Employee Welfare
CHAPTER – I
INTRODUCTION
1.1 OUTLINE OF THE PROJECT:
A job analysis is a step-by-step specification of an employment position 's requirements, functions, and procedures. Just as a seed cannot blossom into a flower unless the ground is properly prepared, many human resource management (HRM) practices cannot blossom into competitive advantage unless grounded on an adequate job analysis.
Successful HRM practices can lead to outcomes that create competitive advantage. Job analyses, properly performed, enhance the success of these HRM practices by laying the foundation. Job analysis information can be applied to a variety of HRM practices. We now take a brief look at some of them.
NEED AND IMPORTANCE OF THE STUDY
Procurements is the operative function of personnel management, which can be subdivided into various sub functions like human resources planning, recruitment and selection. Management should determine the kind of personnel required for a job. And the number of persons to be employed. The organization should also find out the 5right man for the right job in the right time.. The knowledge of the job is essential to perform these functions.
In addition, establishment of the scientific standard in advance is essential to compare the applicants with the job and to select the suitable personnel. The standard stipulates the minimum acceptable qualification, skills and qualities required for adequate job performance. Stipulating the standard requires the knowledge regarding job design, study of the job duties and responsibilities, requirements of the job, human abilities and qualities etc. Job analysis is needed to know all these functions and to perform various functions of HRM
SCOPE OF THE STUDY
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES:
To derive the job description and job specification of a software engineer in POLARIS SOFTWARE LAB.
SECONDARY OBJECTIVES:
To derive the job description of a software
INTRODUCTION
1.1 OUTLINE OF THE PROJECT:
A job analysis is a step-by-step specification of an employment position 's requirements, functions, and procedures. Just as a seed cannot blossom into a flower unless the ground is properly prepared, many human resource management (HRM) practices cannot blossom into competitive advantage unless grounded on an adequate job analysis.
Successful HRM practices can lead to outcomes that create competitive advantage. Job analyses, properly performed, enhance the success of these HRM practices by laying the foundation. Job analysis information can be applied to a variety of HRM practices. We now take a brief look at some of them.
NEED AND IMPORTANCE OF THE STUDY
Procurements is the operative function of personnel management, which can be subdivided into various sub functions like human resources planning, recruitment and selection. Management should determine the kind of personnel required for a job. And the number of persons to be employed. The organization should also find out the 5right man for the right job in the right time.. The knowledge of the job is essential to perform these functions.
In addition, establishment of the scientific standard in advance is essential to compare the applicants with the job and to select the suitable personnel. The standard stipulates the minimum acceptable qualification, skills and qualities required for adequate job performance. Stipulating the standard requires the knowledge regarding job design, study of the job duties and responsibilities, requirements of the job, human abilities and qualities etc. Job analysis is needed to know all these functions and to perform various functions of HRM
SCOPE OF THE STUDY
OBJECTIVES OF THE STUDY
PRIMARY OBJECTIVES:
To derive the job description and job specification of a software engineer in POLARIS SOFTWARE LAB.
SECONDARY OBJECTIVES:
To derive the job description of a software
Bibliography: BOOK REFERENCE: ← Aswathappa.K.., Human Resource and Personnel Management, New Delhi, Mc Graw-Hill Publishing Company Ltd ., 2005, second edition. ← Kothari, C.R., Research Methodology, New Delhi, New Age International (P) Limited., 2004, second edition. ← Jayasankar,J., Human Resource Management , Chennai, Margham Publications., 2004 ← Guptha.S.P., Statistical Methods, Sultan Chand & Sons, 1996, fourth edition.