WHAT IS JOB ANALYSIS?

Job Evaluation is the Scientific system in which all vital information related to a job is gathered and evaluated.
Job assessment is the process by which you decide the roles and essence of the positions and the types of people
to be employed. The knowledge it provides can be used to compose job descriptions and role specifications that
are used in hiring and recruitment, incentives, efficiency evaluation, and learning.

Job analysis is used in the following areas to obtain information

1. Major tasks or activities needed

2. Situations under which the task is carried out

Process involved in Job Analysis:

1. Identify how the info will be used to decide what information will be gathered and how to collect it. Exa
mples of data gathering techniques are the interviewing and the position analysis questionnaire
2. Evaluate necessary background details, including organizational charts, process charts, and job descripti
ons
3. Select representative positions to evaluate because there may be too many similar jobs to be examined, a
nd not all of them have to be examined
4. Examine the job by accumulating job info, employee attitudes, work conditions and human qualities and
skill sets needed to perform the job
5. Audit and verify the information on the job evaluation with job holders to confirm that it is factually acc
urate and complete
6. Create a job description and job requirements from data on job evaluation

Job Description:
A job specification is a record that contains the minimum required qualifications a person should have for
conducting a particular job. Educational criteria, expertise, character traits, and physical attributes are typically
included in the job specification.

Job Evaluation:
In the Job Evaluation process, the value of the job is defined on the basis of job comparability and on the basis o
f value, the significance of the job and relative value Compensation is designed and chosen.
PERSON OF CONTACT – Mr. Sidharth Bhutan

Qualification – [UG- pearl academy, PG- MBA (HRM)]

Designation – HR Managers

Industry - Legend garments

Address – Noida 62 Uttar Pradesh

Date of Contacting the person – 10/10/2019

Questions Asked to Mr. Bhutani

Q1. What’s your qualifications?

Ans. Talking about Under gradation course I have done Fashion & Lifestyle business management and I have
done post-graduation in MBA HRM

Q2. What experience do you have?

Ans. I started my job with Office coordinator, I was responsible for the following functions

• Floor Management.
• Recruitment.
• Joining formalities/documentation.
• Induction of new hires
• Maintain Office Decorum.
• Prepare Leave Balance.
• Maintain employee database.
• Making offer, agreement & appointment letters

Then I switched my job and joined there as HR executive and my role was

My primary responsibilities are as follows:

• Handling recruitments starting from understanding the need, sourcing the candidates, handling
interview process, rolling out offers, ensuring that candidate joins at the right time.
• Arrange the induction for the new joiners.
• Fulfill all the formalities of the joining (Joining report, required documents from the new employees.)
• Co-coordinating with consultants for scheduled interviews as per the requirement.
• Resignation and exit processes.
• Prepare Monthly employee attendance report in the end of the month for account department.
 • Detail understanding of skill sets and pre-screening of the candidate before setting up interview.
• Negotiating and closing offers at the defined company ranges.
• Celebrating and arranging Get-togethers, picnics, functions and festivals, etc.
• Preparing monthly projection reports.

I was with company for 4 and half years and then I finally switched and joined Legend garments and here I
joined as HR Manager

Q3. You joined here so, what are your roles, duties and responsibilities as a HR manager here??

Ans.
The HR department's job responsibilities are very important in meeting the buyer's specifications in the clothing
and accessories industry So my role of responsibilities is:

1. Recruitment monitoring, pay fixation, letter of appointment issuance, letter of confirmation etc.
2. If necessary, communicate with Clients.
3. Preparation of notice, the order of transfer, letter of promotion, etc.
4. Monitoring the payment of salary / wages.
5. Meeting arrangement if necessary.
6. Restructuring of the management.
7. Developing module training for staff members and the development of staff.
8. Overall handling of subjects related to HR, admin & compliance.
9. Developing tools and procedures for internal control.
10. Developing module training for employees and the development of employees.
11. Develop numerous laws, i.e. rules & regulations for working time, child labor, child labor, non-
discrimination, harassment & abuse, security, environment, etc.
 JOB ANALYSIS OF HR MANAGER

Job Summary

Human resource managers are administrators of the human resources department and guardians of the roles and
activities handled by the HR unit. These are often seen as a bridge between the leadership of the company and
its employees, as their role ranges from offering strategic planning guidance to senior managers, to recruiting,
interviewing and hiring new employees

As just that, HR managers are the specialists responsible for luring, inspiring and retaining the most eligible
talent through the management of the administrative tasks of the Human resources department. Because of this
position's administrative nature, human resource managers are called upon to handle, among other tasks,
worker-related services, regulatory compliance, and employee relations.

Develops policies and directs and manages human resource practices such as jobs, salaries, employee relations,
compensation, training and facilities to workers.

Task Performed by HR Manager

HR managers are committed to ensuring that the total human resource plans and programs are managed, coordi
nated and analyzed. Hence, their core commitments include

1. Develop and manage human resources plans and processes related to the personnel of the corporation
2. Planning, organization, and control of the HR dept's activities and actions
3. Making a contribution to the development of objectives, objectives, and systems of the Human resources
department

These tasks involve fulfilling the following tasks

 Serve as link between Management and employees by handling questions, interpreting and
administrating contacts and helping resolve work related problem
 Analyze and modify compensation and benefits policies to establish competitive programs
and ensures compliance with legal requirement
 Create and revise job requirements
 Carrying out annual pay assessments
 Develop, analyze and update the wage budget of the firm
 Development, analysis and updating of the evaluation program of the company
 Plan and conduct new employee orientation to foster positive attitude toward organizational
objective
  Advice managers managers on organizational policy matter such as equal employment
opportunity and sexual harassments and recommend needed changes
 Monitor recruitment efforts for all staff, including writing and placing job advertisements
 Maintenance of the company database and other notations

While human resource managers may be accountable for all of the elsewhere here-mentioned duties in smaller
companies, these HR specialists may have more specialized duties in larger companies. These specialized
managers can be referred to in these settings as managers of compensation and benefits, managers of training
and development, and the like.

As supervisors, managers of human resources are responsible for overseeing all HR department employees,
which includes HR employees ' performance management. For instance, they would be able to make
recommendations to the leadership of an organization based on worker productivity analysis. Their value is
often discovered as they identify ways to improve the value of the employees of the organization and ensure the
effective use of all human resources.