A

Project Report

On

THE STUDY AND ANALYSIS OF VARIOUS JOB POSITIONS

AND DEFINE JOB ANALYSIS FOR VARIOUS TESTS
PERFORMED BY EMPLOYEES EMPLOYED AT VAYUDOOT
ROAD CARRIERS PVT. LTD.

Submitted To

SAVITRIBAI PHULE PUNE UNIVERSITY

In partial fulfillment of the award of degree of the

MASTER OF BUSINESS ADMINISTRATION

Submitted By

TEJAS MADHUKAR GAIKWAD

Under the Guidance of

Dr. Akshay N. Ganbote

Through

JSPM’S

Jayawantrao Sawant College of Engineering

MBA Department

Hadapsar, Pune.

2016-2018
1
 ACKNOWLEDGEMENT

It would be grateful on my part to go ahead with this report expressing my gratitude to all those
who have helped me in completion of my Project.

I heartily thank VAYUDOOT ROAD CARRIER PVT.LTD. PUNE, for giving me an

opportunity to carry out my summer project in well – esteemed and diversified organization.

I am highly grateful to the DIRECTORS of company Mr.ASHWANI SINGHAL, Mr. PAWAN

GUPTA & HR manager Mr.NILESH JADHAV.

At the same time I am also highly grateful to all the employees who spend their valuable time
and help me in filling the questionnaire and express their own views.

Finally I am thankful to my project guide and H.O.D of MBA department Dr. AKSHAY
GANBOTE of JSPM’s, JSCOE who help me in the step of my project. Without his guidance I
could not have been completed my project within the stipulated time.

My whole hearted thanks to all other persons who directly or indirectly helped in completing my
project. I really derived immense benefit to all round exposure to various aspects during my
project work.

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 DECLARATION

I, Mr. TEJAS MADHUKAR GAIKWAD, student of JSPM College. Hereby declare that
the project for title THE STUDY AND ANALYSIS OF VARIOUS JOB POSITIONS AND
DEFINE JOB ANALYSIS FOR VARIOUS TESTS PERFORMED BY EMPLOYEES
EMPLOYED AT VAYUDOOT ROAD CARRIERS PVT. LTD., PUNE. Undertaken from 15-5-
2017 to 15-7-2017 is result of my own efforts & submitted in the partial fulfillment of Master of
Business Administration at University of Pune.

I confirm that project report does not contain information of Commercial nature or personal
information.

Place- PUNE By,

Date- MR.TEJAS GAIKWAD

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 EXECUTIVE SUMMARY

The project report executed and presented is based on Human Resource Management
topic is the area of Pune to study the Job Analysis in Vayudoot Road Carriers Pvt. Ltd.

Due to time constraints whilst in training it was difficult to know light on the whole topic
in detail because job analysis is the major & important part of the organization. But due to the
support rendered by the HR Department it was easy for research to study the topic more closely.

For project trainee, Vayudoot Road Carrier Pvt. Ltd. has been a great source of academic
exposure and also it has provided research with an opportunity to work with one of the esteemed
organization in India. The training gave research an insight into the practical aspect and working
of an organization.

During project training in Vayudoot road carrier Pvt. Ltd., Researcher had seen the job
analysis process in the organization which is an important factor of manpower planning which is
done such a big organization. For that project researcher used descriptive & analytical research
method.

During 2 months project a Vayudoot Road Carrier Pvt. Ltd., Researcher studied the
factors important for job analysis. Researcher also analyzes employee work & what are the
specifications are required for employee to fulfill job effectively.

Researcher summer training also helped research to interact with the employee of an
organization at the time of employee feedback. Researcher also studied the core HR process in
the organization.

Researcher finds out some things about job analysis in VRC. These are the experience
required for specific jobs, company gave the job description to the employee before joining, and
most of the employee requires the on job & off job training for performing the job & employee
are satisfied with job.

But overall my whole experience of working with so many experience people and in such
a reputed industry was very fruitful & project trainee gained a lot of experience.

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 INDEX

Sr. No. Topic Page No.

1 Introduction Of Study 6
2 Company Profile 8
3 Objective & Scope of the Study 13-14
4 Theoretical or Conceptual Background 15
5 Research Methodology 28
6 Data Analysis & Interpretation 33
7 Findings 44
8 Suggestions & Recommendation 45
9 Limitation 47
10 Conclusion 48

11 Annexure -
Bibliography
1. 49
Questionnaire 50

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 INDEX

Sr. No Table No. Contain Page no.

1 6.1 Employee Feedback on Education 28
2 6.2 Employee Feedback on Experience 29
3 6.3 Employee Feedback on Years of Experience 30
4 6.4 Employee Feedback on Computer knowledge 31
5 6.5 Employee feedback on Skill 32
6 6.6 Employee Feedback on Training 33
7 6.7 Employee Feedback on Current Training 34
8 6.8 Employee Feedback on analysis for Job 35
9 6.9 Employee feedback on Evaluation of Job 36
10 6.10 Employee Feedback on Management should 37
discus expectation with employee
11 6.11 Employee Feedback on job Specification 38
12 6.12 Employee Feedback on Job Description 39

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 INDEX

Sr. No Graph No. Contain Page no.

1 6.1 Employee Feedback on Education 28
2 6.2 Employee Feedback on Experience 29
3 6.3 Employee Feedback on Years of Experience 30
4 6.4 Employee Feedback on Computer knowledge 31
5 6.5 Employee feedback on Skill 32
6 6.6 Employee Feedback on Training 33
7 6.7 Employee Feedback on Current Training 34
8 6.8 Employee Feedback on analysis for Job 35
9 6.9 Employee feedback on Evaluation of Job 36
10 6.10 Employee Feedback on Management should 37
discus expectation with employee
11 6.11 Employee Feedback on job Specification 38
12 6.12 Employee Feedback on Job Description 39

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 1. INTRODUCTION

Management is the word of making four factors of production i.e. men, material, machine
& money. It is possible to run any type of business organization; also we have substantial level
uneconomic development. It is essential in all organized efforts. It is essential for organization to
undertake manpower estimation, or man power/human resource planning for effective, efficient,
proper utilization of the employee.

