A

PROJECT REPORT
ON
JOB DESCRIPTION
UNDERTAKEN
AT
JAYPEE KANPUR FERTILIZER & CEMENT LIMITED
KANPUR (U.P)
(A subsidiary Company of jaypee Group)

SUBMITTED BY

JAGRITI AWASTHI
UID NO: 13MBA1090
OF

UNIVERSITY SCHOOL OF BUSINESS

CHANDIGARH UNIVERSITY GHARUAN MOHALI

CONTENTS

CERTIFICATE
DECLARATION.
PREFACE
ACKNOWLEDGEMENT
JAYPEE GROUP PROFILE
ORIGIN OF THE ORGANIZATION..
GROWTH AND DEVELOPMENT OF THE ORGANIZATION...
AN OUTLOOK.....
HISTORY OF THE JAYPEE GROUP.
MILESTONES OF JAYPEE GROUP..
VISION & MISSION ...
BOARD OF DIRECTORS ...
AWARDS & ACHIEVEMENTS.....
SUBSIDIARIES OF JAYPEE GROUP ..
OBJECTIVE AND WORK CULTURE
KANPUR FERTILIZER AND CEMENT LIMITED...
GEOGRAPHICAL OVERVIEW OF KFCL..
PRODUCT PORTFOLIO..
ORGANIZATIONAL HIERARCHY..
FUNCTIONS OF THE DEPARTMENTS
EXECUTIVE SUMMARY...
INTRODUCTION TO THE HUMAN RESOURCE MANAGEMENT.

HUMAN RESOURCE MANAGEMENT AT KFCL..

INTRODUCTION TO JOB DESCRIPTION...
PURPOSE AND OBJECTIVE OF THE STUDY
METHODOLOGY USED FOR DATA COLLECTION .
METHODOLOGY USED FOR JOB DESCRIPTION ............................................
LITERATURE REVIEW
JOB DESCRIPTION..
o MEANING
o CONTENT OF JOB DESCRIPTION
o OBJECTIVE OF JOB DESCRIPTION
o TYPE OF JOB DESCRIPTION
o SCALE OF OBJECTIVE MESURE OF JOB DESCRIPTION
o TRADITIONAL AND PRESENT JOB DESCRIPTION
o WHERE IT IS HELPFUL IN ORGANISATION
o LIMITATION OF JOB DESCRIPTION
STEPS INVOLVE IN JOB DESCRIPTION PROCESS..
KEY OBSERVATIONS AND LEARNING AT KFCL .
ANALYSIS.
RECOMMENDATION
LIMITATIONS OF THE STUDY...
CONCLUSION...
EXECUTIVE SUMMARY.
OPERATIONAL DEFINITION OF CONCEPTS .
BIBLIOGRAPHY ..
ANNEXURES..

CERTIFICATE

This is to certify that Jagriti Awasthi Student of University School of Business Chandigarh University
Gharuan (Mohali) has successfully completed the project work titled JOB DESCRIPTION
undertaken at Jaypee Kanpur fertilizer and Cement Ltd ,Panki Industrial Area, Kanpur(U.P).
In partial fulfillment of requirement for the award of Post Graduation Degree in Business
Management prescribed by university school of business Chandigarh university Gharuan (Mohali).
This project is the record of authentic work carried out during the academic year (2013-2015).

DECLARATION

I Jagriti Awasthi here by declare that this project is the Record of authentic work carried out by me
during the Academic Year 2013-2015 and has not been submitted to any other University or Institute
towards the award of any degree.

Signature of the student

(Jagriti Awasthi)

PREFACE
It is said that without theory, practice is blind and without practice theory is meaningless. Any class
room coaching can be made effective if it is supplemented by practical exposure in an organization. To
bridge the gap between theory and practical and for proper solution of health care problem practical
knowledge is very important and to be a perfect administrator one must be well aware of practical
environment.

Training gives opportunity to relate theory with practical. The training gives an excellent opportunity
to a student to apply and prove his ability, intellect knowledge belief arrangement, judgment,
reasoning by giving solution to assigned problem which reflects his caliber.

I had the privilege to do my summer Internship at Jaypee Kanpur Fertilizer & Cement Ltd, Panki
Industrial Area, Kanpur (U.P) which is a one of the Large Manufacture of the cement and fertilizer in
the country. It provides an ideal and congenial atmosphere for learning.

My attempt would be successful and grateful if my project and project report serves the need and
requirement of the organization in future.

ACKNOWLEDGEMENT
Knowledge is power
For a MANAGEMENT student, this power of knowledge is unattainable unless an element of
practical observation and practical performance is not added.
I consider my self to be very fortunate for having been provided a golden opportunity to undergo
internship at Jaypee Kanpur Fertilizer & Cement Ltd, Panki Industrial Area, Kanpur (U.P). It is a great
pleasure to express my sincere gratitude towards Mr. Umesh Kumar Saxena for providing me an
opportunity to undergo project of this highly esteemed organization.
I would also like to thanks to My Esteemed Faculty Ms. Ritu (Training Co-ordinator) and
Mr. Parmod Kumar Course Co-ordinator respectively their constant support continued and
Invaluable guidance at each step of this summer Internship Project.
I would also like to thanks my parents for what I am today.
In the end, I dedicate this effort of my to those persons who are lights of my life: My respected
teachers, My Parents and My friends who have been behind every successful endeavor in my life.

