform root cause analysis
6) Documentation of ISO 9001, ISO 14001, ISO 50001
7) Work allocation for shift supervisors
8) GRN clearance
9) Co-ordination between different shifts regarding breakdown
10) Implementation of activities related to maintenance
11) Take corrective and preventive actions to ensure

Leadership skills Shift working
Maintenance experience
Problem handling
Technical skills
Planning skills
Communication skills
Resource management skills

Physically Fit supervisors
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Job Analysis
Planning department
Planning manager
Job Title :
Planning Head
Reports to :
Qualification : B.E. (Mechanical )
Job Purpose :
To perform the forecasting, planning & risk management and maximise factory overall production
and control revenue budget. To ensuring that the accurate planning is done and ensure its
implementation.

1) Align departmental objectives with organisational goals
2) Set strategy and target and monitor whether production is going as per plan or not and
also within the stipulated time or not
3) Monitor and control revenue and project budget
4) Set drive for cost reduction and monitor the same
5) Validate and monitor production plans, work centre plans , capacity planning ,
manufacturing processes and estimation
6) Development of new business processes and automation
7) Ensure SOP / DACP compliance to ISO
8) Prepare MIS and raise alert for critical issues
9) Development of team members by providing resources, training, kaizen

Technical knowledge Working under dynamic situation
Financial knowledge General shift
Analytical knowledge
Computer proficiency
Planning
Physically Fit Engineers
supervisors
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Job Analysis
Planning Engineer
Job Title :
Planning Head
Reports to :
Qualification : B.E. (Mechanical)
Job Purpose :
To ensure that proper and effective planning related to activities of organisation is done so that
the production maximises and cost reduction can be done and also develop system.

1) Provide drawing reviews and define process flow chart as well as general
manufacturing processes.
2) Perform man-machine hour estimation and set strategies to execute
3) Provide technical clarification and prepare deviation report for new enquiry
4) Perform planning for new product development or improvement in existing processes
5) Work centre capacity analysis, planning, levelling & actions
6) Prepare annual as well as monthly production plan
7) Do work and time study analysis and perform operational norms
8) Forecasting and risk analysis
9) Monitor actual man-machine hour against standard plan & action
10) Co-ordination and communication with stakeholder

Technical knowledge Dynamic working situations
Planning skills Shift working
Analytical skills
Computer proficiency,ERP , AutoCAD
Financial knowledge

No special requirements as such NA
physically fit
33
Job Analysis
Doc No :
Rev No :
Quality (Pressure Parts)
Assistant manager ( QA/QC)

Job Title :
HEAD QA/QC/NDT
Reports to :
Qualification : Diploma ( mechanical )
Job Purpose :
Inspection and control of pressure part and non-pressure part raw materials of super critical
boiler according to customer requirements, code requirements & other statutory
requirements

1) Ensure quality of raw materials and monitor store QC activities
2) Perform vendor assessment & development
3) Outsourced vendor inspection for PP materials
4) MDCC issuance & approval of raw materials
5) Receiving inspection and GRN clearance
6) Certificate and TDC review
7) Co-ordination with IBR, NTPC,MHPS,TPIA etc. for materials
8) NCR Preparation , analysis & resolution
9) ERP development for raw materials
10) Training, check list preparation, SOP review & latest code review implementation.

Material knowledge General shift
Testing skills Outdoor working
NDE knowledge Interaction with different vendors
Decision making
ERP system knowledge

Physically fit Engineer
34
Doc No :
Rev No :
Job Analysis
Technical Manager
Job Title :
Quality manager head
Reports to :
Qualification : B.Sc engineering or B.E. ( Mechanical)
Experience : 3-5yrs. In mechanical testing & calibration laboratory
Job Purpose :
To perform metallurgical testing , mechanical testing , chemical testing and calibration of
different type of instruments

1) Analysing outside testing & calibration inquiries from external customers and
giving them quote after checking the feasibility
2) Performing instrument audit for the testing lab
3) Performing failure analysis for the samples received from project site
4) Prepare repair procedures for sites
5) Make purchase request of new equipment required by the QA/QC
6) Supervise and provide guidance to the subordinates

