A Project Report On

Job Analysis

POST GRADUATE DIPLOMA IN

MANAGEMENT

From

NARAYANA BUSINESS SCHOOL, AHMEDABAD

Subject : Human Resource Management-2PGDM07

Component : CEC-2

Submitted By:

NAME : Keshav Somani- 218

BATCH : PGDM 2023-25
SECTION : Delta
DATE OF SUBMISSION: 13/01/2024

Under the Guidance of:

NAME : Pragya Sharma

DESIGNATION : Associate Professor
DEPARTMENT : Department of Human Resource
 Company Introduction-
IBM Watson is the commercial division of IBM devoted to cloud computing and artificial
intelligence (AI). Watson technology is well-known for its state-of-the-art capabilities in
natural language processing, machine learning, data analysis, and cognitive computing. It is
named for Thomas J. Watson, the man who founded IBM. This enables businesses to employ
AI to analyze and understand large amounts of data, obtain insights, and make informed
decisions. As a leader in corporate AI technology, IBM Watson provides a wide range of
industry-specific solutions, such as those for healthcare, finance, and consumer interaction. It
is also well known for providing software development kits (SDKs) and Watson APIs to
developers and companies so they can incorporate AI into their projects. The goal of IBM
Watson is to enable organizations and companies in a variety of industries with AI-driven
solutions that will spur innovation, increase operational effectiveness, and add value for their
clients.

Introduction of the person-

Person Name – Archana
Contact Number- 6385830536
Position – SAP consultant

Job Description -
Job Title:SAP consultant
Experience Level: 1.5 Years
Reports To:SAP manager (2 Direct Reports)
Salary:5 LPA
Promotion Criteria: Based on work performance and annual performance reviews
Work Type: Full-time, Permanent
Responsibilities:
1. System Monitoring and Checkups: • Conduct regular monitoring of SAP systems to
identify and address potential issues. • Perform systematic checkups to ensure optimal
performance and data integrity. 2. Ticket Resolution: • Collaborate with the team to address
tickets related to data transfer and application issues. • Provide timely and effective solutions
to users encountering difficulties with data access. 3. Data Analysis and Backtracking: •
Utilize SAP tools to analyze data and troubleshoot issues. • Navigate through multiple levels
of data to identify and resolve problems efficiently. 4. Client Cooperation: • Communicate
with clients to understand their requirements and challenges. • Ensure positive client
relationships by addressing issues and providing effective solutions. 5. Language Barrier
Management: • Overcome language barriers by conveying technical information clearly and
concisely. • Collaborate with diverse teams to ensure
Qualifications:
1. Bachelor's degree in Computer Science or a related field (B Tech preferred).
2. SAP certifications in Business Warehouse at both basic and advanced levels.
3. Basic knowledge of computer science principles.
4. Proven experience in SAP system monitoring and issue resolution.
5. Strong analytical and problem-solving skills.
Working Conditions:
Timing: Flexible timing, starting at 9:00 AM onwards.
Working Days: 5 days a week.
Company Type:Technology Platform
Job Specification-
Job Specification: SAP Package Consultant
1. Education:
• Bachelor's degree in Computer Science or related field (B Tech preferred).
2. Certifications:
• SAP certifications in Business Warehouse at both basic and advanced levels.
3. Technical Skills:
• Proficiency in SAP transaction codes for efficient system access and analysis.
• Strong understanding of computer science fundamentals.
• Proven experience in SAP system monitoring and issue resolution.
• Ability to navigate complex data structures for effective troubleshooting.
4. Soft Skills:
• Excellent communication skills, both verbal and written.
• Patience and a customer-centric approach when addressing user concerns.
• Strong problem-solving and analytical skills.
5. Experience:
• Minimum [1] years of experience in SAP package consulting.
• Familiarity with data transfer processes between source systems and PW systems.
6. Key Competencies:
• Language Barrier Management:
• Ability to overcome language barriers and convey technical information effectively.
• Collaborative mindset for working with a diverse team.
• Data Analysis and Backtracking:
Questions
Questionnaire for Workday Assessment:

Work in Progress:

What is your daily work ?