JAYPEE GROUP PROFILE

Jaypee Group was founded by Mr. Jai Prakash Gaur in 1958 as a civil contracting firm. In 1979, they
came to be known as Jai Prakash Associates Private Ltd (JAPL). Jaypee Rewa Cement Plant (JRCL)
with an initial capacity of 1 million tonnes was established in 1980. This marked the beginning of
Jaypee Group's stronghold in the cements industry in India. Continuing the legacy was Jaypee Bela
Cement Plant (JBCP) in 1996 with an initial capacity of 1.9 million tonnes.
The hospitality business of Jaypee Infratech is splendiferous with brand names in themselves. In 1980,
JAPL set up Hotel Siddharth and Hotel Vasant Continental in New Delhi, landmarks in their respective
areas. These were luxury epitomized and a centre places for all the key business conferences. Other
crowning glories are Jaypee Place Hotel Agra and Jaypee Residency Manor Mussoorie. Both Jaypee
Palace and Jaypee Residency Manor are iconic structures giving new definitions to hospitality
business.
Jaypee Group's associate business areas extend to:

Hydropower Projects operational in Bapsa- II and Karcham Wangtoo (H.P.) and Vishnu
Prayag (Uttaranchal) Other Hydropower and Irrigation Projects under execution in
Dulhasti and Baglihar in J&K, Tehri in Uttaranchal, Teesta - V in Sikkim, Tala in
Bhutan, Sardar Sarover in Gujarat, Omkareshwar in M.P. and Alimineti Madhva Reddy
Project in Andhra Pradesh.
Educational institutions at Samirpur and Solan in Himachal Pradesh, Noida and
Anoopshahar in Uttar Pradesh and Guna in M.P.
5 Star and 5 Star Deluxe Hotels in Mussoorie, Agra and Delhi.
Golf Resort in Greater Noida, U.P.
Taj expressway Project connecting Agra with Noida.
Integrated Township in Greater Noida.
Information Technology

The integrated township by Jaypee Group is Jaypee Greens. This is 450 acres of peace and tranquility
of the wilderness in Greater Noida. It includes two golf resorts, villas, penthouses, condominiums,
studio apartments, commercial complexes and shopping malls. Jaypee Infratech in an upcoming real
estate and construction company as far as new projects are concerned. It is already an established
brand name in other key business areas it covers. In residential and commercial properties
developments, Jaypee is an emerging name and will continue their rising story with the quality
standards touching a new high.

ORIGIN OF THE ORGANIZATION

The Jaypee Group is a well diversified infrastructural industrial conglomerate in India. Over the
decades it has maintained its salience with leadership in its chosen line of businesses - Engineering
and Construction, Cement, Private Hydropower, Hospitality, Real Estate Development, Expressways
and Highways. The group has been discharging its responsibilities to the satisfaction of all its
shareholders and fellow Indians, summed by its guiding philosophy of "Growth with a Human Face"

GROWTH AND DEVELOPMENT OF THE ORGANIZATION

Transforming challenges into opportunities has been the hallmark of the Jaypee Group, ever since its
inception five decades ago. The Group is a diversified infrastructure conglomerate with business
interests in

Engineering & Construction,

Cement,
Power,
Real Estate,
Expressways,
Fertilizer,
Hospitality,
Healthcare,
Sports,
Information Technology
Education (Not-for-profit).

Engineering & Construction

The Engineering and Construction wing of the Group is an acknowledged leader in the construction of
multi-purpose River Valley and Hydropower projects. It has the unique distinction of having
simultaneously executed 13 Hydropower projects spread across 6 states and the neighboring country
Bhutan for generating 10,290 MW power.
The in-house Design and Consultancy Company, Jaypee Infra Ventures (JIV), gives JAL a competitive
edge over its rivals and has been awarded "CT1" grade by ICRA with CIDC (The Construction
Industry Development Council). This is the highest rating assigned to consultants in the field of
Engineering.

