Ce diaporama a bien été signalé.
Le téléchargement de votre SlideShare est en cours. ×

LIVE PROJECT ON JOB DESCRIPTION AND JOB ENGAGEMENT OF EMPLOYEES IN IT INDUSTRY.

Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
Publicité
1
HUMAN RESOURCE MANAGEMENT
LIVE PROJECT ON
JOB DESCRIPTION AND JOB ENGAGEMENT OF EMPLOYEES
IN IT INDUSTRY
Datamatics Glob...
2
IT INDUSTRY IN INDIA
India’s Information Technology industry growth is unparalleled in the history.
No other industry in...
3
look at the IT sector, it is only contributing to the fast paced growth of India and
its economy. It is being predicted ...
Publicité
Publicité
Publicité
Publicité
Chargement dans…3
×

Consultez-les par la suite

1 sur 23 Publicité

LIVE PROJECT ON JOB DESCRIPTION AND JOB ENGAGEMENT OF EMPLOYEES IN IT INDUSTRY.

The project was aimed to understand the IT sector. We choose Datamatics Global Services Limited to understand the JD and Job Engagement process at Datamatics Global Services Limited.

The project was aimed to understand the IT sector. We choose Datamatics Global Services Limited to understand the JD and Job Engagement process at Datamatics Global Services Limited.

Publicité
Publicité

Plus De Contenu Connexe

Diaporamas pour vous (19)

Publicité

Similaire à LIVE PROJECT ON JOB DESCRIPTION AND JOB ENGAGEMENT OF EMPLOYEES IN IT INDUSTRY. (20)

Plus récents (20)

Publicité

LIVE PROJECT ON JOB DESCRIPTION AND JOB ENGAGEMENT OF EMPLOYEES IN IT INDUSTRY.