The employee mentioned that her daily job involves working with the SAP application. She
helps clients who are unable to find the data they need by addressing their tickets and
resolving any issues that come up.
What is your favourite part of the job?
She mentioned that the favourite part of her job is when she is sent to different departments
where she learn new different things .

Working Together and Communicating:

Have there been any communication snags with coworkers or other departments?
As a SAP consultant, if asked about communication snags with coworkers or other
departments, I would answer by saying that effective communication is crucial in any
organization, and sometimes there can be challenges or misunderstandings that arise.
However, it's important to address these issues proactively by actively listening, clarifying
expectations, and fostering open and transparent communication channels. By doing so, we
can minimize communication snags and work collaboratively towards achieving our goals.
Were there any concerns pertaining to teamwork that required attention?
when it comes to concerns pertaining to teamwork, it's essential to foster a collaborative and
cohesive environment. While there may be occasional challenges or areas that require
attention, it's crucial to address them promptly. By promoting effective communication,
setting clear expectations, and encouraging teamwork, we can overcome any concerns and
work together towards achieving our goals. Regular team meetings, open dialogue, and
feedback mechanisms can also help identify and resolve any issues that may arise.
Education and Growth:
Are there any ongoing training or professional development opportunities provided by the
company?
Yes, , the company recognizes the importance of ongoing training and professional
development. They provide various opportunities to enhance our skills and stay updated with
the latest advancements in SAP technology. This includes attending workshops, webinars,
conferences, and online courses. Additionally, the company encourages employees to pursue
relevant certifications to further their expertise in SAP. These training and development
initiatives help us stay competitive and deliver high-quality solutions to our clients.
Are there any specific degrees or certification that are preferred?
Absolutely, I value the input and suggestions from my team to enhance my effectiveness in
completing tasks. Open communication is key in ensuring smooth collaboration. By sharing
their insights, experiences, and ideas, my team can provide valuable perspectives that may
help me approach tasks more efficiently. Whether it's streamlining processes, leveraging new
tools, or improving communication channels, I'm always open to suggestions from my team
to optimize our workflow and deliver exceptional results.
Does the team have any suggestions on how to help you more effectively with your tasks?
absolutely! My team is fantastic and always has great suggestions on how we can work
together more effectively. We regularly have sessions where we share ideas, discuss best
practices, and identify ways to streamline our tasks. By collaborating and leveraging each
other's expertise, we can find innovative solutions and improve our overall efficiency. It's a
collaborative effort, and I'm grateful to have such a supportive team that helps me excel in
my tasks.
Reactions and recommendations:
What thoughts or comments do you have for enhancing team productivity or procedures?
I think there are several ways we can enhance team productivity and procedures. One
suggestion is to implement effective project management tools and techniques to streamline
our workflow and ensure everyone is on the same page. Regular team meetings and clear
communication channels can also help in coordinating tasks and addressing any challenges
that arise. Additionally, encouraging a collaborative and supportive team culture, where
everyone feels comfortable sharing ideas and providing feedback, can greatly enhance
productivity. By continuously evaluating and improving our procedures, we can work more
efficiently and deliver exceptional results.
Would you like to talk about anything that is impeding your productivity?
Oh, absolutely! I'm always open to discussing anything that may be impacting my
productivity. It's important to address any challenges or obstacles that may be hindering our
progress. Whether it's a technical issue, a lack of resources, or even personal factors, talking
about it can help find solutions and improve productivity. So, feel free to share any concerns
or issues you may have, and let's work together to overcome them and boost our productivity!
 Company Introduction-
• Cosmo First Limited , a four-decade-old global business with entities (cosmo films,
cosmospecialitychemicals, zigly, and Cosmo foundation), is a provider of flexible packaging solutions.
Mr. Ashok Jaipuria created Cosmo First Limited in 1981. Cast polypropylene (CPP) and biaxially
orientated polypropylene (BOPP) films are produced by the business. • It provides a wide selection
of BOPP films for flexible packaging, lamination, labelling, and industrial applications, including direct
thermal printed films, velvet thermal lamination films, and high barrier films. • Leading player in
specialty films for flexible packaging, laminating, labelling and industrial applications. • Cosmo First
serves to food and beverage industries. The company has a presence in the US, India, Japan, Korea,
the Netherlands, Poland, Singapore, and Thailand. Cosmo First is headquartered in New Delhi, Delhi,
India. • Globally, Cosmo exports to more than 100 nations. The biggest manufacturers of flexible
packaging and label face stocks, like Amcor, Constantia, Huhtamaki, and Avery Dennison, as well as
well-known brands like Pepsi, Coca-Cola, Unilever, P&G, Britannia, Parle, CP, Reckitt Benckiser, Nestle,
and Mars are among Cosmo's clients.