The key non-EPC projects completed across India are

1450 MW Sardar Sarovar Project, the largest water resource project in India,
1000 MW Tehri Dam, Asia's highest rockfill dam.
1000 MW Indira Sagar Power House, second largest surface power house in the country.
1500 MW Nathpa Jhakri Power House, the largest underground power house in the country.
CEMENT
Jaypee Group is the 3rd largest cement producer in the country. The group produces special blend of
Portland Pozzolana Cement under the brand name Jaypee Cement (PPC). Its cement division
currently operates modern, computerized process control cement plants with an aggregate capacity of
33.8 MnTPA. The company is in the midst of capacity expansion of its cement business in Northern,
Southern, Central, Eastern and Western parts of the country and is slated to be 41.40 MnTPA by FY13
(expected) with Captive Thermal Power plants totaling 672 MW.
POWER
Hydropower: Jaypee Group ventured into hydropower in 1992, with the formation of Jaiprakash
Hydro Power Ltd (JHPL) and Jaiprakash Power Venture Ltd. (JPVL).
The group has undertaken following hydro projects:
Baspa Hydro - Electric Project Stage II (300 MW) on the river Baspa,
Kinnaur district of Himachal Pardesh ; Vishnu Prayag, 400MW project on the river Alaknanada
Karcham Wangtoo 1000 MW project.
REAL ESTATE
Jaypee Group is developing real estate in Greater Noida. Its property, Jaypee Greens, is spread over an
area of 450 acres. It comprises golf resorts, villas, townhouses, penthouses, condominiums, studio
apartments, commercial complexes and shopping malls.
EXPRESSWAYS
The Group has entered into construction of expressways with the Yamuna Expressway project a 165
km access controlled 6 lane super expressway along the Yamuna river connecting Noida and Agra on
Build Own Transfer basis.
The Group has commissioned the first RIFD Technology based Electronic Toll Collection Plaza and
four laned Zirakpur-Parwanoo Section of NH-5, the Himalayan Expressway from km 39.96 to km
67.55 in the states of Punjab, Haryana & Himachal Pradesh.

FERTILIZERS
The fertilizer plant situated in Panki , Kanpur is one of the oldest Urea manufacturing plant in the
country with an installed capacity of 7.22 lac MT per anum. Urea production has started from June
2013 and the product is sold in the brand name of "Jaypee Chaand Chaap Urea" which enjoys a very
high degree of acceptance amongst the farming community. The plant was successfully converted to
gas based, from Naptha and currently prills urea by using the latest in technology. The company has
also entered into the value added agri inputs space by marketing speciality inputs like Micro nutrients,
Zinc sulphate Mono hydrate and organic manure under the flagship brand of Jaypee Chand chaap.
HOSPITALITY
The Groups hospitality business owns and operates 6 properties spread across New Delhi, Uttar
Pradesh and Uttarakhand. The 4 Five Star Hotels, two in New Delhi and one each in Agra and
Mussoorie have a total capacity of 644 rooms. Another 5 star luxury with state-of-the-art resort and
SPA has been set up in collaboration with SIX SENSES at Greater Noida with 170 living spaces. Apart
from this, Jaypee Delcourt at Greater Noida has comfortable deluxe rooms, multiple dining options,
state-of-the-art wellness centre and a promenade of lifestyle stores indeed making it a viable
destination for corporate, entrepreneurs, expats business and leisure stays.
HEALTHCARE
With the vision of promoting world-class health care amongst the masses by providing quality and
affordable medical care with commitment the Jaypee Hospital is being constructed. The hospital has
been planned as a 1200 bedded tertiary care multi-specialty facility and is currently in the process of
commissioning 525 beds in the first phase.
SPORTS
The Group has hosted Indias first ever Formula One TM Grand Prix on 30th October, 2011. In
addition to F1, the track is also expected to host other top-level international motorsports events.
INFORMATION TECHNOLOGY
JIL Information Technology Limited (JILIT), the IT arm of the Jaypee Group offerings encompass a
diverse range of areas such as IT Infrastructure Management, Networking & Communication,
Multimedia & Content Development Services, E-learning and Software Solutions. JILIT is today
partnering
with
leading
IT
companies
such
as
IBM
and
CISCO.
JILIT's quality management system is ISO 9001:2008 certified and the information security
management system & data centre operations is attested by ISO 27001:2005.

EDUCATION (NOT FOR PROFIT)

People of resources must contribute towards making a better tomorrow for all. .
The Group currently provides education across all spectrum of the learning curve through 31 Schools,
6 Private ITIs, 2 Polytechnics, 1 Post Graduate College, 1 B.Ed. College, 1 Construction Skills
Training Institute, 1 International Engineering and Vocational Centre and 3 Universities catering to
learning of over 30,000 students. The Jaypee education system plans to take the vision of service to
society through quality education to another plane by expanding its infrastructure to provide education
to a universe of 200,000 students in less than a decade from now.

SOCIAL COMMITMENTS
The group has always believed in growth with a human face and to fulfill its obligations it has set up
Jaiprakash Sewa Sansthan (JSS), a not-for- profit trust which primarily serves the objectives of
socio economic development, reducing the pain and distress in society and providing education at all
levels of the learning curve with sixteen schools, two ITIs and three universities.
For over 3 decades now Jaypee Group has supported the socio-economic development of the local
environment in which they operate and ensure that the economically and educationally challenged
strata of the work surroundings are also benefited from the groups growth by providing education,
medical and other facilities for local development.
Apart from this sustaining the ecological balance is of paramount importance. Our ecological
management approach has led to efficient and optimum utilization of available resources,
minimization of waste. Our group has also taken green initiatives, a forestation drives, resources
conservation, water conservation, air quality control & noise pollution control and created a green
oasis amidst the limestone belt at our cement complex in Rewa.
Because we know, the environment is the prime essence of healthy life and healthy living as what we
do today will be reaped by the next generation.
Environment
Every time we borrow from nature, we return it with interest.
We at Jaypee believe that harmony between the man and his environment is the prime essence of
healthy life and living. The sustenance of our ecological balance is therefore of paramount importance.

AN OUTLOOK

All the sectors of the company are on track to register robust growth and work is progressing in
the right direction with momentum.