  1. 1. 1 HUMAN RESOURCE MANAGEMENT LIVE PROJECT ON JOB DESCRIPTION AND JOB ENGAGEMENT OF EMPLOYEES IN IT INDUSTRY Datamatics Global Services Limited SUBMITTED TO PROF.TRUPTI GUPTE SUBMITTED BY NISHIGANDHA BATWAL 04 SHRUTIKA BHALEKAR 06 PRIYANKA KADAM 18 SNEHAL KADAM 19 AKSHATA SAKPAL 39 PTVA’S INSTITUTE OF MANAGEMENT MMS FIRST YEAR, SEM-II DIV-A
  2. 2. 2 IT INDUSTRY IN INDIA India’s Information Technology industry growth is unparalleled in the history. No other industry in India has grown at such fast and scorching pace as the IT industry. India’s IT industry started blooming in the 1990s and was estimated at 150 million (or 0.15 billion) US Dollars in 1990-91. By 2006-2007, the industry has grown to 50,000 million (or 50 billion) US dollars; that is a 330 fold increase in just 15 years! By year 2008, the industry was estimated to increase to 87 billion US dollars. The annual growth rate of the industry in India is estimated at 30%. India made a widely welcomed strategic shift in its national policy in the early nineties and removed many restrictions to liberalize the Indian economy. This has given an unimaginable impetus for growth of all industrial sectors, and IT was in the forefront to take advantage of the liberalization policies. The relaxed policies made it easier for inflow of foreign capital into this industry. There are many other contributing factors for the growth of IT in India. India was not a choice destination for setting up units until the 1990s because of multitude of reasons. However, things have changed substantially since then. Encouragement for growth of IT industry also saw hitherto unknown new entrepreneurs setting up new companies. The first and perhaps the most prominent shining example of the new breed of entrepreneurs is the Infosys Technologies, which was set up by a handful of technocrats with borrowed capital! India’s own domestic IT is also seeing major growth. IT is an essential part of any Indian company, big or small, for their day to day activities and the dependence on IT for growth is only going to increase. Thus there is huge scope for IT growth in the Indian domestic market. IT sector in India currently provides employment to over 2.2 million people and the opportunities will increase in the years to come. Not surprisingly, unemployment is not a major issue any more for political parties in India to garner votes! Growth of IT sector has helped many Indian cities to grow. This has brought pressures for infrastructure development and many Indian cities are currently witnessing heavy investments in infrastructure projects. Bangalore, Hyderabad and Chennai in the south have seen unimaginable growth of IT sector which contributed favorably to the growth of the city limits. The IT sector has also been, perhaps, the reason for the new found affluence of the city dwellers because of the well paid work force in the IT sector. Demands for housing are contributing to the growth of the real estate sector. Transportation demands are giving impetus to the automobile sector growth. Transportation demands are also bringing pressures for development of infrastructure, which is attracting major investments enabling the construction sector to grow. Whatever way one
  3. 3. 3 look at the IT sector, it is only contributing to the fast paced growth of India and its economy. It is being predicted that India is going to be a major developed power possibly in the next 20 years time and the growth of information technology sector could very well be one of the major contributing factors for getting India into that enviable position Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including job description and job specification. Any job vacancy cannot be filled until and unless HR manager has these two sets of data. It is necessary to define them accurately in order to fit the right person at the right place and at the right time. This helps both employer and employee understand what exactly needs to be delivered and how. Both job description and job specification are essential parts of job analysis information. Writing them clearly and accurately helps organization and workers cope with many challenges while onboard. Job description includes basic job-related data that is useful to advertise a specific job and attract a poolof 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. Employee engagement is the connection people feel to their work that results in higher levels of performance, commitment and loyalty. Given these positive results, there is a lot of interest in current levels of employee engagement, and ways in which engagement can be increased.
  4. 4. 4 COMPANY OVERVIEW Dr. Lalit S. Kanodia, the founder and Chairman of Datamatics Group of Companies is one of the pioneers in the Indian Software and Offshore Services Industry. He founded Datamatics in 1975, prior to which he was instrumental in setting up of Tata Consultancy Services in 1967. As Chief Mentor at Datamatics, Dr Kanodia drives all innovation, new product development and quality initiatives. His inspirational leadership has led Datamatics to be conferred with various awards over the years, including the Most Innovative Software Product Award, the International Asia Pacific Quality Award and being ranked among the top 50 best managed outsourcing vendors by 'The Black Book of Outsourcing'. Datamatics is a trusted partner to several Fortune 500 Companies globally for managing their End to end Application Life Cycle & Business Critical Processes. Datamatics