Employees in any organization are recruited, retained, retrenched or retired considering

the volume of jobs, tasks, opportunities of expansion, growth and such other factors. But what is
meant by ‘job’,’tasks’,’job analysis? These terms are explained in this project.

The definition of the job analysis is ‘the process of studying and collecting information
relating to the operations and responsibilities of a specific job. The immediate products of the
analysis are job description and job specification.’

Where researcher did his project researcher decided what is the objective & scopes of this
projection the project researcher have to learn what is meaning the job analysis. In that what
actually job description and job specification. Job analysis is a systematic process of collecting
all information about the job for preparing of job description and job specification meant to
selection of employee satisfaction in job and motivation etc.

Job analysis also know as work analysis is a family of procedure to identify the content of
a job in terms of Activities involved and attributes or job requirement needed to perform the
activities job analysis provides information to organization which helps to determine which
employees are best fit for specific job. Through job analysis, the analyst needs to understand
what the important task of the job are, how they carried out & the necessary human qualities
needed to complete the job successfully.

Job analysis is crucial for first, helping individual develop their careers, & also for
helping organization develop their employee in order to maximize talent.

One of the main purposes of conducting job analysis in to prepare job description & job
specification which in turns helps hire the right quality of workforce into an organization. The
general purpose of job analysis is to document the requirement of a job and the work performed.

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 A job analysis is conducted in order to identify the knowledge, skills, and abilities that an
individual in a particular job or occupation ought to have. Within a test development effort, a
well-conducted job analysis helps provide for the validity of the test that is later developed.

The process of job analysis involves the analyst describing the duties of the incumbent,
then the nature and conditions of work, and finally some basic qualifications. After this, the job
analyst has completed a form called a job psychograph, which displays the mental requirements
of the job. The measure of a sound job analysis is a valid task list. This list contains the
functional or duty areas of a position, the related tasks, and the basic training recommendations.
Subject matter experts (incumbents) and supervisors for the position being analyzed need to
validate this final list in order to validate the job analysis.

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 2. COMPANY PROFILE

VAYUDOOT ROAD CARRIER PVT. LTD.

Corporate Address:

4th Floor, Office No. 402, Pantagon-1,

Magarpatta City, Hadapsar, Pune- 411028.

Phone: 020-269898387, 26898388.

Contact: 9370147343 (Ashwani Singhal)

Visit Vayudoot on: www.vayudootlogistics.com

Email: vlpl_ho@vayudootlogistics.com

ashwani.s@vayudootlogistics.com

Business: Transportation and Distribution.

Board of Directors:

Chairman and M.D.: Mr. Jay Bhagwan Singhal.

Directors: Mr.Ashwani Singhal.

Email: ashwani.s@vayudootlogistics.com

Mr.Arun Singhal.

Email: arun.s@vayudootlogistics.com

Mr.Abhay Agrawal.

Mr.Pawan Gupta.

Email:-pawan.g@vayudootlogistics.com

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INTRODUCTION OF COMPANY

Vayudoot is set to become a market leader in the Supply Chain System and
Transportation Industry in India & International market. Vayudoot offers Multi-Model
Logistics Service, Speed, Promptness and Accuracy as a supply chain partner for your supply
chain needs. Vayudoot Road Carrier Pvt. Ltd. Has over 25 years’ experience in transportation
business. Vayudoot is all set to carve a niche for itself. Vayudoot deals with the other
companies to transport their goods. It also gets his brand image in logistic industry. Vayudoot
achieved many awards in his business carrier. Vayudoot Road Carriers Private Limited is a
Private incorporated on 13 April 2000. It is classified as Non-govt. Company and is
registered at Registrar of Companies, Pune. Its authorized share capital is Rs. 2,000,000 and
its paid up capital is Rs. 1,395,100

Vayudoot client list :-

Vayudoot Road Carriers Pvt. Ltd. provides services to some of the most respected and
best known companies in the World.
Below is a partial list:
 PepsiCo India Holdings Pvt. Ltd.
(Frito Lays Division)
 Manjushree Techno packs Ltd.
 Godrej and Boyce Mfg. Co. Ltd.
 Tata Motors Ltd.
 United Breweries Ltd.
 Balmer Lawrie Co. Ltd.
 Samsung Electronics India.
 3M Global
 Whirlpool of India Ltd.
 LG Electronics India Pvt. Ltd.
 Hindustan Unilever Ltd.

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TRANPORTATION

 VAYUDOOT has set a huge base in Containerized movements across India, basically in
32 Ft closed body containers, with a own fleet of 200 vehicles and 300+ containers
directly attached with us, applying across India
 We have a dedicated fleet of own and attached 20 Ft closed body containers (Carrying
capacity of around 6 to 8.5 Tons), with services in West and South Indian Major Cities.

LOGISTICS:
VAYUDOOT (As a group) is into Consolidation, Distribution, Transportation and 3 PL
Logistics Service.

 Warehousing, Providing Capital

 Infrastructure.
 Supply Chain Management Service.

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FLEET MANAGEMENT AND CONSULTANCY:

 With the years of knowledge gained in the Transport Industry.

 We have set certain benchmarks in the Fleet Management.

We provide consultancy to fleet owners for cost reductions, Efficiency and Reduction in down
time etc.

PROCUREMENT AND SALES OF LUBRICANTS AND AUTOMOTIVE

PARTS:

With the motive to serve the Transport Industry we have got into Sales of Lubricants Oils and
Automotive parts to our Transport Trade partners in the lowest Cost possible in the industry with
the passing of the know-how for cost reductions and bringing in huge efficiencies resulting in
increased profits (This is offered through our Group Company M/S Accurate Trading Co.).