The groups aggregate new cement capacities in excess of 6 MT are under advanced stages of
completion and plants are poised to be commissioned at Sidhi (MP), UP and Gujarat.

By the end of the fiscal the group shall have in excess of 18 MTPA of cement capacity in
operation. Construction work on approximately 135 km of the expressway (165 km Yamuna
Expressway project) is in progress.

Financial tie-up of the expressway project has been completed and the project is completed by
2010.

The power business of the company is also progressing well and both, Baspa - II and
Vishnuprayag projects are generating energy in excess of their design energy.

Work on the groups 1000 MW Karcham-Wangtoo project is progressing on fast track basis
with the project slated for commissioning six months ahead of schedule.

The company has also completed Phase I of 450 MW Baglihar project in J&K in keeping
with its reputation of successfully completing projects in the most challenging conditions.

JAL has got nil foreign exchange exposure that can be adversely affected due to the global
turmoil.

JAL has the strongest credentials when it comes to project execution, building new capacities,
be it hydropower or cement and has consistently delivered in enhancing shareholder value.

HISTORY OF THE JAYPEE GROUP

With a single minded focus Shri. Jaiprakash Gaur, Founder Chairman of Jaypee Group, after acquiring
a Diploma in Civil Engineering in 1950 from the University of Roorkee now (IIT Roorkee), had a stint
with Govt. of U.P. and with steadfast determination to contribute in nation building, branched off on
his own, to start as a civil contractor in 1958,and laid the foundation of Jaypee Group. The Jaypee
story is not a story of privilege or entitlement. It is a story of grit and gumption; of struggle against
incredible odds; of dreams, and the striving and self belief that turned them into reality.

MILESTONES OF JAYPEE GROUP

Year
1958
1979
1981
1982
1986

1987
1991
1992

1993
1995
1996
1999
2000
2001

Events
Undertook first entrepreneurial work as contractor in Mangrol in Kota
Jaiprakash Associates Private Ltd formed.
Commenced Hotel Business with first hotel in Delhi - Siddharth
Hotel Vasant Continental was set up
Commissioning of 1st unit of 1 MTPA Jaypee Rewa Plant (JRP) in District
Rewa, MP
Formation of Jaiprakash Industries Ltd (JIL) by amalgamation of Jaiprakash
Associates Pvt Ltd with Jaypee Rewa Cement Ltd
Public Issue of JIL. 2,25,00,000 shares issued at a price of Rs. 10/ JIL listed on Bombay Stock Exchange
Commissioning of 2nd unit of 1.5 MTPA Jaypee Rewa Plant in District
Rewa, M.P
Jaiprakash Hydro Power Ltd established to operate 300 MW Baspa II HE
Project
Jaiprakash Power Ventures Ltd established to operate 400 MW Vishnuprayag
HE project
JIL signs MOU to develop & operate 1000 MW Karcham Wangtoo HE
Project
Bela Cement Ltd incorporated to establish 3rd Cement Plant at Bela
Hotel Jaypee Residency Manor set up
Commissioning of the 3rd cement plant 1.7 MTPA Jaypee Bela Plant in
District Rewa, MP
Hotel Jaypee Palace, Agra set up
Jaypee Greens Ltd 458 acre golf centric real estate company comes into
being
Jaypee Institute of Information Technology (deemed University since Nov 1


2002

2003

2004
2005

2006

2007

2008

2009

2004) set up at NOIDA.

All 3 cement plants were brought under one roof by hiving off Cement
Business by JIL under Jaypee Cement Ltd
Jaypee Karcham Hydro Corporation Ltd established to operate 1000 MW
Karcham Wangtoo HE Project
Jaypee University of Information Technology (State university), Waknaghat
set up
1st Captive Thermal Power Plant of 25 MW commissioned at JRP.
Formation of Jaiprakash Associates Ltd (JAL) by merging JIL with Jaypee
Cement Ltd.
Jaypee Institute of Engineering & Technology, Guna set up.
300 MW Baspa-II commissioned and begins power generation.
Commissioning of 2nd Captive Power Plant of 25 MW at Jaypee Bela Plant
Shares of JHPL listed on BSE/NSE. First hydropower company to be listed
in the country
Setting up of Madhya Pradesh Jaypee Minerals Corporation Ltd (MPJMCL)
in JV with MP State Mineral Development Corporation Ltd for Coal Mining
at Amelia Coal Block in Sidhi district of MP.
Acquisition of Cement Plants & Assets of UP State cement corporation Ltd
(in Liquidation) of 2.5 MTPA capacity
Acquisition of Gujarat Anjan Cement Ltd for setting up a green field cement
plant of 1.2 MTPA capacity in Bhuj, District Kutch Gujarat
400 MW Vishnuprayag Hydropower Station of JPVL, commissioned and
begins power generation
Signing of a joint venture agreement with Steel Authority of India Ltd for
setting up a 2.0 MTPA slag based cement plant at Bhilai.
Mandla North Coal Block in District Chindwara allotted to the company for
captive requirement of cement business
JHPL signs MOU with PGCIL for formation of a Joint Venture company to
lay a 230 km (approx.) long transmission system to evacuate power from the
1000 MW Karcham-Wangtoo Hydro Electric Project in Himachal Pradesh.
Jaypee Greens launched Wish Town a historic residential township in India.
Slated to be the Indias largest township development in over 1162 acres.
Chunar and Dalla cement plants (UPPCL) in UP commissioned
Bokaro Jaypee Cement Ltd incorporated for implementation of 2.1 MTPA
slag based cement plant at Bokaro, Jharkand in JV with SAIL
2 MTPA cement capacity plant at Sidhi (M.P.) and 1.20 MTPA cement plant
at Sewagram (Gujarat) has also been successfully commissioned.
Acquired Bina Power Supply Company Limited (BPSCL) from the Aditya
Birla Group to set up a 1250 MW coal fired Thermal Power Plant at Bina,
Madhya Pradesh.
Amalgamation of four Group Companies, namely, Jaypee Cement Limited,
Gujarat Anjan Cement Limited, Jaypee Hotels Limited and Jaiprakash

