Grieger Pvt. Ltd.

A Project of Human Resource Management

on

JOB ANALYSIS
 WHAT IS A JOB?

Job
A group of related activities and duties
Position
The different duties and responsibilities performed
Job
Job

by only one employee

Job Family
A group of individual jobs with similar characteristics

Job
Job Job
Job Job
Job
 WHAT IS JOB ANALYSIS?
The process of obtaining information about
jobs by determining what the duties, tasks, or
activities of jobs are.

HR managers use the data to develop job

descriptions and job specifications that are the
basis for recruitment, training, employee
performance appraisal and career
development.

The ultimate purpose of job analysis is to

improve organizational performance and
productivity.
DETERMINING JOB REQUIREMENTS
THE PROCESS OF JOB ANALYSIS
 JOB DESCRIPTION
Job description includes basic job-related data that is useful to advertise
a specific job and attract a pool of talent. It includes information such as
job title, job location, reporting to and of employees, job summary,
nature and objectives of a job, tasks and duties to be performed, working
conditions, machines, tools and equipments to be used by a prospective
worker and hazards involved in it.

Purpose of Job Description:

The main purpose of job description is to collect job-related data in order
to advertise for a particular job. It helps in attracting, targeting, recruiting
and selecting the right candidate for the right job.
It is done to determine what needs to be delivered in a particular job. It
clarifies what employees are supposed to do if selected for that particular
job opening.
It gives recruiting staff a clear view what kind of candidate is required by
a particular department or division to perform a specific task or job.
It also clarifies who will report to whom.
 JOB DESCRIPTION
The Human Resources Director (or head of
human resources, depending on the size of
business) has ultimate responsibility for all
people based activity within Grieger Pvt. Ltd.
from both an operational and strategic
perspective. The head of Human Resource is
involved in many areas, such as: resource
planning and recruitment; training; managing
a variety of Employee Relations issues at any
one time and being the first point of contact
for all employee related issues.
 JOB DESCRIPTION
Responsibilities/Accountabilities
of Human Resources
Director:
To act as the face of Human Resource for the company.
To be responsible for senior level decision making and both day to day management and strategic

direction of Grieger Pvt. Ltd..

To develop and implement an annual agenda for Human Resource strategy in line with the business

plan. To ensure Human Resource plans support the needs of the business but are also flexible enough
to cope with changes in Grieger Pvt. Ltd., as and when they occur.
To provide information and reports on data such as staff turnover, references, cost per hire, training
hours per person, etc.
To provide advice on and administer maternity and paternity leave cases. To be responsible for

resource planning for maternity re-joiners.

To conduct training needs analysis and designs and implement a training plan with input from

business heads. To manage costs to budget.

To ensure all staff receive appraisals in accordance with company policy and monitor probationary
periods.
To co-ordinate recruitment throughout the company through management of a recruitment
team/Human Resource team. To build relationships with recruiters, draft briefs, set up interviews
where necessary. To interview senior hires when necessary.
To ensure payroll is completed accurately and to deadline.

To conduct occupational health referrals and providing pastoral support and advice to employees.
 JOB SPECIFICATION
Also known as employee specifications, a job specification is a written
statement of educational qualifications, specific qualities, level of experience,
physical, emotional, technical and communication skills required to perform a
job, responsibilities involved in a job and other unusual sensory demands. It
also includes general health, mental health, intelligence, aptitude, memory,
judgment, leadership skills, emotional ability, adaptability, flexibility, values
and ethics, manners and creativity, etc.

Purpose of Job Specification:

Described on the basis of job description, job specification helps candidates
analyze whether are eligible to apply for a particular job vacancy or not.
It helps recruiting team of an organization understand what level of
qualifications, qualities and set of characteristics should be present in a
candidate to make him or her eligible for the job opening.
Job Specification gives detailed information about any job including job
responsibilities, desired technical and physical skills, conversational ability and
much more.
It helps in selecting the most appropriate candidate for a particular job.
 JOB SPECIFICATION - SKILLS
Previous experience of managing an Human Resources team.
Previously influenced senior managers, built strong commercial relationships and driven an
Human Resource strategy.
Human Resource Manager level - must be comfortable working in a standalone environment.
Can quickly establish credibility and respect and build strong working relationships with
department managers. Demonstrable maturity, professionalism and gravitas.
Ability to recognise the value and responsibility of working in a team, actively supports and
develops team members, quick to identify and problem solve any issues.
Act as a role model for Grieger Pvt. Ltd. looks beyond own team as a role model and source of
knowledge. Works with others in a collaborative and solutions focused manner to achieve win-
win outcomes.
Able to work to deadlines and adapt to changing conditions ability to generate effective and
pragmatic solutions to new situations and problems as they are presented.
Demonstrate an understanding of personalities and behavioural styles in order to work
collaboratively with a variety of people and to make informed decision around resourcing,
reporting structures and relationships.
The ability to inspire confidence of the CEO and other senior managers through timely delivery
of information and plans. Works independently of CEO, but consults where appropriate.
Exposure to TUPE and confident in handling TUPE situations. Understanding of all legal
implications and ability to resource plan accordingly and comply with legal obligations.
Strong working knowledge of employment law issues and the ability to apply these to a variety
of situations using a pragmatic and common sense approach.
Familiar with best practice redundancy processes and experienced in coaching managers
 JOB SPECIFICATION - SKILLS
Makes sensible, intelligent decisions in difficult and deadline driven situations.
Excellent attention to detail.
CIPD qualified.
Demonstrates passion - approaches all tasks in an enthusiastic way. Committed to upholding
professional standards.
Takes responsibility for own actions and visibly supports the senior leadership team and their
agenda.
Results- focused - understands what is important to staff, clients and management - is
committed to achieving goals. Tenacious approach to delivery, quality of output and Grieger
Pvt. Ltd..
Capable communication skills - handles complex and difficult situations with thought and
confidence.
Ability to deliver appropriate information to the right people.
Ability to explain detailed legal information to staff in a straightforward way.
Displays integrity - is sincere in own behaviour and in dealings with others.
Self motivated and self aware - recognizes own strengths and weaknesses and is committed to
personal development.
Takes a broad interest in the success and development of the company and the human
resource function as a whole.
Able to problem solve both operational and strategic issues through a pragmatic and
commercially sound approach.
Effectively plans ahead to anticipate problems, plans for worst-case and best-case scenarios.
 JOB SPECIFICATION - QUALIFICATIONS
7-10 years of progressively more responsible positions in human resources, preferably in a similar industry in two different
firms.
Experience supervising and managing a professional staff.
Experience as a trusted resource as a member of a senior level executive team.
Experience in multiple locations and globally is a plus for the HR director job candidates.
Education - Human Resources Director :
Bachelor's Degree in Human Resources, Business, or a related field required.
Masters Degree in Business or Human Resources Management or a related field preferred.
J.D. a plus.
SPHR designation will receive consideration, but is not required.
Required Skills, Knowledge, and Characteristics - Human Resources Director:
These are the most important qualifications of the individual selected as the human resources director.
Strong effective communicator in writing,business presentationsand ininterpersonal communication.
Highly developed, demonstratedteamwork skills.
Demonstrates a high degree of confidentiality in interpersonal interaction.
Exhibits an unusual degree of common sense in working with coworkers and the executive team.
Able to direct the efforts of a team of diverse human resources professionals.
Demonstrated ability to increase productivity and continuously improve methods, approaches, and departmental contribution
while remaining cost-sensitive.
Must exhibit a commitment to continuous learning.
Expert in employment law to keep the company safe from lawsuits and has a proven ability to work well in consultation with an
employment law attorney.
Strong commitment to and interest in employee relations and communication.
Demonstrated ability to see the big picture and provide useful and strategic advice and input across the company and on the
senior executive team.
Ability to lead in an environment of constant change.
Experience working in a flexible, employeeempowering workenvironment. Structured or large company experience will not
work here.
Familiarity and skill with the tools of the trade inhuman resources including HRIS,Microsoft Office suite of products, file
management, and benefits administration.
 JOB SPECIFICATION - QUALIFICATIONS
High-Level Overview of Job Requirements - Human Resources
Director:

The selected human resources director must be able to perform effectively in each of these areas -
Guides and manages the overall provision ofHuman Resourcesservices, policies, and programs for

the entire company.

Development of an overall Human Resource business plan with measurable objectives and a budget.

Staffing of the Human Resource department to effectively serve the needs of the organization.

Overalltalent managementstrategy and implementation including workforce planning, recruiting,

interviewing, hiring, training and development;performance planning, management development
and improvement; andsuccession planning.
Organization development,change managementinitiatives, and company-wide culture and
environment at work for employees.
Oversee employment law compliance and compliance to regulatory concerns.

Demonstrated proficiency in policy development,documentation, training, and implementation.

Oversees employee safety, welfare, wellness and health.

Responsible for community outreach and communication, and charitable giving in conjunction with
the community relations team.
Managing external executive recruiting agencies, employment agencies, recruiters, and temporary

staffing agencies.
Analysis of the effectiveness of all human resources efforts both financially and in terms of whether
they produced thecompany's needed objectives and outcomes.
THANK YOU

By Rahul Bishnoi