is a global Information Technology (IT) and Business Process Outsourcing (BPO) organization focused on delivering smart, next-generation business solutions that help enterprises across the world overcome their business challenges. These solutions leverage innovations in technology, knowledge of business processes, and domain expertise to provide clients a competitive edge. As a strategic partner, Datamatics helps its clients improve their business competitiveness and achieve operational efficiencies. The benefits delivered by the Datamatics’ unique solutions include accelerated time-to-market for new products and services, maximized productivity and efficiency in business processes, shorter turn-around times for service delivery and lower total cost of ownership. Datamatics’ next-generation solutions and the services span:  A cross section of industries including Banking & Finance, Insurance, Publishing, Manufacturing, Research and Retail.  Varied business processes that transcend F&A, Enterprise Document Management, Portal Management, Publishing Solutions, Application Development, Support & Testing, Data warehousing & Analytics, Engineering & Embedded solutions, Billing solutions, Enterprise Content solutions. Datamatics has a geographically diverse portfolio of Fortune 500 client’s with a footprint across four continents- Americas, Asia, Australia and Europe.
  5. 5. 5 Datamatics is a trusted partner to many Fortune 500 Companies globally for managing their critical business processes and providing enterprises a sustainable business edge. The Company leverages upon its industry experience and technology expertise to effectively develop products and create next-generation solutions that meet clients’ unique & evolving business challenges. Datamatics drives non-linear growth in organizations by powering their business process automation, propelling both their bottom-line and top- line growth. With deep focus on customer centricity, the Company continues to help its clients to achieve and maintain competitive advantage.
  6. 6. 6 Datamatics integrates social responsibility with business objectives to make these initiatives an integral part of the company's profitable growth. Over the years, the company has developed a thoughtful approach and attempts to address critical areas of impact to society at large. The Company drives its CSR initiatives through a corporate body named ‘ASHA’. Led by Senior Management, this initiative is promoted throughout the company. Towards its commitment to bring about a change in the critical areas, the Company has identified key focus areas, viz. Employability & Environment. Datamatics enters the Leader Category for the 2014 IAOP Global Outsourcing 100 Datamatics won the IMC IT Award for Quality Services o Engineering & Embedded Services o Finance & Accounting Services o Information Management o IT Consulting o IT Services o Publishing Services o Research & Analytics o Document Management Services Solutions o Billing & Payment Solutions o e-Retail Solutions o Publishing Solutions o Research & Analytics o Point of Sale (POS) Solution
  7. 7. 7 o Document Management Solutions o Web Enablement Products o Application Management o Application Testing o Billing & Statement Generation o Finance & Accounting o Analytics Solutions o Smart Document Processing
  8. 8. 8 CONCEPTUAL STUDY JOB DESCRIPTION What Is A Job Description?  A formal statement of duties, qualifications, and responsibilities associated with a job.  A communication tool that tells employees where their jobs leave off and another’s begins  A document that tells employees where their position fits within the department and within the organization What Are The Major Components Of A Job Description?  Job Heading  Job Summary  Essential Duties, Tasks and Responsibilities  Qualifications (Education, Knowledge, Skills, Abilities, Special Skills, Licensures and Certifications)  Working Conditions & Physical Requirements Job Description of the Employee in DATAMATICS: o Job description is sent by the recruiters to a prospective employee. o It takes place before one comes into an organisation, like negotiating for salaries, positions, etc. o Once you enter into an organisation it is the KRA’s and KPI’s that are more important. o In JD the “format” is given by HR and the “content” is given by the manager.
  9. 9. 9 JOB ENGAGEMENT: Employee engagement is a workplace approach designed to ensure that employees are committed to their organisation’s goals and values, motivated to contribute to organisational success, and are able at the same time to enhance their own sense of well-being. There are differences between attitude, behaviour and outcomes in terms of engagement. An employee might feel pride and loyalty (attitude); be a great advocate of their company to clients, or go the extra mile to finish a piece of work (behaviour). Outcomes may include lower accident rates, higher productivity, fewer conflicts, more innovation, lower numbers leaving and reduced sickness rates. But we believe all three – attitudes, behaviours and outcomes – are part of the engagement story. There is a virtuous circle when the pre-conditions of engagement are met when these three aspects of engagement trigger and reinforce one another. Engaged organisations have strong and authentic values, with clear evidence of trust and fairness based on mutual respect, where two way promises and commitments – between employers and staff – are understood, and are fulfilled. Although improved