2010

2011

2012

Enterprises Limited with flagship company JAL.

Acquired Sangam Power Generation Company Ltd. for setting up
3 x 660 MW Karchana Thermal Power Project (Phase I : 2x660 MW) &
Prayagraj Power Generation Company Ltd. for 5 x 660 MW Bara Thermal
Power project (Phase I : 3x660 MW) from UP Power Corporation Ltd. on
BOO basis.
Group has set up a Jaypee Hitech Casting Centre with capacity of 18,000
TPA at Rewa, M.P..
Jaiprakash Associates 2.4 million tonnes per annum capacity cement plant in
Sewagram, Kutch, Gujarat was dedicated to the nation.
Amalgamation of Jaiprakash Power Ventures Ltd. with Jaiprakash HydroPower Ltd.; the name of the Company i.e. Jaiprakash Hydro-Power Ltd.
changed to Jaiprakash Power Ventures Ltd.
Commissioning of 2.00 MnTPA Jaypee Himachal Cement Grinding and
Blending Plant, Bagheri (H.P.).
Commissioning of 1.20 MnTPA Jaypee Wanakbori Cement Grinding Unit,
Wanakbori, Gujarat.
Commissioning of 2.2 MnTPA Bhilai Jaypee Cement Ltd., Satna (Madhya
Pradesh) & Bhilai (Chattisgarh).
1.2 million tonnes Jaypee Roorkee Cement Grinding Unit (JRCGU) at
Roorkee, Uttarakhand.
Jaypee Infratech Limited listed on NSE/BSE.
Amalgamation of Jaypee Karcham Hydro Corporation Limited (JKHCL) and
Bina Power Supply Company Limited (BPSCL) with Jaiprakash Power
Ventures Limited (JPVL) with effect from April 1, 2010, being the Appointed
Date.
The Group was awarded two contracts relating to construction of the 990
MW Punatsangchhu II Hydro-electric Project, Bhutan. This hydro-electric
project will be jointly implemented by the Royal Government of Bhutan and
the Government of India.
Commissioning of 1.00 MnTPA capacity cement grinding plant at
Sikandrabad, Uttar Pradesh.
Commissioning of cement grinding plant of 2.10 MnTPA capacity at Bokaro,
Jharkhand, set in JV with SAIL (Bokaro Jaypee Cement Ltd.).
Jaypee Greens Golf & Spa Resort operationalised.
1000 MW Karcham-Wangtoo Hydropower Station of JPVL commissioned
and begins power generation.
Hosted the first Indian Formula OneTM Grand Prix on 30th October at
Buddh International Circuit.
Commissioning of the First RFID Technology based Electronic Toll
Collection Plaza and Four Laned Zirakpur-Parwanoo Section of NH-5 from
Km. 39.96 to Km. 67.55 in the States of Punjab, Haryana and H.P.
Commissioning of 165 Km long 6 lane Yamuna Expressway Noida to Agra.

The largest access controlled concrete paved expressway in the India.

Successful revival of a large fertilizer plant to bring back CHAND CHAAP
urea in the market, which was once India's glory in fertilizer sector.
Commissioning of Largest Single location Integrated Balaji Cement Plant in
the country having clinkerzation capacity of 3.30 MnTPA & Cement
Grinding Capacity of 5 MnTPA.
Acquisition of more than 75 year old Andhra Cement Ltd. with a capacity of
3 MnTPA.

VISION & MISSION

VISION

MISSIO
N

BOARD OF DIRECTORS

As a group, we are
committed to strategic
business Development in
infrastructure,as the key
to nation building in the
21st century. We aim to
achieve perfection in
everything we undertake
with a commitment to
excel. It is the
determination to
transform every
challenge into
opportunity; to seize
every opportunity to
ensure growth and to
grow with a human face.

To achieve Excellence in
every sector that we
operate in. To augment
our core competencies
and adopt the most
comprehensive modern
technology to overtake
the obstacles in our path
of achievement. To
obtain sustainable
development and
simultaneously
enhancing the
shareholders value and
fulfilling our obligations
towards building a better
India".