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FLEETS MANAGEMENT:

 A strong and well managed Fleets of 370 quality containerized vehicles (owned 210 and
Attached with all types of vehicles with different capacity.

 34 Ft Closed Body Containers (Single Axle) (300 Vehs)

(9 Ft width and 10.5 Ft Height, Carrying Capacity 6.5 to 7 Tons

 34 Ft Closed Body Containers (Multi Axle) (25 Vehs)

(9 Ft width and 10.5 Ft Height, Carrying Capacity 15 Tons)

 20 Ft Closed Body Containers (45 Vehs)

(7.5 Ft width and 8 Ft Height, Carrying Capacity 7.5 to 8 Tons)

 24 Ft Closed Body Containers (10 Vehs)

(8 Ft width and 8 Ft Height, Carrying Capacity 7.5 to 8 Tons)

 MIS Tracking and Service:

 Daily Status Tracking of Every Consignment and Pro-Active MIS for
Consignments ETD and Actual Delivery.
 Good quality vehicles and 95% + On Time Delivery.
 Branches:
 Chennai, Bangalore, Trichy, Pondicherry, Hyderabad, Cochin, Hubli,
Mumbai, Bhiwandi, Goa, Delhi-Faridabad, Indore, Ahmadabad, Sonipat,
Kolkata.
 Service Network: Jaipur, Punjab, Nagpur, Raipur, Cuttack, Vijayawada,
Aurangabad, Nasik.

 Annual Turnover (Group):
 200 crores.

 Our bankers:
 CITI Bank Ltd, ICICI Bank Ltd

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 3.1. OBJECTIVE OF THE STUDY

Here are the objectives of this project-

 To study the job analysis at Vayudoot Road Carrier Pvt. Ltd.

 To study and develop job description of individual job at Vayudoot Road Carrier Pvt. Ltd.
 To analyze requirement of individual job at Vayudoot Road Carrier Pvt. Ltd.
 To study training need analysis of individual job at Vayudoot Road carrier Pvt. Ltd.

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 3.2. SCOPE OF THE STUDY

 The overview of the study gives satisfaction of employee.

 The providing proper remuneration to the employee for the job done through job analysis.
 The overview of the study gives, improvement in welfare and industrial relations.
 The highlight of study gives improvement in promotion and transfer policy.

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 4. THEORETICAL BACKGROUND

The concept of manpower planning or human resource planning is faced with the
problem of determination of the requirement of human resources or manpower. The requirement
of human resource, for the organization, is determined as a whole, both in terms of quantity as
well as quality. Under the quantitative aspects, the determination of the total amount of work to
be done in a particular period of time and the total number of people required to perform that
work is considered; while under the qualitative aspect of human resource requirement, the type of
manpower, required to perform a particular job, is considered. Job analysis is the process by
which the qualitative aspect of the human resource requirement is considered.

Job analysis is a formal and systematic way to collect and analyze information, about the
contents and manpower requirements of a job. It collects and analyzes information what people
do in their jobs, in terms of activities and functions, and the characteristics of the workers (skills,
knowledge, ability, adaptabilities etc.), required to accomplish the tasks involved. In the process
of job analysis, judgments are made about the data collected on a job. It is a part of overall work
planning which is known as work design. In order to perform job analysis, it is very essential that
the job has already been designed and someone is in performance of it. Thus, only on ongoing
jobs, it is possible to perform job analysis. Job analysis data may be collected from current
worker, former worker, supervisor, injured worker and the employer, through interviews and
questionnaires. The result of job analysis provides information about job i.e. job description (a
list of what the job comprises of), job specification (what kind of people are required for the job),
not about the people. Since the tendency of the job is to change according to the circumstances or
according to the change in environment, a particular job analysis is not long lasting i.e. job
analysis may become obsolete within a short period of time.

A job analysis is a step-by-step specification of an employment position's requirements,

functions, and procedures. Job analysis is the systematic study of jobs to determine what
activities and responsibilities they include, their relative importance in comparison with other
jobs, the personal qualifications necessary for performance of the jobs and the conditions under
which the work is performed. An important concept in job analysis is that an evaluation is
conducted of the job, not the person doing the job. The success of every organization is
dependent upon the performance of its employees. Ideally, all of the jobs in an organization
should interrelate to optimize the achievement of the organization’s mission, goals and
objectives. The stakeholder return on investment of this synergistic effect will be influenced to a
large extent by how well each employee understands his or her role in the organization. As a
17
result, job analysis is considered by many HR practice leaders to be a pivotal aspect of effective
human resources administration. It has the potential to impact every major core competency area
of HR, for better or for worse, depending on the adequacy of the underlying job analysis
practices in place within the organization.

A job analysis programme is indispensable part of sound human resource management.

The information, generated through job analysis, is used for taking right decisions, related to
organization’s human resources. It provides useful information for overall management of all the
personnel activities. Some of the specific uses of job analysis are given below:

Uses of Job Analysis:

 Organizational Design
 Human Resource Planning
 Recruitment and Selection
 Training and Development
 Performance Appraisal
 Job Evaluation
 Safety and Health
 Industrial Relations
 Career Planning and Development
 Job Design

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Process of Job Analysis

Job analysis is a process of gathering necessary information, relating to the tasks, duties,
responsibilities and accountability of a job. Job analysis process involves the implementation of a
series of related steps. These are:

Organizational Analysis

Organizing Job Analysis Programme

Determining the Uses of Job Analysis Information

Determining Representative Jobs for Analysis

Data Collection

Reviewing the gathered information

Preparing a Job Description

Developing a Job Specification

Diagram: 4.1

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JOB DESCRIPTION:

The two vital documents, prepared on the basis of the findings of job analysis, are job
description and job specification.
According to „Michael Armstrong‟ “ Job description is designed as a statement that specifies the
purpose of a job, also mentions where the job fits in the organization structure, the context within
which the job holder functions and the principal accountability of job holders or the main tasks to
be carried out by them.”
Job description is a realistic and organized statement that describes all the characteristics of a job.
It provides information about job title, job summary, duties and responsibilities, working
conditions, social environment and nature of supervision, hazard, location and relationship with
other jobs. The main object of job description is to simplify and standardize all the functions of
human resource management. It also makes it possible for employees to understand what is to be
done, how is to be done and why it is to be done. It helps in setting out the outer limits of a job
and differentiates it from other jobs.