performance and productivity is at the heart of engagement, it cannot be achieved by a mechanistic approach which tries to extract discretionary effort by manipulating employees’ commitment and emotions. Employees see through such attempts very quickly; they lead instead to cynicism and disillusionment. By contrast, engaged employees freely and willingly give discretionary effort, not as an ‘add on’, but as an integral part of their daily activity at work. But is employee engagement something new, or simply old wine (long-standing management approaches) in new (fashionable management-speak) bottles? Is it just the latest management fad? We believe that while it does have clear overlaps with analytical antecedents such as commitment, ‘organisational citizenship behaviour’, job involvement and job satisfaction, there are also crucial differences. In particular, engagement is two way: organisations must work to engage the employee, who in turn has a choice about the level of engagement to offer the employer. Each reinforces the other. An engaged employee experiences a blend of job satisfaction, organisational commitment, job involvement and feelings of empowerment. It is a concept that is greater than the sum of its parts. Despite there being some debate about the precise meaning of employee engagement there are three things we know about it: it is measurable; it can be correlated with performance; and it varies from poor to great. Most importantly
  10. 10. 10 employers can do a great deal to impact on people’s level of engagement. That is what makes it so important, as a tool for business success. JOB ENGAGEMENT in Datamatics: o In Datamatics, 15 odd initiatives take place under employee engagement from entry to exit of an employee in the organisation. When a company engages an employee it ends up spending some amount of money, on a monthly basis for celebrations,training,etc. This leads to happiness of the employees so that they work better. o Celebrations relieve stress of the daily routine work. Typically people stay in an organisation for few numbers of months, as they want to work on their resume. o It is the HR’s job to make the employees happy and contended. 1. PAREECHAY session: This is a 1 hr orientation session, wherein companies’ policies, working of swipe, seating position, general briefing are done of the policies. 2. SARTHI: They have an “Office Buddy System” where an existing employee will be your buddy in the organisation. This buddy will help you in solving minor issues as where you would be having lunch, project specific work, etc. During the feedback too questions about the “Sarthi” are asked as to whether your sarthi was helpful or not, etc. 3. PULSE: They have this local intranet system called “PULSE”, where they login and take data, it here that they upload if anyone wants to do OT (overtime) or want to take a leave. It is during the “Pareechay” that the new employees are educated about this intranet system. 4. VIEWERS AND RECOGNITION PROGRAM: This program takes place during the “Euphoria”, where the “Employee of the month” is elected. And various appreciations and discussions are made during this monthly meet. • TGIF It is called as THANK GOD IT’S FRIDAY. Every Friday they decide dress code and according to that they wear casuals. E.g. when we visited Datamatics, it was Friday. All employees were in casuals and in dress code. It was ZATANG DAY. All were in bight coloured clothes. Sometimes they play games on Fridays to divert their mind from work stress and they feel fresh from this.  Euphoria It is a monthly meet of all employees. They celebrate birthdays of all employees on that particular day which comes in that month. They bring cake, gift and decorate office for celebration from HR budget. As written earlier “employee of the month” award is given on that day. If someone
  11. 11. 11 got married then they give gift to them. If someone become parent then they gift to them also.  Josh Culture Club All employees together celebrate festivals under Josh culture club. They organize fashion show for employees. Those who are interested in photography, they collect photos from them and from that selected photos are published on their annual calendar. If possible they put photo on that person’s month of birth. It is not only for selected employees. All from top management to entrants can give photos and all are taken into consideration.  Customer Satisfaction Survey Here, they take feedback from their clients on employee’s performance. Ratings are between 1 to 6 points. 1 is lowest and 6 are highest. If any employee gets 5 or 6 points i.e. highest from client then that employees get certificate from client which is called as “Client Appreciation Certificate”. That employee gets chance of coffee with LOB head which is called as “Coffee with LOB head” where they can talk with LOB head on his/ her experience and problems. If any employees share any problems with head quick actions are taken by head on that problem. FEEDBACK AFTER JOB ENGAGEMENT PROCESS: ONLINE FEEDBACK In online feedback process new employees get one link when they log in to their organisation email id. When they click on that link, on which they can give there feedback without exposing their identity. That will be hidden from future conflicts. FEEDBACK MECHANISM In this there are three steps of giving feedback mainly:  30  60  90 30 – After completing of 30 days in organisation the employee get small session on how the organisation is? They introduce the employee to the admin of IT department. Also the employee will introduce with SARTHI system which is the existing employee will be his guider or friend in organisation for few days. This SARTHI helps him to show the organisation infrastructure and all surroundings. He can also get chance to interact with the new existing employees.