Shri Manoj Gaur, Executive Chairman & CEO

Shri Sunil Kumar Sharma, Exec. Vice Chairman
Shri S.K. Jain, Vice Chairman
Shri R.N. Bhardwaj - Independent Director (Chairman Audit Committee)
Shri S.C. Rathi, Independent Director (LIC Nominee)
Shri B.K. Goswami - Independent Director
Dr. B. Samal, Independent Director
Ms. Homai A. Daruwalla -Independent Director
Shri K.N. Bhandari, Independent Director
Shri Viney Kumar (IDBI Nominee)-Indpt. Director
Shri S.C. Bhargava - Independent Director
Shri V.K. Chopra - Independent Director
Shri Sunny Gaur, Managing Director (Cement)
Shri Pankaj Gaur, Jt. Mg. Director (Const.)
Shri Ranvijay Singh, Whole-time Director
Shri Shiva Dixit, Whole-time Director
Shri S.D. Nailwal, Whole-time Director
Shri Rahul Kumar, Whole-time Director & CFO

AWARDS AND ACHIEVEMENTS

Year 2013
Sports City received the Integrated Township Of The Year award at ET Now awards for
excellence and Township Of The Year award at the Indian Realty Awards.
Jaypee Greens received Best Developer of the Year award at Estate Avenues, Indian Realty
Mogul at Indian Realty Award and the Most Promising Brand at the World Consulting &
Research Corporation
The project Kasablanca was judged as the Best Luxury Residential Project by Assochems Real
Estate India
Year 2012
Jaypee Rewa Plant and Heavy Engineering Workshop of the Jaypee Group have been awarded
with renowned and most prestigious Sword Of Honour
Jaypee Greens received Developer of the year North by Estate Awards and Realty Mughal by
Indian Realty awards.
300 MW Baspa II Hydropower project has been awarded the Gold Shield for 2009-10 and
Silver Shield for 2010-11 by the Ministry of Power, Government of India in the category of
performance of hydropower stations.
Year 2011
Dalla Cement Factory (A unit of Jaiprakash Associates Ltd.) is awarded first prize in the cement
sector for the National Energy Conservation Awards, 2011.
Chunar Cement Factory (A unit of Jaiprakash Associates Ltd.) is awarded the Certificate of Merit
in the cement sector for the National Energy Conservation Awards, 2011.
Jaypee Rewa Cement Plant and Jaype Bela Cement Plant in Madhya Pradesh of the Group have
been awarded with the most prestigious SWORD OF HONOUR award by the British Safety
Council, UK in the field of Health and Safety management system.

SUBSIDIARIES OF JAYPEE GROUP

The Jaypee Group operates through its various subsidiaries which are engaged in different business
segments.
Jaiprakash Power Ventures Limited (JPVL)
The company with its operational power plants - 300 MW Baspa-II (Himachal Pradesh), 400 MW
Vishnuprayag (Uttarakhand) and 1000 MW Karcham-Wangtoo (Himachal Pradesh) is Indias largest
Private sector Hydropower producer and is on its way to be an integrated power producer with
expansion in Thermal & Power Transmission.
Website - www.jppowerventures.com
Jaypee Arunachal Power Limited (JAPL)
The company is setting up two hydropower projects - Lower Siang Project (2700 MW) and the Hirong
Project (500 MW) in Joint Venture with the Government of Arunachal Pradesh.
Jaypee Power Grid Ltd.(JPL)
JPL has been formed for execution of the transmission system between Wangtoo in Kinnaur district of
Himachal Pradesh & Abdullapur in Yamuna Nagar district of Haryana for evacuation of 1000 MW
power from Karcham Wangtoo HEP in Himachal Pradesh.
Website- www.jaypeepowergrid.com
Bhilai Jaypee Cement Limited (BJCL)
The Clinkerisation Unit of the split-located project of BJCL at Babupur, Satna was successfully
commissioned in December 2009. After completion of the project activities of the Grinding Unit at
Bhilai, on schedule, despatch of cement from this Unit has started from June 2010.
Website- www.bjcl.co.in
Gujarat Jaypee Cement & Infrastructure Limited (GJCIL)
GJCIL was incorporated as a Joint Venture between Jaiprakash Associates Limited (JAL) and Gujarat
Mineral Development Corporation Limited (GMDC), inter-alia, to implement a 2.4 Million tones per
annum capacity cement plant in District Kutch, Gujarat.
Bokaro Jaypee Cement Limited (BOJCL)
BOJCL, the second joint venture between the Company and SAIL with management control vested in
the Company, is incorporated to set up a 2.1 MTPA capacity cement plant at Bokaro in Jharkhand.