Knowledge of ISO/IEC 17025:2005 , General shift
NABL standards
Lab management system
Calibration skills
Measurement knowledge
Knowledge of national and international
standards of testing

Physically Fit Technical engineer
35
Doc No :
Rev No :
Job Analysis
Manager ( vendor QC& LEMF)

Job Title :
Quality head
Reports to :
Qualification : Diploma ( Mechanical)
Job Purpose :
To review vendors and perform their evaluation and also monitor their activities to ensure
the quality of the materials supplied from vendor to the company for manufacturing
purpose and also monitor the activities of the LEMF shop

1) Review of vendor documents (SCM & outsourcing department – Hazira &
Faridabad).
2) Provide standard QAP, tolerance sheet, material identification & traceability
procedures etc.
3) Carry out vendor assessment and approval process (SCM & outsourcing department
– Hazira & Faridabad).
4) Implement inspection stage stipulated in QAP for outsources components- Hazira
& site
5) Inspection of raw materials at vendor’s place before giving any type of
manufacturing clearance.
6) Ensure vendor development for specific product( education and training as per
LMB & MHPS to the vendors
7) Perform weld visual inspection and release for PWHT/PBHT inspection & chart
review
8) Perform final dimension & visual inspection and do the final dossier verification
9) Perform inspection activities in fuel firing units at LEMF shop
10) Monitor inspection activities in NPP and Sling support manufacturing at LEMF
shop

Inspection knowledge Outdoor working mostly
Material & machine knowledge General shift
NDT level-2 certification
Resource management
vision supervisors
36
Doc No :
Rev No :
Job Job Analysis
Description Date :
Quality ( pulveriser)
Assistant manager ( QA assembly shop)

Job Title :
AGM
Reports to :
Qualification : B.E. ( Mechanical) or Diploma ( Mechanical)
Experience : 5-8yrs. For B.E.

10-13yrs. For Diploma
Job Purpose :
To monitor assembly shop QA activities effectively and review or supervise inspection
check-sheets, and production process for assembly shop and also perform inspection
planning.

1) Identify deviations, record it and define corrective measures for the same
2) Perform training need identification for subordinates
3) Perform resource need identification and its availability and allocation
4) Monitor fit-up and clearance of parts
5) Ensure proper final packing and dispatching of parts
6) Perform risk identification and according to that make action plans
8) Perform inspection of internal customers from start to end

Machine knowledge General shift
Technical skills 2nd shift working as per requirement
Engineering drawing understanding and Long standing hours
interpretation Handling heavy objects
Measuring instruments knowledge
Decision Making
Problem solving

Physically and mentally fit Shift engineers
Good eyesight
37
Doc No :
Rev No :
Job Analysis
Engineer ( Machine shop& receipt QC,QMS, Calibration)

Job Title :
Assistant manager
Reports to :
Qualification : Diploma or graduate( Mechanical)
Job Purpose :
To ensure and handle all the quality assurance activity related to machine shop at conducting
inspection as per schedule or whenever required.

1) Carry out inspection of machines
2) Prepare in-process check sheets
3) Carry out stage wise NDT inspection and in case of deviation raise non-conformity of
products in system
5) Handling QM lot in SAP
6) Prepare and submit different types of documents to the in-charge for verification
7) Product order clearance in SAP

NDT level-2 knowledge Shift working ( 1 or 2 or 3 )
Measuring instrument knowledge
Machine (used for making boiler parts)
knowledge
Engineering drawing understanding and
interpretation

Normal physically and mentally fit
38
Job Analysis
Safety department
Safety officer/Engineer
Job Title :
AGM
Reports to :
Qualification : Diploma Or Degree (Mechanical or Electrical) and post

diploma in industrial safety
Experience :
Job Purpose :
It is a legal requirement to have a Safety officer in a company as per government. Safety
officer ensure the safety of the workmen by establishing and implementing EHS
management system & procedures.