  12. 12. 12 60 – In this process, after completion of 60 days the employee gets one email regarding “congratulations! For completing your 60 days in organisation.” Also they get their own email id which is used in organisation for work purpose. The employee can directly contact to his HR head by sending mails. Also the general interactions with all heads in organisation. 90 - Completing 90 days in organisation there is “PROPER FEEDBACK FORM-MY EXPERIENCE “ which he has to fill up in proper format. Where he can write his overall experience about the organisation, about his SARTHI, asked general question like did your SARTHI helpful or not , how are the organisation environment good or bad , 2 things which u like to change about the organisation, 2 things which you don’t like about the organisation. The employee gets to interact with HRD head, gets the knowledge about the project he has to done in the organisation. Also he has to make a presentation on his experiences and about his project and send it to his head department.
  13. 13. 13 PROBLEMS Problem occurs in Datamatics are as follows: 1. Genration Gap 2. Participation 3. Retention Above mentioned are three major problems occurred at Datamatics. Mainly there was Generation Gap which leads to retention and participation problem. Generation Gap In E-Bay majority are degree pass out students. So their ideas and the way were different from the higher level management which were too senior to them. The Generation X use to think that it’s just waste of time where Generation Y use to have fun to boost their moral and motivate themselves. Participation Not all the celebration gets same responses. Number of participation is similar as compare to each other. It differs from person to person and their interests and also because of generation gap. Retention As the idea differs because of generation gap, it was observed by the seniors that there is too much fun on the floor and less work. They scraped TGIF last few months because of which the observed too much retention problem started.
  14. 14. 14 SOLUTION Depending on the crowd the program should be designed. For younger generation that is the millennial can have programs which can keep their motivation level maintained as well as their work graph. TGIF is one among the program which we discussed in the interview; they again started the same program to maintain the retention problem. They took care of employees by also taking EXIT INTERVIEWS by asking them about their Role, Reason to leave the job, Two things which the employee likes, Two things which the employee dislikes, training was enough, SARTHI was helpful or not and so on. From these question or exit interviews they use to understand the main psychological reason behind leaving the job. If the employee is an asset to the company then they try to convince them and try to hold them for with some benefits or adjustments. Where at times the reasons to leave are genuine like health issues, shifting abroad, further studies, getting married etc. If certificate program is given to an employee the look after that they should not leave the job as the company has certified the employeefor companies benefit and not to leave after learning process. So to look this matter the company signs a bond with employee for 1 year.
  15. 15. 15 CONCLUTION The day which we went was Friday and it was fun on the floor. All were dressed in Jazzy cloths as it was Jhatak Day. We also observed a cubical where a table was decorated with spackles wishing Happy Birthday; it was their way to make the employee feel within family. At the entrance they have also put up wishes from the staff for the employees on his/her special day, to make it more special. They also have a monthly calendar with the photograph clicked by the employees to make them feel as a part of family. Even the intern and the retired employee got a equal chance to take part in this photography competition. They also have Training calendar segregated into different branches and their specialization into. Hence, we conclude saying that Job description is an instrument to select employees and Job engagement is a process to engage employees for success. So, at Datamatics the Job description is given by Human Resource Representative where the content is looked after by the Human Resource Manager. Job engagement is where all the hierarchy is involved at one or the other moment whichever is possible at their best. In the end, we would say that it’s the Human Resources job to make the employees feel contented and also make them feel that they are working in the best organisation.
  16. 16. 16 BIBLIOGRAPHY Books: Human Resource by Aswathappa Internet: Datamatics website Managementstudyguide - job-description-specification Hrcouncil - right-people-job-descriptions Psychometrics – engagement study Engageforsuccess – what is employee engagement Online library wiley
