Job Analysis of Officers at Tata Steel By K. Swarna Domain : HR
Objective The overall objective of the live project is to prepare the JDs of all the roles across the levels in Tata Steel and evaluate these JDs on the basis of Hays Method of evaluation to peg the roles at right levels.
Job Analysis Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. A Process of understanding the “what” and “why” of work to be done A process of gathering facts that would enable others to make judgment about the work to be done
Steps In Job Analysis Collection of background information Selection of Representative job to be analysed Collection of Job Analysis data Job Description Developing Job Specification
Example of Job Analysis Meeting with Chief Strategic Procurement Understood the functioning of the department Identified 4 Unique roles 1. Head IM Section 2. Head Projects(Improvement) 3. Head Project Procurement 4. Head Strategic Buying . JD Documentation is prepared for the 5 roles . Job Evaluation would be done
Job Description It gives information about the scope of job activities, major responsibilities and positioning of the job in the organization The job description should indicate the scope and nature of the work including all-important relationships. The job description should be clear regarding the work of the position, duties etc. More specific words should be selected to show:- a) The kind of work b) The degree of complexity c) The degree of skill required d) The extent to which problems are standardized e) The extent of worker’s responsibility for each phase of the work
Job Description Template
Approach The entire exercise is divided into three Phases Phase I : Already Completed Identification of unique roles of IL1,IL2 employees. Mapping the existing roles to unique roles Meetings with IL1’s to understand roles JD documentation by Hay Group Job Evaluation Phase I Completed
Phase II – Undertaken in this Project Identification of 250 unique roles Based on the unique roles, Chiefs (IL2s) identified with whom meetings need to be fixed to understand the roles in terms of job responsibilities and other attributes of JD Identification of HRM Resources to coordinate the exercise Meeting with IL2’s to understand roles Review meeting with Hay group JD Documentation by unique role incumbents JE of 250 Unique Roles MIS Report to Hay Group & Chief Group HR
Activities Done Under This Project Worked in Phase II of Job Analysis which includes the identification of unique roles of IL3,IL4,IL5,IL6 for analysis and Job Evaluation. Scheduled meetings with Chief’s of Different Executive Head in Tata Steel Acted as point of contact for Business HR’s and Hay Group. Point of Contact for Business HR’s and Hay Group. Attended meetings with Chief’s along with Hay group and Business HR’s to understand the job responsibilities of the identified roles. Prepared MIS for the status of the project and to follow up on meetings. Followed up with assigned BU HRMs for the status of JD documentation and also checked few JDs from completeness perspective.
Phase III – Planned to be Implemented Identification of 500 unique roles Mapping of existing roles to unique roles Meeting with Chief’s to understand roles Review meeting with Hay group JD Documentation JE of 500Unique Roles
Hay Method Job Evaluation Hay job grading scheme was developed by E.N Hay and Associates and used for evaluating jobs that is one of the most popular method used for evaluating executive, managerial and professional positions but also widely used in evaluating clerical, blue collar and technician jobs. It is a scheme which is based on the "points factor" approach. • It evaluates job but not people who are working on that specific job. • Measures job to reflect their relative weight in the organization. • Provides means to asses pay across different market/Function • It is not based on Performance, education, skills, and current salary
Basis of Method Know-How To achieve the accountabilities of the job requires know-how which is the sum total of every capability or skill, however acquired, needed for fully competent job performance It has three dimensions 1. Practical/Technical Knowledge 2. Planning, organizing and integrating(managerial) Knowledge 3. Communicating and influencing skills
Problem Solving This is the amount of original, self-starting thinking required by the job for analysing, evaluating, creating, reasoning, arriving at and making conclusions. ‘Problem Solving’ is "the amount and nature of the thinking required in the job in the form of analysing, reasoning, evaluating, creating, using judgment, forming hypotheses, drawing inferences, arriving at conclusions, etc.“ There are two dimensions in problem solving: 1. Thinking Environment :The environment in which the thinking takes place. 2. Thinking Challenge :The challenge of the thinking to be done; the novelty and complexity of the thinking required.
Accountability ‘Accountability’ is "the answerability for action and its consequences. The measured effect of the job on end results in the organization.“ This is the measured effect of the job on end results. It has three interrelated dimensions: 1. Freedom to Act - the extent of personal, procedural or systematic guidance and control on the job. 2. Job Impact on End Results - the degree to which the job affects or brings about the results expected of the unit or function being considered. 3. Magnitude - the size of the function or unit measured in the most appropriate fashion.
Learnings Understanding the concept of Job Analysis and Job Evaluation. Understanding the unique roles in identified departments . Understanding how each department works and functions. Understanding Hay’s Method of Job Evaluation Learning the method of writing the job descriptions and evaluating their completeness. Job Evaluation theory. Practice Exercises done to understand Hay method of Job Evaluation