Contents of Job Description

A job description comprises of the following information:
1. Job Identification- This segment of job description contains information on title of the job,
code number of job, department, division or plant where the job is located. It helps in identifying
the nature of job and its position in the organization.
2. Job Summary- This segment mentions the content of the job. It describes the objectives of the
position, tasks performed by the employees, and the degree of freedom given to each job holder.
3. Job Duties and Responsibilities- This segment describes the duties and responsibilities
associated with the job. It also describes the frequency of performing each duty. This is the most
essential part of job description and should be prepared carefully.
4. Working Conditions- This section describes the physical environment of the job, in terms of
heat, noise, light, dust and fumes etc. It also describes the nature of hazard and their possibility of
occurrence.
5. Machines, Tools and Equipments- This section describes the tools, machines, equipments
and materials that are used in the execution of job.

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6. Supervision- This section indicates the degree of supervision, number of persons to be
supervised, designations of immediate superiors and subordinates etc.
7. Relation to Other Jobs- This section indicates the clear cut relationship of the job, with jobs
above or below, in organization’s structure. It also mentions to whom the employee will report
and who will report to him.

JOB SPECIFICATION:

A document which describes the minimum qualities of a person, required to perform the job
properly, is called job specification. All the physical, mental, social, psychological and
behavioral characteristics that a person should possess in order to perform the job effectively are
mentioned in this document. It describes the person’s qualities that are required to perform a
particular job. Job specification serves as a basis in the process of recruitment and selection. This
document also helps in training and appraisal of employees. Job specification identifies the
knowledge, skill and abilities that a person needs to have, in order to perform the job effectively,
and not the qualifications that the current employee possesses. For example, the job specification
for a data entry operator might include- the required level of education, some number of months
of experience, speed of a certain number of words per minute, visual concentration, and ability to
work under time pressure.
The main limitation of this document is that it is too subjective and very difficult to explain all
the requirements that are needed for a job.

CHARACTERISTICS OF GOOD JOB SPECIFICATION:

A good Job Specification should include:

1) Physical Characteristics such as height, weight, vision, hearing, health, age, voice, etc.
2) Psychological and Social Characteristics such as emotional stability, decision making
ability, mental ability, conversational ability, etc.
3) Mental Characteristics such as general intelligence, memory, judgment, ability to
concentrate etc.
4) Personal Characteristics such as sex, education, family background, job experience, hobbies
etc.

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Job Analysis Tools:

There are various tools and techniques such as O*Net model, PAQ model, FJA model, F-JAS
model and competency model that help HR managers to develop genuine job description and job
specification data. Though not very new but these specialized tools and techniques are used by
only a few of very high profile organizations. Not very common in use but once understood,
these systematic approaches prove to be extremely useful for measuring the worth of any job in
an organization.

O*Net Model: The beauty of this model is that it helps managers or job analysts in listing job-
related data for a very large number of jobs simultaneously. It helps in collecting and recording
basic and initial data including educational requirements, physical requirements and mental and
emotional requirements to some extent. It also links the level of compensation and benefits, perks
and advantages to be offered to a prospective candidate for a specific job.

FJA Model: FJA stands for Functional Job Analysis and helps in collecting and recording job-
related data to a deeper extent. It is used to develop task-related statements. Developed by Sidney
Fine and his colleagues, the technique helps in determining the complexity of duties and
responsibilities involved in a specific job. This work-oriented technique works on the basis of
relatedness of job-data where complexity of work is determined on a scale of various scores
given to a particular job. The lower scores represent greater difficulty.

PAQ Model: PAQ represents Position Analysis Questionnaire. This well-known and commonly
used technique is used to analyze a job by getting the questionnaires filled by job incumbents and
their superiors. Designed by a trained and experienced job analyst, the process involves
interviewing the subject matter experts and employees and evaluating the questionnaires on those
bases.

F-JAS Model: Representing Fleishman Job Analysis System, it is a basic and generic approach
to discover common elements in different jobs including verbal abilities, reasoning abilities, idea
generation, quantitative abilities, attentiveness, spatial abilities, visual and other sensory abilities,
manipulative abilities, reaction time, speed analysis, flexibility, emotional characteristics,
physical strength, perceptual abilities, communication skills, memory, endurance, balance,
coordination and movement control abilities.

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Competency Model: This model talks about the competencies of employees in terms of
knowledge, skills, abilities, behaviors, expertise and performance. It also helps in understanding
what a prospective candidate requires at the time of entry in an organization at a particular
designation in a given work environment and schedule. The model also includes some basic
elements such as qualifications, experience, education, training, certifications, licenses, legal
requirements and willingness of a candidate.

Job Scan: This technique defines the personality dynamics and suggests an ideal job model.
However, it does not discuss the individual competencies such as intellect, experience or physical
and emotional characteristics of an individual required to perform a specific job.