1) Perform the risk assessment and risk management for all the activities of the
company.
2) Identify the critical machines and take corrective and preventive action to avoid
mishaps.
3) Coordinate and provide safety training
4) Organise rescue mock drills & actual emergency situation along with rescue co-
ordinators to provide clear understanding about the safety procedures.
5) Conduct safety inspections and audits and maintain record of the same.
6) Investigate all the accidents or mishaps and ensure that corrective and preventive
measures should be taken
7) Prepare safety statistics, accident analysis, safety reports, MOP and safety
guidelines.
8) Motivate people to take part in safety awareness programs.

Competent to be a safety officer Shift working
Motivation skills

Medically and physically fit NA
39
Doc No :
Rev No :
JobDescription
Job Analysis Date :
SCM pulveriser
Project Manager
Job Title :
Head SCM
Reports to :
Qualification : B.E. ( Mechanical)
Job Purpose :
To monitor and handle the different projects related to pulveriser department from the
arrival of raw materials till the final completion of product and its delivery to the customer
and also provide support at site

1) Ensure the procurement of the raw materials required for the production
2) Monitor the execution of the plan for manufacturing the pulveriser
3) Ensure on-time manufacturing of product and its delivery to the customer
4) Co-ordinate with various department to ensure on-time completion of project
5) Provide supervision and guidance to the project team members
6) Prepare budget plan for the project
7) Perform work allocation among members of team.

Planning and Execution skills General shift
Negotiation skills
Technical skills
Software knowledge ( updated one)

No specific requirement Project Engineer
40
Doc No :
Rev No :
JobJob
Description
Analysis Date :
Production department
Production Engineer
Job Title :
Production Manager
Reports to :
Qualification : Diploma ( Mechanical) or B.E
Experience : 10 yrs.
Job Purpose :
Trouble shooting and process improvement plans as per situation. Handling workmen
issues to ensure that these issues does not hamper the work efficiency of workmen.
Ensuring adherence with the monthly production plan.

1) Shift scheduling
2) Workmen leave and attendance regularisation
3) Maintaining list of overtime works
4) Analyses the shop’s overall performance review
5) Make purchase request as per requirement of the shop
6) Procurement of capital requirement
7) Communicate with others regarding new project or machine
8) Ensure safety in shop
9) Take actions for the improvement of 5s

Technical knowledge Shift working
Planning and execution skills
Analytical skills
Understanding of engineering drawing

Physically Fit Supervisors
41
Doc No :
Rev No :
JobJob Analysis
Description Date :
Welding department
Supervisor ( welding engineering)

Job Title :
Manager
Reports to :
Qualification : Diploma ( Mechanical )
Job Purpose :
Conducting shop surveillance to ensure proper welding process and identify welding
related discrepancy and ensure the execution of new project plan.
Providing proper and effective supervision to workmen to ensure the quality of welding.

1) Preparing welding procedure specification documentation
2) Supplying technical requirements for heat treatment cycles
3) Calculating consumable requirement for a project
4) Conducting regular spot check in all shifts and holding welder talks
5) Daily monitoring and tracking of shielding gas requirement
6) Undertaking IBR qualification as per shop and planning requirement
7) Ensuring ISO compliance of department workflow and documentation
8) Co-ordinating with EHS and SCM department for procurement of new welding
accessories by providing technical inputs

Technical skills Shift working
Programming skills
Problem solving skills
Knowledge of different types o welding &
its techniques

No specific requirement NA
42
Job Analysis Doc No :
Rev No :
Outsourcing department
OSD Supervisor/ Engineer

Job Title :
OSD Manager
Reports to :
Qualification : Diploma or B.E. (Mechanical)
Job Purpose :
To supervise and guide all the activities related to outsourced or contracted workers as well
as materials/equipments and ensure their proper utilisation.

