Job Description, Job Role and Responsibilities Project Report

ABSTRACT
A Job is a collection of tasks and responsibilities that an employee is responsible to conduct. Jobs have titles. A task is a typically defined as a unit of work, that is, a set of activities needed to produce some result, e.g., vacuuming a carpet, writing a memo, sorting the mail, etc. Complex positions in the organization may include a large number of tasks, which are sometimes referred to as functions. Job descriptions are lists of the general tasks, or actions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. Job descriptions are usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job.
Job Description is the method to analyze the designations in the Departments. It indicates what the employees of a particular designation has to do. The purpose of Job Description is create and maintain an standard job description template to all the employees of the particular designation in the department and to make them prior aware what skills they need to do the particular job and what are their roles and responsibilities .

OBJECTIVES
 • To study the designations of the employees in the organization.
• To know the various departments within the organization.
• Interacting with various employees within each department.
• To understand and redefine the existing roles & responsibilities of the existing job’s.
• To clearly identify and spell out the responsibilities of a specific job.

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Synopsis on Employee Retention

Definition:
“Employee retention is a process in which the employees are encouraged to remain in the organization for the maximum period of time.”
Employee Retention involves taking measures to encourage competent employee to remain in the organization for the maximum period of time. Corporate are facing a lot problem in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees.

If a person is not satisfied by the job he is doing, he may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employees. The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention.
There are various HR issues the a corporate deals
1. EMPLOYEE TURNOVER
2. ATTRITION
These basic needs other than routine and future HR tasks are to be taken care of on Priority before it becomes late.

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Factors Influencing Attrition in the growing Economies - synopsis

INTRODUCTION

In the recent decades the Indian industry has changed its outlook. The employment scene has changed its appearance. The factors like skill sets, job satisfaction drive the employment and not just the money. The employer hence faces the heat of continuous employee turnover. Continuous efforts are made by organisations to control the employee turnover rate as it directly affects the performance of the organisation as many key people leave the organisations for various reasons at crucial points. This turnover is normally known as ATTRITION.

Defining attrition:
A reduction in the number of employees through retirement, resignation or death.

Defining Attrition rate:
The rate of shrinkage in size or number.

In the best of worlds, employees would love their jobs, like their coworkers, work hard for their employers, get paid well for their work, have ample chances for the advancement, and the flexible schedules so they could attend to personal or family needs as and when necessary.
But then there’s the real world. And in the real world, employees do leave, either because they want more money, hate their co-workers, want a change or because their spouse gets a dream job in another state. So, what does the turnover cost? And which employees are likely to have the highest turnover? Who is likely to stay the longest?


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Job Satisfaction Project Report

Job satisfaction describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness o the promotion system within a company, the quality of the working conditions, leadership and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements).

The happier people are within their job, the more satisfied they are said to be. Job satisfaction is not the same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. The most common way of measurement is the use of rating scales where employees report their reactions to their jobs. Questions relate to relate of pay, work responsibilities, variety of tasks, promotional opportunities the work itself and co-workers. Some questioners ask yes or no questions while others ask to rate satisfaction on 1 – 5 scale 9where 1 represents “not all satisfied” and 5 represents “extremely satisfied”).

Definitions
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job. Weiss (2007) has argued that job satisfaction is an attitude but points out that researchers should clearly distinguish the objects of cognitive evaluation which are affect (emotion), beliefs and behaviors. This definition suggests that we from attitudes towards our jobs by taking into account our feelings, our beliefs, and our behaviors.

Affect Theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premises of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.e. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/are not met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who does not value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy compared to Employee B. this theory also states that too much of a particular facet will produces stronger feelings of dissatisfaction the more a worker values that facet.

Dispositional Theory
Another well known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s job. This approach became a notable explanation of job satisfaction in light evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction.
A significant model that narrowed the scope of the Dispositional Theory was the core Self-evaluations Model, proposed by Timorthy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine one’s disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his self) and general self-efficacy (the belief in one’s own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over her/his own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction.

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Organizational Climate Survey Synopsis

 SYNOPSIS

  

Objective of Organizational Climate Survey:

Organizational Climate Survey is a valuable tool for measuring cultural alignment, addressing critical issues, making strategic decisions, setting organizational goals and tracking progress. The Climate Survey captures the pulse of the organization, assesses company values, identifies competency levels, identifies policy impact and guides leadership decisions to improve effectiveness and morale.

Hypothesis:

“Improving the climate in any organization is likely to increase the employee morale”.

Project Contents:

a)    Defining the objectives and the Hypothesis.

b)    The list of questioners categorized in different groups.

c)    The responses of the employees questioned.

d)    Graphs & Charts quantifying the reponses.

e)    Tracing the areas of improvements in the organization.

f)     Benefits of Organizational Climate Surveys.

 Research Methodology:

In our research we will be carrying out the survey in the companies which we will visit and the questioners prepared based on the following parameters:

1)    Organizational Design

2)    Individual Job Characteristics

3)    Co-worker relations

4)    Culture/ Work Environment

5)    Senior Management

6)    Direct Supervisor

7)    Work Process

8)    Communications

9)    Technology

10) Customer Satisfaction

11)  Decision Making

So based on the questions from these categories the responses will be obtained and accordingly will help us in getting the feedback.

 Analyzing the Situation:

 Employees being the internal customer of any organization need to be Accountable, Trust worthy, should be adaptable enough to collaborate with the change in climate of the organization as they are directly related to the efficiency of the company which would ultimately result in a high rate of profitability.