PROBLEMS WITH JOB ANALYSIS:

Lack of Management Support

Lack of Co-operation from Employees

Inability to Identify the Need of Job Analysis

Biasness of Job Analyst

Using Single Data Source

Diagram: 4.2

1. Lack of Management Support

The biggest problem arises when a job analyst does not get proper support from the
management. The top management needs to communicate it to the middle level managers and
employees to enhance the output or productivity of the process. In case of improper
communication, employees may take it in a wrong sense and start looking out for other available
options.
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 2. Lack of Co-operation from Employees

If we talk about collecting authentic and accurate job-data, it is almost impossible to get real and
genuine data without the support of employees. If they are not ready to co-operate, it is a sheer
wastage of time, money and human effort to conduct job analysis process. The need is to take the
workers in confidence and communicating that it is being done to solve their problems only.

3. Inability to Identify the Need of Job Analysis

If the objectives and needs of job analysis process are not properly identified, the whole exercise
of investigation and carrying out research is futile. Managers must decide in advance why this
process is being carried out, what its objectives are and what is to be done with the collected and
recorded data.

4. Biasness of Job Analyst

A balanced and unbiased approach is a necessity while carrying out the process of job analysis.
To get real and genuine data, a job analyst must be impartial in his or her approach. If it can’t be
avoided, it is better to outsource the process or hire a professional job analyst.

5. Using Single Data Source

A job analyst needs to consider more than one sources of data in order to collect true
information. Collecting data from a single source may result in inaccuracy and it therefore,
defeats the whole purpose of conducting the job analysis process.

However, this is not the end. There may be many other problems involved in a job
analysis process such as insufficient time and resources, distortion from incumbent, lack of
proper communication, improper questionnaires and other forms, absence of verification and
review of job analysis process and lack of reward or recognition for providing genuine and
quality information.

24
JOB DISCRIPTION

HR

 DUTIES & RESPONSIBILITIES

1. To check daily attendance (absenteeism, late coming and other details)
2. Daily updating of H.O attendance in the Excel Sheet.
3. Weekly update the attendance in the excel sheet for the branches(Lonikand &
Ranjangaon)
4. Monthly update attendance in the excel sheet for all other branches.
5. Conducting of interview as per schedule as and when required & preparation of CTC
6. New joining procedure- Filling the complete application form, with Xerox copy of
documents & preparation of CTC.
7. Preparation of offer letter, appointment Letter, Transfer letter, Salary certificate,
Experience letter as and when required.
8. Preparation of Full & final settlement, Preparation of cheques and depositing the
same in Bank
9. Completing the process of PF withdrawal Forms / submitting the same in PF office.
10. Leave Application checking & filling.
11. Opening of Bank a/c for new joined & co-ordination with Banks for staff Cheque
Book / Pass book/ ATM Cards. Blocking & unblocking of the same.
12. Updating of Advances taken by employees in Excel Sheet (Shubham & all
companies).
13. Mediclaim procedure for new joined & claim submission, follow up with
hospitals/TPA /Insurance Co. for claim / Cashless & deletion from Policy.
14. Daily Admin related work (House Keeping / Pantry /dusting etc.)
15. Stationery requisition of Branches / stock maintenance / dispatch / recording.
16. To collect of Drivers attendance through mail & hard copy duly approved by Mr.
Abhay. Forward the same to Subham for Salary preparation. After receiving the
attendance from Subham dispatch it to Lonikand in separate sheet for receiver'
signature. Follow up with branch.
17. Update Salary Software Parameters for Monthly Salary i.e., Master creation.
18. Collection of list from Mr. Gadade for deduction / advances (in case of branch
expenses). Mobile deduction list duly approved by Mr. Pawan Gupta.
19. After data entry of attendance of respective month and take printout of salary sheet
and other reports like deduction, advances, etc.
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20. Approval of Salary register by Mr. Pawan Gupta
21. Prepare Salary transfer documents according to the salary registers, after approval,
sent the mail to bank and hard copy to submit in the bank or to prepare voucher for
non bank transfer employees before 05th or 06 th of every month.
22. Prepare PF / PT / ESIC online challans and submit the payment before 15th of every
month and update register accordingly.
23. Prepare MIS report for Account Dept location wise CTC & Net Salary report before
10 th of every month.
24. Update P.F. Register.
25. Update monthly Bonus and Leave Data.
26. Prepare excel sheet for driver Salary details & dispatch along with salary sheets, slips
voucher to Mr. Abhay.
27. To check the bills received from Shubham Enterprises as per their salary register and
get it approved from Mr. Pawan Gupta and handover to Accounts Dept.
28. Ensure Xerox copy o PF/ESI challan of current month, before 30th of the next
month.
29. Check the bill of Ganesh Ent. And get it approved from Mr. Pawan Gupta and
submit to accounts dept for payment.
30. Daily attendance sheet i/r/o H.O to be given to Security.
31. Coordinate to Mr. Abhay for new joining driver covered to Oriental Insurance.
32. Monthly updating of absentees report and late coming report in prescribed format.
33. Maintenance of assets register for all branches as per branch and keep on updating
the same as & when new purchase of Items.
34. Preparation of power of attorney as and when required, getting it notary done and
ensuring that the same has been sent co concerned person
35. Preparation of sale of agreement of vehicle for all cars and trucks and ensuring the
form required to get signed and filled for transfer purposes and cores to same.
36. Maintain Mobile issue register in respect of all branches.
37. Taking care for repair of chair. Water purifier servicing for branches and AMCs.
38. Ensure proper maintenance of Fire extinguisher including refilling and new purchase
39. Preparation of purchase order and requisition for stationery requirement, purchase of
Seal authority letter for the same.

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40. PF - Annual Return - March (due date 30 Apr) and now online return along with
monthly online generation apart from Annual Return.
41. Half yearly ESIC return- November and March & on line challan generation for
monthly contribution.
42. Annual increment procedure.
43. Leave Bonus procedures at the time of Diwali.
44. Preparation & finalization list of Diwali Gift and list of New Year Dairy & dispatch
accordingly.
45. LWF Return half yearly in the month of June & December of every year.
46. Preparation of Professional Tax assessment details on yearly basis and arrange to
submit the same to the Dept thru consultant.
47. New India Insurance policy renewal date - 12 Feb every year.
48. Oriental Insurance policy renewal date -- Jul every year.
49. Shop Act License Renewal in the month of December.