  17. 17. 17 ANNEXURE SAMPLE JOB DESCRIPTION 1 JOB TITLE: Computer Programmer BASIC PURPOSE: To interpret systems, program, and job flow specifications developed by systems project leader in order to produce meaningful and efficient logic programs and operating techniques that will satisfy user requests. DUTIES AND RESPONSIBILITIES: 1. Reviews specifications and time estimates to determine if further clarification is required to produce results requested by user. 2. Creates computer program logic to process data to achieve meaningful output that will satisfy user request. 3. Prepares job control language (JCL) records to produce a logically sound job stream that could comprise one or more activities. 4. Develops data record layouts, input forms and record formats, proposed report formats, testing schemes, and test data. 5. Makes use of software programs or routines provided by computer manufacturer in areas of sort, utility, bulk media conversion, and so on. 6. Writes computer program from logic flow chart, record layouts, and input and report formats spot checks program for obvious errors and has it keypunched and compiled; creates JCL to test program; and reviews output for correctness, and, if necessary, modifies program. 7. Assists computer operations personnel in implementing the productive running of the job. 8. Formulates documentation for project, operations, and program in accordance with corporate standards. Creates permanent files as required on disk storage device.
  18. 18. 18 ORGANIZATIONAL RELATIONSHIPS This position reports to a systems project leader. May have day-to-day contact with computer operations and data conversion personnel. JOB SPECIFICATIONS: Bachelor's degree or equivalent required, plus 1-3 years experience in programming. Working knowledge of accounting or manufacturing systems, data management techniques, data communications concepts, and job control language. Must keep abreast of the latest techniques in the data processing industry, particularly when it affects programming. SAMPLE JOB DESCRIPTION 2 JOB TITLE: Purchasing Agent (Manufacturing Company) AUTHORITY: The purchasing agent derives authority from and reports to the general manager. Within such limits of budget and company policy as may be imposed, the purchasing agent has full authority to initiate and complete such actions as may be necessary for the fulfillment of assigned responsibilities. RESPONSIBILITIES: In general, the purchasing agent is responsible for the procurement of materials requisitioned for manufacturing, stock, and other company operations, within allowed costs and schedules, and for the economical operation of his or her department. Specifically, this employee's responsibility is to: 1. Order and expedite purchased materials. 2. Order and expedite fabricated parts. 3. Meet sales and production requirements in the procurement of "buy outs." 4. Expedite the supply of critical items. 5. Maintain current cost data on all purchased items. 6. Furnish lead time advice for materials planning. 7. Maintain delivery schedules on all items ordered. 8. Inform department heads of new sources of supply. 9. Inform department heads of new products and methods. 10. Maintain a reserve stock of company supplies. 11. Maintain purchase files on all orders. 12. Maintain control on all purchase vouchers. 13. Maintain purchase records on all items bought. 14. Obtain purchase cost on all items bought. 15. maintain vigorous follow-up on all procurement begun. 16. Coordinate the activities of department personnel.
  19. 19. 19 17. Coordinate activities with requisitioning agencies. 18. Advise production planning of all changes of schedule in materials due in. 19. Provide specified services within budgeted allowances. 20. Coordinate with materials planning on reorder quantities. 21. Maintain control of pattern allocations and usage. 22. Assume additional responsibilities the general manager may assign ACCOUNTABILITY: The purchasing agent is accountable for the following duties: 1. Employ, train, supervise, and terminate assigned procurement department personnel. 2. Personally buy expensive items and large orders. 3. Regularly review all procurement activity to ensure that buying is constantly reappraised on a competitive basis. 4. Expedite orders. 5. Personally supervise materials procurement for rush jobs. 6. Approve and disapprove all requisitions for expense items for department and maintain department budgetary control. 7. Recommend and install improvements in purchasing methods. 8. Perform such additional duties as may be required for the execution of his or her responsibilities or assigned by the general manager. SAMPLE POSITION DESCRIPTION 3 JOB TITLE: Safety Manager FUNCTION: To plan, organize, and control the safety function of the plant to ensure that an effective accident prevention program is maintained and that appropriate measures are taken to comply with corporate, OSHA, and related safety policies and directives. DUTIES AND RESPONSIBILITIES: 1. Supervises periodic inspections of plant machinery, equipment, and working conditions to ensure conformance to appropriate safety and sanitary standards and regulations. 2. Examines plant equipment slated for purchase and proposed facility modifications and additions for safety requirements. Recommends