Jaypee Cement Corporation Limited (JCCL)

It is proposed to set up an integrated cement plant with a 3.0 Mn tpa cement grinding capacity along
with 26 MW captive power plant at Shahabad Distt., Gulbarga, Karnataka.
Madhya Pradesh Jaypee Minerals Limited (MPJML)
A Joint Venture company between JAL and the Madhya Pradesh State Mining Corporation Limited
(MPSMCL) to develop the Amelia (North) Coal block.
Jaypee Infratech Limited (JIL)
A subsidiary of Jaiprakash Associates Ltd. which has undertaken the implementation of prestigious
Yamuna Expressway Project comprising of 165 KM, 6 Lane Access Controlled Expressway
connecting Noida with Agra.
Website- www.jaypeeinfratech.com
Jaypee Ganga Infrastructure Corporation Limited (JGICL)
JGICL a wholly owned subsidiary of the Company for implementation of the prestigious 1047 km,
long 8-lane Access-Controlled Expressway connecting Greater Noida with Ghazipur- Ballia.
Jaypee Sports International Ltd.
Jaypee Sports International Ltd. is incorporated for developing a Greenfield state-of-the-art Sports
Complex including Car Race track for motor sports with related integrated support infrastructure
including townships, cricket stadium, go karting track and auxiliary facilities.
Website- www.jaypeesports.com
Sangam Power Generation Co. Ltd. (SPGCL)
SPGCL was incorporated by Uttar Pradesh Power Corporation Limited (UPPCL) for implementation
of 3x660 MW Thermal Power Project in Tehsil Karchana of district Allahabad, Uttar Pradesh.
Jaypee Meghalaya Power Limited (JMPL)
JMPL is implementing 270 MW Umngot HE Project in the Umngot river in the State of Meghalaya
and 450 MW Kynshi- II Hydro-electric Power Project in the Kynshi River Basin of Meghalaya on
BOOT (Build, Own,Operate and Transfer) basis.
Jaypee Agra Vikas Ltd. (JAVL)
Jaypee Agra Vikas Limited is incorporated as a Special Purpose Vehicle to undertake the work for
development of section of Agra Inner Ring Road, with a length of about 20.5 Kms.

OBJECTIVE & WORK CULTURE

The Jaypee work culture is both social and interactive, and theres always an ultimate goal of high
performance. There is a strong emphasis on networking and knowledge sharing with others to ensure
that we work better as an organization, and we provide an ample opportunity to innovate ideas at all
levels are welcomed and given the chance to show their worth .People are recognized as key to the
companys future, and so there is a major emphasis put on professional development, diversity,
inclusion and health and safety .Jaypee Group through an exhaustive Project Work named Project
Eagle undertook an exercise of understanding and synchronizing the unique culture of the
organization under (Indradhanush) the Jaypee Way of Life . Through this exercise evolved a set of
seven values as under:
COLLECTIVE WISDOM
Which displays values such as Identifying Situations & People, Utilizing Knowledge; Arriving at a
course of action, Result achievement etc? It represents divine wisdom and connects with knowledge
and enlightenment.

EXCELLENCE IN PERFORMANCE
Displays Resource Optimization, Cost Effectiveness, Encouraging Innovation, Continuous Learning
and Growth etc .It symbolizes silence, thought, reflection and love of truth. It signifies a seeker and is
associated with living in the present.
CREDIBILITY
It represents truth and expression, wisdom in life, tranquility, serenity and personal dignity.
HUMANCE FACE
It exhibits Empathy, Finding Solutions, Compassion and Maintaining Relationship etc.
CONVICTION
Exhibits Passion, Optimism, Belief in Self & Team, Decision Making.
COMMITMENT
Displays Loyalty, Sense of Ownership, Pro-activeness, and Uncompromising on Values etc.
LEADERSHIP WITH EXAMPLE
Displays Setting Right Precedence, High Degree of Involvement and Clarity of Mind & Moral
Courage.
These values in alignment with seven colors of the rainbow (Indradhanush) are being cascaded in the
entire Cement Division to achieve replication amongst all members of the human resource. It is being
institutionalized and will help all old and new employees to understand and adopt the philosophy.

KANPUR FERTILIZERS AND CEMENT LIMITED

Kanpur fertilizer and cement limited ltd, a Jaypee Group Company , is engaged in urea manufacturing
at its plant located at Ceekay Industrial Estate , Panki , Kanpur .
The unit under Duncan industries ltd locked out since 2002 except for a short period, had lost all hopes
of its revival that is when, jaypee group came forward and took up the task of the revival. The
management, committed to make the unit operational, took up this technical challenge and treated this
as an opportunity to make their presence in the sector vital to countrys growth,
Today, we take the pride of successful revival of the unit, which is making a difference to the life of
the employees and also to people associated with it.
This is helping business environment of the local market and state as a whole. urea is now available to
the ever starving farmers in UP And Bihar
TRUSTED BRANDUrea, a Nitrogenous Fertilizer, produced at this plant has been traditionally preferred by the farmers
and is popular under brand name CHAND CHAAP UREA.
A TECHNICAL FEATThe 1969 vintage plant was originally designed and operated by ICI UK. the plants been recently
revamped using cement current technology and change over of feedstock form Naptha to Natural Gas
with the help of world renound consultants CASALE SA Switzerland. Unit has three streams each
having a production capacity of 750 tons per day, amounting to total capacity of 722000 MT per year.
The company has achieved a unique distinction of revival of a closed large scale complex chemical
plant after 12 years of closure and achieved 100% capacity utilization and optimum efficiency in a
record time.
PROTECTION TO ENVIRONMENTAt jaypee, adherence to environment norms is of paramount interest. In our plant revival schemes, all
equipment related to pollution control were refurbished or augmented in a manner to ensure all
statutory compliances, some of these were ESP in boilers, a new effluent treatment plant, Ambient Air
Monitoring Station, Dust control unit in urea prill towers, new hold up tank etc.