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ACCOUNTS & CASH

 DAILY – all receipt entry made in tally and prepared paramount made in verify Mr. Banerjee sir.
1. Daily branch entry statement checking and overall responsibility to ensure no pending
for branch closing.
2. Deduction – time to time take approval for deduction on payment.
3. Trip sheet checking (creditor’s payment) after and before payment in tally.
4. Weekly cash entries checking amount above 35000/-
5. Bimonthly – outstanding checking with Mr. Amit Majumdar.
6. Monthly – TDS working on or before 5th of every month.
7. Monthly – creditor’s scrutiny – balances checking repot to be submitting with
Specified format on 8th of every month.
8. Monthly / yearly profit & loss – provisional depreciation, unsecured loan interest.

9. Reported to Banerjee sir on 8th of the month.

10. Monthly – intercompany scrutiny and balance checking work report to be submit with
specified format on 10th of month

11. Monthly – branch expenses chart preparation and submit with specified format on 12th
of next month.

12. Quarterly – TDS return submission all working and submission on or before 14th of
next Month of qtr end.
13. Qtly provision and entry made in tally for advance tax calculation for company and
Individuals to help Mr. Banerjee
14. Authentication of new a/c opening in tally creation of new a/c (creditors/ debtors/
vehicle)
15. Verify TDS certificates and issue to the vendor up to 30 the June of the next year.
16. Debtors / creditors reconsolidation as per party requirement.
17. Sales tax work, monthly stock calculation and verify with stock, payment / transfer
18. RTGS of m/s accurate auto prompt and active and finalization work.
19. Balance sheet finalization work help with Mr. Banerjee sir and Mr. Chobe sir.
20. Audit co-ordination as required at the time of finalization.

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Billing Department

1. Checking, Sorting the challans destination wise or region wise.

2. Primary billing

3. Proper unloading

4. Billing (Proper billing, Cross checking)

5. Submission.

IT Department

1. Managing & Maintaining all IT infrastructure.

2. Managing & maintaining all secure data.

3. Hardwearing.

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 5. RESEARCH METHODOLOGY

Research methodology is to a way to systematically solve the research problem .It is

necessary for researcher to not only the research method / techniques but also methodology its
necessary for researcher to design his methodology for his problem as same may differ from to
problem.

Why research study has been undertaken how the research problem has been redefined in
what way & why the hypothesis has been formulated what data have been collected and what
particular method is adopted, why particular technique of analyzing talk has been used and a host
of similar other questions are usually answered when we talk of research methodology
concerning a research problem or study.

Every aspect of the study /product which is designed on the basis of some observation &
research is made with adopting particular method & techniques while doing research it is
necessary that the information collected should be unbiased & not prejudiced based on truth &
veracity.

Research is a structured enquires that utilizes acceptable scientific methodology to solve

problem and create new knowledge that is generally applicable.

Types of Research

 Descriptive Vs Analytical
 Applied Vs Fundamental
 Quantitative Vs Qualitative
 Conceptual Vs Empirical
 Longitudinal Research
 Decision Oriented Research

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5.1. DATA COLLECTION

Primary Data

The data collected by the research himself for finding solution of a particular problem or
situation is known as primary data.

The information is collected through the primary sources like:

 Interaction with the employee of the organization

 Observation method
 Time to the interaction with the HR department head through questionnaire.

Secondary Data

When a researcher uses data which are previously collected by some other researcher’s
institution, or agencies for their own purpose are called secondary data.

Data was collected from books, magazines, web sites going through the records of the
organization, etc. It is the data which has been collected by individual or some else for the
purpose of other than those of our particular research study. Or in other words we can say that
secondary data is the data used previously for the analysis and undertaken for the next process.

Secondary data collected from the following sources:-

 Websites
 Company Manual

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 5.2. METHODS OF DATA COLLECTION

1) Observation Method:-

The observation is most commonly used method especially in studies relating to

behavioral science. Observation becomes a scientific tool and method of the data collection for
the researcher, when it serves a formulated a research purpose, is a systematically planned and
recorded and is subjected to check and control validity and reliability. Under the observation
method, the information is sought by way of investigators own direct observation without asking
from the respondent.

However, observation has various limitations. Firstly it is an expensive method.

Secondary the information provided by this method is very limited. Thirdly, sometimes
unforeseen factors may interfere with the observational task. At times, the fact that some people
are rarely accessible to direct observation creates obstacles for this method to collect data
effectively.

2) Interview Method:-

The interview method of collecting data involves presentation of oral-verbal stimuli and
reply in terms of oral- verbal responses. This method can be used through the personnel
interviews and, if possible, through telephones interviews.

3) Personal Interview:-

Personal interview method requires person knows the interviewer questions generally in a
face to the other person or persons. This sort of interview may in the form of direct personal
investigation or it may be oral investigation.

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 5.3. Sample

Definition of sample:-

The respondent selected should be as representative of the total population as possible in

order to produce or miniature cross section. The selected respondents constitute what it
technically called sample.

And the selection process is called sampling technique.

Sampling:-

“A finite subset of population, selected from it with the objective of investigating its properties
called a sample. A sample is a representative’s part of the population sample of 20 respondents in
total has been randomly selected. The response to various elements under each questions were
totaled for the various statistical testing”

In our investigation, if we study each and every unit of population then the method of
investigation is called ‘Census’ method. On the other hand if in our investigation we do not study
each and every unit of population but instead only few items drawn specifically from population
then that method of investigation is called ‘Sampling’ method.

In researcher project work he has used ‘Sampling’ technique or method. Researcher has
met 20 employees.