1) Co-ordinate for timely completion of subcontracting and outsourced component/
items to vendors
2) Vendor registration
3) Prepare departmental manual & standard operating procedures
4) Prepare purchase orders
5) Submit invoice to the account department
6) Accept or reject the work done by vendor / sub-contractor
7) Approve goods receive note/ service receipt note

Technical knowledge of machine & material General shift
Negotiation skills
Manpower planning

Nothing specific Contractors
43
Doc No :
Rev No :
Job Description
Job Analysis Date :
Procurement,stores,logistics& material control
Manager ( Procurement)
Job Title :
AGM ( Procurement, stores, logistics & material control)
Reports to :
Qualification : B.E. (Mechanical)
Job Purpose :
To manage activities related with the procurement process of pressure parts which also
include non-pressure parts, raw materials & factory operating supplies

1) Monitor and analyse pending purchase request
2) Perform floating enquiry to vendors
3) Negotiate and discuss with head regarding the budget and the material
4) Finalise the procurement process
5) Follow-up with vendors for on-time delivery pf materials
6) Co-ordinate with finance & account department for payment to the vendor
7) Perform vendor evaluation and assessment of new vendors
8) Prepare MIS report

Negotiation skills Outdoor working
Product knowledge General shift
Analytical skills

Assistant manager
Engineer
44
Job Analysis
Chapter 8:
Limitations & conclusion
45
Job Analysis
Limitations:
❖ This study engrosses only a part of total number of employees working at L&T MHPS
Boilers,Hazira,Surat
❖ Limited time span for carrying out study also restricted the research work.
❖ Getting appointment of the higher employees was difficult due to their busy schedule
❖ Unwillingness of employees in sharing their job related information
❖ This process was very time consuming
❖ Information received are in distorted form so there might be some mistakes
Conclusion
At the end of project after the job analysis of various positions in the company I want to
conclude that job description and job specification are very important factor to make a
person/employees/new joinee understand what he/she is expected to perform and how he/she can
achieve that. A proper job Analysis provides this clarity and this clarity will help in the
recruitment and selection process, in reducing the attrition rate of the company and various other
HR functions.
46
Job Analysis
CHAPTER 9:
UTILITY OF PROJECT
47
Job Analysis
Utility of the project report information for the company
Information collected in this live project will help in preparing a structured job description and
job specification data of different designation of various departments. This information can also
be utilized for various HR purposes which are as follows:
➢ Man power Planning : Job Analysis data provides the qualitative aspects of the jobs in
an organization. It determines the demands of job in terms of duties to be performed,
qualification and personal skills required in the employees. It is a tool which is used for
matching job with men.
➢ Recruitment and Selection : project information can be utilized for recruitment and
selection as it will give proper information about the job and help in recruiting right
person for the right job
➢ Performance Management: By comparing actual performance of the employees to the

standard set by organisation, the personnel activities like promotion, increments,
incentives or corrective actions to enhance job performance is decided. These standards
are established using information provided by job Analysis.
➢ Training: Based on the job requirements identification of the training needs of the
persons can be done easily. Training can be provided in those specific areas which will
help to improve the job performance.
➢ Job reengineering, Discovering Unassigned Duties: Job Analysis can help to reveal
unassigned duties if any. However, the end result of job Analysis is effectiveness and
efficiency i.e. doing the right thing and doing it rightly and respectively. The underlying
motive at the long run is increase in company's profitability, productivity and
sustainability.
➢ Career planning: Employees are informed about the limitations of jobs in terms of
development and are guided to take required steps for their future development. Job
Analysis provides such information regarding the areas in which a person requires
modification for better career options.
➢ IR: When companies plan to add extra duties or remove certain duties from a job, they
require the help of job Analysis, when this activity is systematically done using job
Analysis, it does not affect adversely to the union members and do not hamper labour
relations
48
Job Analysis
➢ Job Evaluation: - Job evaluation refers to studying in detail the job performance by all
individual. Information regarding the level of difficulty, skills level, qualities required to
perform the job are obtained from job analysis to establish relative worth of different jobs
CHAPTER 10:
ANNEXURES
49
Job Analysis
ANNEXURE: QUESTION SETS FORM
Questions which were asked from the immediate superiors about their subordinates are as
follows:
Q.1) What are the Job titles of the people who reports to you?
Q.2) What is the educational background you prefer for this particular role?
Q.3) Is any specific kind of training required?
Q.4) Please brief about the job purpose of your subordinate in two lines as what is the main
objective of this role.
Q.5) What are the major duties& responsibilities of the person at this role?
Q.6) Key skills required for performing this job or what are the skills the current incumbent
have?
Q.7) Working condition for this job?
Q.8) Is there any hazard involve in this role?
Q.9) Is there any specific physical requirement?
Q.10) What are the reporting relations of this role i.e. to whom he reports and who reports to
him?
50
Job Analysis
Format of developing Job Description & Job Specification:
Job Description Doc No.:
& Rev No.:
Job Specification Date:
Job Title :
Reports to :
Qualification :
Experience :
Job purpose :
51
Job Analysis
Key Skills to perform Job : Working Conditions :
Physical Requirements: Direct Reports :
Prepared By Reviewed By Approved By
52
Job Analysis
Bibliography
Books
1) A Practical Guide to Job Analysis 1st Edition
by Erich P. Prien (Author), Leonard D. Goodstein (Author), Jeanette Goodstein (Author), Louis
G. Gamble Jr. (Author)
2) Job Description Handbook, The Paperback – March 29, 2013