Introduction of the person-

Person Name – Shaswat khamari
Contact Number- 8058079827
Position – HR at cosmo first

Job Description -
Job Title:HR -Cosmo first
Experience Level:-
Promotion Criteria: Based on work performance and annual performance reviews
Work Type: Full-time, Permanent
Responsibilities:
As an HR of Cosmo First Company, your responsibilities would include recruitment,
employee onboarding, training, performance management, and employee engagement. You
would also handle employee relations, policy implementation, and ensuring compliance with
labor laws. Additionally, you might be involved in talent development, organizational
development, and fostering a positive work culture.
Qualifications:
1. Bachelor's degree in human resources, business administration, or a related field.
2. Strong communication and interpersonal skills.
3. Problem-solving abilities.
4. Knowledge of labor laws and regulations.
5. Experience in HR-related roles or internships (preferred).
6. Master's degree in HR or a relevant specialization (in some cases).
7. Professional certifications such as SHRM-CP or PHR (optional but beneficial)
Working Conditions:
Timing: Flexible timing, starting at 9:00 AM onwards.
Working Days: 5 days a week.

Job Specification-
1. Recruitment and selection: Conducting interviews, screening resumes, and hiring suitable
candidates.
2. Employee onboarding: Facilitating the orientation process for new hires and ensuring a
smooth transition.
3. Training and development: Identifying training needs, designing programs, and organizing
employee development initiatives.
4. Performance management: Implementing performance appraisal systems, providing
feedback, and supporting employee growth.
5. Employee relations: Handling employee grievances, conflict resolution, and fostering a
positive work environment.
6. Compliance: Ensuring adherence to labor laws, company policies, and regulatory
requirements.
7. HR administration: Maintaining employee records, managing HR databases, and handling
HR-related documentation.
8. Compensation and benefits: Administering payroll, managing employee benefits, and
conducting salary reviews.
9. HR policies and procedures: Developing and implementing HR policies, procedures, and
best practices.
10. Employee engagement: Promoting employee engagement activities, organizing events,
and fostering a positive work culture.
Questions
Questionnaire for Workday Assessment:

1 What is your daily work ?

Morning check-in: I start by reviewing any urgent emails or messages and prioritizing my
tasks for the day.
 Recruitment and hiring: If there are any open positions, I review resumes, conduct
interviews, and collaborate with hiring managers to select the best candidates.

Employee onboarding: I ensure that new hires have a smooth onboarding experience by
preparing necessary paperwork, setting up their workstations, and introducing them to the
team.

Employee relations: I address any employee concerns or conflicts, providing guidance and
support to help maintain a positive work environment.

Training and development: I work on identifying training needs, coordinating workshops or

training sessions, and assisting employees in their professional growth.

HR administration: I handle various administrative tasks such as updating employee records,

managing HR databases, and preparing HR-related documentation.

Policy implementation: I ensure that company policies and procedures are communicated
effectively and followed by all employees.