Sampling Method:-

Census:-

Census method refers to the complete enumeration of a universe. A universe may be a place, a
group of people or a specific locality through which we collect the data. Census method is
necessary in some cases like population census, Agriculture Census, animal census etc for
gaining vast knowledge. But in contrary this & method is not applicable as well as needed to
some social problems because it is costly and time consuming. It is difficult to study the whole
universe because financially aid requires for it to complete the study. For this purpose we use
sampling method to pick up a simple from the whole universe. Census method is perplex and
take more time in data collection.

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Advantages

Intensive Study: - Data collection through census method gives opportunity to the investigator
to have an intensive study about a problem study about a problem. The investigator gathers a lot
of knowledge through this method.

Higher degree of accuracy: - In this method there would be higher degree of accuracy in data.
No other method is accurate like census method when the universe is small.

Suitable for heterogeneous units:- This method is also applicable for units having heterogeneity
or difference.

Indispensable in some cases: - In certain cases this method is very important and suitable to be
used for data collection. Without this method the study of a universe remains uncompleted.

Sample Unit:-

Sample unit of employees used for collecting the information is 5.

Employees – 17

Managers - 3

Analysis Technique:-

Simple data tabulation method utilized with the help of table and graphical presentation.

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 6. DATA ANALYSIS

The survey was conducted through questionnaire with 20 sample size.

1.What is your education qualification?

Table No.1.1:-

Opinion A.SSC B.HSC C. Graduation D. Post

Graduation
Employee 0 2 15 3
Percentage 0% 10% 75% 15%

Graph No 1.1:-

Employee Feedback on Education

Percentage

80% 75%
70%
60%
50%
In %

40%
30%
20% 15%
10%
10% 0%
0%
A.SSC B.HSC C. Graduation D. Post Graduation
Employee Feedback

Interpretation

The graph clearly shows that 75% employee’s qualification is graduation & 15% employee’s
qualification is post graduation & 10% employee’s qualification is under graduation in the
Vayudoot Road Carrier Pvt. Ltd.

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2. Do you have any work experience?

Table1.2:-

Opinion Yes No
Employee 18 2
Percentage 90% 10%

Graph No.1.2:-

Employee Feedback on Experience

Percentage

100% 90%
80%
60%
In %

40%
20% 10%
0%
Yes No
Employee Feedback

Interpretation

In the above graph clearly shows that 90% employee said that they have experience & 10%
employees don’t have working experience in the Vayudoot Road Carrier Pvt. Ltd.

36
3. How many years of experience?

Table1.3:-

Opinion 1yr.<1 yr 1-3yr 3-5yr. Above 5 yr.

Employee 0 15 3 2
Percentage 0% 75% 15% 10%

Graph No.1.3:-

Employee Feedback on Years of Experience

Percentage
75%
80%
60%
IN %

40%
15% 10%
20%
0%
0%
1yr.<1 yr 1-3yr 3-5yr. Above 5 yr.
Employee Feedback

Interpretation

The graph clearly shows that 75% employees have 1-3 experience, 15% employees have a 3-5
years experience & 10% employees have above 5 years experience in the Vayudoot Road Carrier
Pvt. Ltd.

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4. Do you have computer knowledge?

Table No 1.4:-

Opinion Yes No
Employee 20 0
Percentage 100% 0%

Graph No.1.4:-

Employee Feedback on Computer knowledge

Percentage

120% 100%
100%
80%
IN %

60%
40%
20% 0%
0%
Yes No
Employee Feedback

Interpretation

In the above graph clearly shows that the all employees have computer knowledge & skill in
Vayudoot Road Carrier Pvt.Ltd. No anyone employee is a without computer knowledge.

38
5. for your position, what type of skill required?

Table1.5:-

Opinion Analytical Theoretical Both

Employee 15 2 3
Percentage 75% 10% 15%

Graph No.1.5:-

Employee feedback on Skill

Percentage

80% 75%

60%
IN %

40%

20% 15%
10%

0%
Analytical Theoretical Both
Employee Feedback

Interpretation

The graph shows that the 75% employees said the for the his position they want analytical
knowledge, 10% employee wants a theoretical knowledge for work or position & 15% employee
wants a both analytical & theoretical knowledge for the position work in Vayudoot Road Carrier
Pvt. Ltd.

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6. What type of training do you required for you?

Table No.1.6:-

Opinion On job training Off job training Case study Class room training
Employee 9 9 2 0
Percentage 45% 45% 10% 0%

Graph No.1.6:-

Employee Feedback on Taining

Percentage

50% 45% 45%

40%
30%
IN %

20%
10%
10%
0%
0%
On job training Off job training Case study Class room training
Employee Feedback

Interpretation

From the above graph we can see the 45% employee require the training on job , 45% employee
require the training off job training & 10% employee require the training as case study in the
Vayudoot road carrier Pvt. Ltd.

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7. Are you satisfied, with current training for your job?

Table No 1.7:-

Opinion Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

Employee 12 5 3 0 0
Percentage 60% 25% 15% 0% 0%

Graph No.1.7:-

Employee feedback on CurrentTraining

Percentage

70%
60%
60%
50%
40%
In %

30% 25%
20% 15%
10%
0% 0%
0%
Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied
Employee Feedback

Interpretation

Above graph clearly shows that the 60% employees are highly satisfied with current training,
25% employees are just satisfied with current training & 15employee gave the neutral feedback
on that question in Vayudoot road carrier Pvt. Ltd provide the employees.

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8. Do you agree with this, company give feedback analysis of job?

Table No1.8:-

Opinion Yes No
Employee 20 0
Percentage 100% 0%

Graph No. 1.8:-

Employee Feedback on analysis fo job

Percentage

120%
100%
100%
80%
IN %

60%
40%
20%
0%
0%
Yes No
Employee Feedback

Interpretation

This graph clearly shows the 100% employees accept the company gives feedback of job analysis
in the Vayudoot road carrier Pvt. Ltd

42
9. Do you want the company evaluate your job?