  20. 20. 20 modifications or adjustments to correct any deficiencies prior to purchase or use. 3. Determines appropriate safety equipment and safe work practices to be employed on specific jobs based on OSHA and corporate standards and implements accordingly through plant management. 4. Observes workers and work practices to ensure that protective devices and safe work procedures are used. 5. Coordinates activities with industrial hygiene personnel to maintain safe procedures involving toxic fumes, explosive air mixtures, and other hazardous circumstances that may be present and that cannot reasonably be eliminated. 6. Monitors, on a regular basis, the availability and condition of appropriate fire-fighting and safety equipment in the plant. Acts as liaison with companies servicing fire alarm system and fire extinguishers and with local fire department. 7. Initiates and ensures investigations of accidents and unsafe working condi- tions, compiling statistical data and providing remedial actions to achieve effective accident prevention and avoidance of losses. 8. Chairs regular safety meetings and ensures that coordinated safety training and motivational campaigns are conducted in association with company policies. 9. Acts as liaison with government agencies and serves as plant management representative in case of inquiries and inspections to correct deficiencies and to minimize citations and fines for noncompliance. 10. Administers the worker's compensation insurance program through close coordination with the insurance earner to minimize unnecessary lost work time by employees and unjust claims. Maintains close follow-up with employees or family members of those employees who may have been seriously injured while at work. 11. Acts as plant liaison with inspectors of insurance carriers. Determines management's position on inspectors' recommendations and prepares written response accordingly. 12. Keeps abreast of OSHA and corporate safety regulations and standards ap- plicable to the plant. Communicates with and/or trains employees to the extent appropriate to achieve understanding and compliance of same. Develops and prepares plant safety procedures and rules, ensures their communication to those affected, and audits for compliance. 13. Provides assistance to supervisors regarding the evaluation of safety problems and of employee safety recommendations and complaints. Determines acceptable corrective measures accordingly.
  21. 21. 21 ORGANIZATIONAL RELATIONSHIPS: Reports directly to the manager of administrative services. Provides safety expertise and direction to all levels of plant management. Has frequent contacts with representatives from OSHA and insurance carriers. POSITION SPECIFICATIONS: Bachelor's degree in engineering with some emphasis in industrial safety programs or the equivalent, plus 5-7 years of related work experience. Must be capable of organizing effective accident prevention programs and conducting appropriate administration. SAMPLE JOB DESCRIPTION 4 JOB TITLE: Statistician (Insurance Company) PURPOSES: To accumulate, compile, tabulate, and provide all kinds of statistical data cover- ing company operations. RESPONSIBILITIES: 1. Accumulates companywide statistics in any area requested or required; sets up tabulation procedures; establishes feasible use by company officials. 2. Cross-checks and balances controls with affiliated departments. 3. Prepares management reports and state filings that are beyond the skill or capacity of other departments. 4. Reviews tax forms and instructions to determine completion procedures. 5. Analyzes data for experience that can be drawn from it; makes suggestions, points out trend indications to superior. 6. Resolves tabular differences between EDP and/or Regional Offices for loss premiums input. 7. Assists statistician senior as required. JOB REQUIREMENTS: Education: College graduate or equivalent experience. Experience: Three years statistical experience. Knowledge: Insurance Accounting Insurance Principles
  22. 22. 22 Knowledge of company tabulations, formats Systems — Unearned Premium and Loss Reserves Calculations — Taxes Positions from which an employee could be promoted into this position: Statistical Clerk, Senior Contacts: Internal within own, affiliated departments and regional accounting: 10% of time. External with pools and associations: 5% of time. Related to HR: Working Conditions: Office environment; regular hours. Designation Human Resource and Administration Executive* Corporate Grade Executive Reporting To Head of Administration** Positions Reporting To This Position Receptionist Qualifications Diploma in Personnel Administration Experience Minimum 3 years’ experience in personnel and administrative functions Overview Responsible for personnel and office administration MAIN RESPONSIBILITIES Administration  Participate in the formulation of the company’s administrative policies  Provide administrative and secretarial support to all Managers  Prepare ad-hoc reports to Japan headquarters as required  Manage communication in office through notices, circulars and memos  Liaise and negotiate with vendors and contractors on matters relating to the supply of office products including computers, stationery and uniforms  Supervise administration staff  Organise staff welfare activities
  23. 23. 23  Undertake any other ad-hoc projects as directed by the Managing Director Personnel  Maintain and update all personnel records  Administer recruitment, career development and termination activities for all departments  Administer training and development activities  Conduct ad-hoc salary reviews based on market information  Oversee payroll administration including computation, report submissions, CPF payments, etc  Handle administration of employee benefits  Liaise with Ministry of Manpower and Work Permit Department  Participate in negotiation with trade unions *recommended amendment to current title **recommended amendment to corporate grade

×