Benefits administration: I assist employees with questions or concerns about their benefits,
such as health insurance, retirement plans, or leave policies.

HR strategy: I collaborate with management to develop and implement HR strategies aligned

with the company's goals and values.

Employee engagement: I organize events or initiatives to foster employee engagement, team

building, and a positive work culture.
2 What is your favourite part of the job?
being an HR professional is the opportunity to work closely with people. I love being able to
support and guide employees throughout their journey in the company. Whether it's helping
them navigate challenges, celebrating their successes, or fostering a positive work
environment, it's incredibly rewarding to make a positive impact on their professional lives.
Plus, I enjoy the variety in my work, as each day brings new challenges and opportunities to
learn and grow. Overall, being able to contribute to the success and well-being of employees
is my favorite part of the job
Q-2 What is frequency of Recruitment in HR Department in your company?
Ans: Recruitment comes from Project which has been approved by a company and
this all- recruitment process based on budget which has been given to HR department.
For Example – in startup companies there is no allocation budget and this may cause
of lay off of the over recruited employees, but we can’t see this thing in fully
established company.
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For hire, one person they have to take many approvals and after they float the
information about vacant place, to fulfill the vacant place they consider eduction and
qualification, experience, study on particular things , etc. on that basis they start the
process of recruitment.
They will take a test and, in this test, the top performers will get listed in merit and
they will only
choose the person who is in the merit list. It is a meritocracy type of selection process.
So, as per the requirement they will hire the candidates.
Q-3 What are the Reasons behind Recruitment in HR Department in your company?
Ans. There are some reason behind recruitment which are as follows:
When a position is vacant in company or someone has resigned then recruitment
comes into picture.
Q-4 How they do the process of recruitment in company?
Ans. Process of recruitment (for freshers) is as follows:
1. Campus drive
2. Written test
3. Screening interview
4. Medical exam
5. Reference check (if someone have)
6. Hiring decision
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Q-5 How they do the Advertising of recruitment in company for top level
management externally?
Ans. They used to do online mode of advertisements, which are listed below:
• LinkedIn
• Naukri.com • Indeed
• Internal Portal
Q-6 What is the procedure of employee to leave the organization?
Ans: In their company there is a policy which name is fixed term policy.so. from this
policy HR manager or department can see the date of living the organization. This is
one type of notice period kind of activity.
Q-7 How they recruit - internally or externally?
Ans: If there is a shortage of manpower for achieve target then they have some
selected best employees from the organization to whom they hire. If there is
opportunity for best employee then they first 6 to 7 days wait for employee decision
that he or she wants to grab this opportunity or not?
If there is no positive answer from the best employee then they recruit from external
candidate.
They follow both the sources of recruitment internally and externally.
Q-8 How they reduce skill gap in the employee?
Ans: HR manager reduces skill gap by giving chance the employee short period of
time to enhance
his skill according to the work. If he or she can’t cop up with the requirement of work
then they can say to leave the organization.
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Q-9 What is the method for recruitment?

Ans: We can see from the above questions that the company follow different type of
recruitment
method but additionally they also follows the Employee referral program.
If one employee refer some candidate according to the role then he or she get the
referral bonus. If employee refer the Female Candidate then they get double amount
of bonus as for the increase the gender diversity in their organization.
Q-10 What is the time period of Performance Appraisal?
Ans: Performance appraisal start with the goal setting then they do mediator review
and at last give final performance appraisal there are two things performance appraisal
and umbrella called performance Management. For Instance, In April, they do goal
setting manager and employee both agree on one goal that to achieve.
After six month in September they do mediator review about overall performance of
candidate and give ratings. For this HR manager the Goal is – Attrition should go
above 5%.
Q-11: How do you frame the percentage of increment in performance appraisal?
Ans. According to goal if candidate achieve 100% percentage of goal then they will
be eligible for the increment and wise versa but there is exceptional case in the
company if candidate achieve beyond the goal then they will get increment plus some
percentage of incentives.