Table No.1.9:-

Opinion Totally Agree Agree Neutral Disagree Totally Disagree

Employee 17 2 1 0 0
Percentage 85% 10% 5% 0% 0%

Graph No.1.9:-

Employee Feedback On Evaluation Of Job

Percentage
100%
85%
80%

60%
IN %

40%

20% 10%
5%
0% 0%
0%
Totally Agree Agree Neutral Disagree Totally Disagree
Employee Feedback

Interpretation

In the above graph clearly shows the 85% employees agree to company should evaluate his job &
10% employee agree to company should evaluate his job & 5% employee gave are neutral
feedback on that question in the Vayudoot road Carrier Pvt.Ltd.

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10. What is your opinion about; management should discuss expectation with
employee?

Table No.1.10:-

Opinion Totally Agree Agree Neutral Disagree Totally Disagree

Employee 15 2 2 1 0
Percentage 75% 10% 10% 5% 0%

Graph No. 1.10:-

Employee Feedback on Management shuold disscus

expectation with employee
Percentage

80% 75%

60%
IN %

40%

20% 10% 10%

5%
0%
0%
Totally Agree Agree Neutral Disagree Totally Disagree
Employee Feedback

Interpretation

The above graph clearly shows that 75% employees totally agree,10% employees just agree,10%
employees are neutral & 5% employees are disagree on the decision that the management should
discuss the expectation with employee.

44
11. Do you agree with, the company has system of job specification?

Table No.1.11:-

Opinion Yes No
Employee 20 0
Percentage 100% 0%

Graph No.1.11:-

Employee Feedback on Job specification

Percentage

120% 100%
100%
80%
IN %

60%
40%
20% 0%
0%
Yes No
Employee Feedback

Interpretation

From above graph clearly shows the 100% employees are accept or agree on company has job
specification system in Vayudoot road carrier Pvt. Ltd.

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12. Did your company give you job description at the time of joining?

Table No.1.12:-

Opinion Yes No
Employee 20 0
Percentage 100% 0%

Graph No.1.12:-

Employee Feedback on Job Description

Percentage
120% 100%
100%
80%
IN %

60%
40%
20% 0%
0%
Yes No
Employee Feedback

Interpretation

Above graph clearly shows the 100% employee agreed on the company give the job information
before him joining the company the Vayudoot Road Carrier Pvt. Ltd.

46
 7. FINDINGS

 From the job surveyed experience is required the specific job.

 Most of the employees are satisfied with their job.
 All jobs require training after hiring to perform in the job.
 Maximum employees require on job training for performing the job.
 For specific job require post graduation qualification.
 The company gave the job about information to the employee before them joining the
company.
 One good thing that was observed was that the HR department was taking initiatives to
improve the overall environment but due to certain limitation was not been able to do
these things.
 Employee needed training and development programs to develop their skills to be more
effective and efficient.

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 8. SUGGESTIONS

 The company should check the awareness of job description of employee so that they can
be performing better.
 The company should provide guidelines about the job to the employee so they can be
more efficient in their job.
 The study also recommends monthly best performance award for employees so that the
employee are encourage to do their best to achieve the goal.
 To study job description & to develop job specification of individual job at VRCPL.

Job Specification of Employee

HR

 Communication
 Negotiation
 Multitasking
 Conflict Management & problem solving
 Compensation & Benefits
 Recruitment & Hiring
 Training & Staff development
 Excellent Judgment
 Employee Relations
 Performance Management
 Sensible, Honest Ethics
 Fairness
 Team Oriented
 Strategic Oriented
 Change Management

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Account, Cash & Billing

 Analytical
 Communication
 Detailed Oriented
 Accuracy
 Annual report
 Banking
 Compliances
 Cost Accounting
 Financial Reporting
 Income tax
 Interest Calculation
 MS Access / MS Excel / MS Word
 Trail Balance
 Time Management

IT

 Analytical
 Application Development
 Business Process Modeling
 Cloud computing
 Data Mining
 Programming
 Software Engineering
 Web Design
 Software Development
 Reporting
 Network Operations
 IT Soft Skill
 IT Solutions
 Hardware

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 9. LIMITATIONS

 Data available was not sufficient; there was lack of availability of data confidential for
company.

 The period of study is only for about 2 months, which is a major constraint.
 Sample size is too small.
 Some of the employee had a problem communicating their exact roles and
responsibilities.
 Study was limited to only few employees in particular department.
 Could not cover all employees with particular designation.

50
 10. CONCLUSION

 Overall employee indicates that they had good working relationships with company.
 From Job analysis, specific details of what is being done and the skills utilized in the job
are obtained.
 Human are the most vital resource of any organization so the human resource should be
utilize to the most possible extent in order to achieve individual and organizational goal.
 Job analysis enables the managers to understand jobs and structure to improve work flow
or develop techniques to improve productivity.
 The project is conducted to know the factors which lead to the job description and level
of awareness.
 Human beings are the most valuable asset in any organization and the management
should take every effort to preserve and enhance the value of the assets.

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 11. BIBLIOGRAPHY

 Human Resource Management book of Ashwathapa.

 C.R. Kothari reference book for Research methodology.
 Human Resource Management book of L.M.Prrasad.
 Human Resource Management book of Sharad.D.Geet
 Industrial Education book of Arun Monappa.
 P. Subbarao – Essentials of HRM and industrial relations

WEBLIOGRAPHY

 http://www.jobanalysis.com
 http://www.jobanalysis.net/G000.html
 http://www.jobdescrption.com
 www.whatishumanresource.com/job-analysis
 www.hrwale.com/hr-planning/job-analysis
 www.vayudootlogistics.com

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