by Margie Mader-Clark (Author)
Web Resource.
● https://www.ukessays.com/essays/business/benefits-of-job-analysis-business-essay.php
● https://www.brighthub.com/office/human-resources/articles/106287.aspx
● https://www.wikijob.co.uk/content/application-advice/job-applications/what-job-description
● https://www.thebalancecareers.com/job-analysis-1918555
● https://job-analysis.net/G000.htm
● http://kalyan-city.blogspot.com/2011/07/what-is-job-specification-meaning.html
53
Job Analysis
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Table of Contents:

S.NO. CHAPTER TITLE Page

3. EXECUTIVE SUMMARY 5-6

5. LITERATURE REVIEW 14-25

8. PROJECT OUTCOME 30-47

8. LIMITATIONS & CONCLUSION 48-49

9. UTILITY OF THE PROJECT 50-52

11. ANNEXURE 53-56

● The first part of internship is to understand the different departments of the

Brief introduction about company

4.2 Introduction of the topic

5.1. Job Analysis

Component of Job Analysis

Component of Job Analysis are: 1) Job description

o Describes the general nature of the job

▪ Relationships (chain of command)

5.4 Process of Job analysis:

1. Collecting background information:

3. Collection of job analysis data:

5.5Various Methods Of Collecting Data For Job Analysis:

● Immediate superior of employee

● Expense and time consumed in preparing and testing the questionnaire

● Produces a more complete picture of the job

➢ Technical Conference method

➢ Position Analysis Questionnaire

➢ Management position description Questionnaire

➢ Functional Job analysis

❖ Provides First Hand Job-Related Information

❖ Helps in Creating Right Job-Employee Fit:

❖ Helps in Establishing Effective Hiring Practices

❖ Guides through Performance Evaluation and Appraisal Processes

❖ Helps in Analysing Training & Development Needs

The process of job analysis gives answer to following questions:

❖ Helps in Deciding Compensation Package for a Specific Job

6.2 Objectives of the live project

Data type and data collection

❖ The data collected after interviewing many 22 immediate superiors of different

Guidelines for developing Job Description and Job Specification:

Duties and Responsibilities

Key skills to perform the job

Qualification : Diploma or B.E. (Mechanical)

Duties & Responsibilities :

Key Skills to perform Job: Working Conditions :

Physical requirements : Direct Reports :

Qualification : B.E. or B.tech (Mechanical)

Duties & Responsibilities :

Key Skills to perform Job: Working Conditions :

Physical requirements : Direct Reports :

Job Code : Category :

Qualification : B.E. (Mechanical )

Duties & Responsibilities :

Key Skills to perform Job: Working Conditions :

Qualification : B.E. (Mechanical)

Duties & Responsibilities :

Key Skills to perform Job: Working Conditions :

Physical requirements : Direct Reports :

Job Code : Category :

Assistant manager ( QA/QC)

Qualification : Diploma ( mechanical )

Duties & Responsibilities :

Key Skills to perform Job: Working Conditions :

Physical requirements : Direct Reports :

Qualification : B.Sc engineering or B.E. ( Mechanical)

Experience : 3-5yrs. In mechanical testing & calibration laboratory