GEOGRAPHICAL OVERVIEW OF KANPUR FERTILIZER & CEMENT LTD.

UTTAR PRADESH - GEOGRAPHICAL DIVISIONS OF KFCL

20
24

UP WEST
UP CENTRAL
UP EAST

27

Uttar Pradesh being one of the most important markets for agricultural inputs attracts entrepreneurs to
operate their business in the State with a view to capture maximum market shares.
Kanpur Fertilizers & Cement Limited has the advantage to feed the entire state as the plant is
strategically located at the heart of the state. With a view to ensure better controls the company
decided to divide the state into three regions.
The geography of each region was worked out as per the agricultural land and potential available in
each region. These regions were Uttar Pradesh West, Uttar Pradesh Central and Uttar Pradesh East.
Each region was made a profit center and was assigned the responsibilities for operating the business,
augment sales and generate revenues.
Out of 71 districts in Uttar Pradesh UP west has 20 districts, UP Central has 27 and UP East has 24
districts The following table depicts the assigned geographies to each region:

REGION
UP WEST
UP CENTRAL
UP EAST
TOTAL STATE

NO OF
DISTRICTS
20
27
24
71

NO OF TEHSILS

NO OF BLOCKS

93
107
108
308

216
274
317
807

PRODUCT PORTFOLIO
UREA

ZIME

KFCL

MICRO
NUTRIE
NTS

DAP
UREAUrea is an inexpensive form of nitrogen fertilizer with an NPK (nitrogen-phosphorus-potassium) ratio
of 46-0-0. Although urea is naturally produced in humans and animals, synthetic urea is manufactured
with anhydrous ammonia. Although urea often offers gardeners the most nitrogen for the lowest price
on the market, special steps must be taken when applying urea to the soil to prevent the loss of
nitrogen through a chemical reaction.
MICRO NUTRIENTS Micronutrients are those elements essential for plant growth which are needed in only very small
(micro) quantities. These elements are sometimes called minor elements or trace elements, but use of
the term micronutrient is encouraged by the American Society of Agronomy and the Soil Science
Society of America. The micronutrients are.
boron (B),
copper (Cu)
, iron(Fe),
chloride (Cl),
manganese (Mn),
molybdenum (Mo) and
zinc(Zn).
Recycling organic matter such as grass clippings and tree leaves is an excellent way of providing
micronutrients (as well as macronutrients) to growing plants.

DIAMMONIUM PHOSPHATE (DAP) Diammonium phosphate (DAP) is the worlds most widely used phosphorus (P) fertilizer. It is made
from two common constituents in the fertilizer industry and it is popular because of its relatively high
nutrient content and its excellent physical properties.
ZYME
zyme is a micronutrient that helps the roots to absorb other basic nutrients. Zyme acts as a catalyst for
absorption of fertilizers available in soil.

ORGANIZATIONAL HIERARCHY

SENIOR
VICE
PRESIDEN
T (M)

CGM

DGM (M)

RM
UP WEST

RM
UP EAST

AREA
INCHARGE
S

AREA
INCHARGE

EXECUTIV
E MIS

RM
CEN UP

AREA
INCHARGE
S

FMS
MANAGER

FUNCTION OF DEPARTMENTS
STORE DEPARTMENT.

Receipt of material in which challan copy check.

Compare with purchase order, physical count, GIR prepared and register.

Sent to goods to QC department with GIR and material.

Prepare pending challan register.

Prepare Excise gate pass and registered.

Prepare challan and invoice, issue of material, Bin card entry, Returnable gate
pass, non-returnable gate pass.

PRODUCTION DEPARTMENT.

Work allocating of workers.

Maintain raw material status.

Maintain tooling (Availability).

Prepared the production report.

Machines maintain record.

Material feeding and assembly.

Maintain measuring instrument.

ACCOUNT DEPARTMENT.

Sales and purchase register.

Stock maintains.

Petty cash maintain.

Sales tax registration.

Income tax registration.

Vat tax registration.

Voucher payment.

Prepare profit and loss account, Balance sheet, financial statement, General
ledger, Trial balance.

PURCHASE DEPARTMENT.

Prepare purchase order.

Negotiation with vendor.

Relation with Vendors.

Terms of payment.

Maintain goods description.

Tax certificate and consignee certificate.

MARKETING/DESPATCH DEPARTMENT.

Negotiation with Dealers.

Maintain relation with Dealers.

Expand the market.

Better delivery of product.

Coordination with store / packing department.

Develop the vendors.

Customer satisfaction.

Fulfill the market needs

EXECUTIVE SUMMARY
The project of revamping of job description processes started with Jaypee Kanpur Fertilizer &
Cement Ltd. Panki Industrial Area, Kanpur. The project duration was for 6 Week.
The project started with the induction program which provided overview on various aspects of
the company. After having an overview as to how the company works I started studying the
existing structure of the company. Documents were provided to know about the designations of
all the employees, their work flow etc. Based on the understanding, questions were prepared to be
asked from employees to analyze their job purpose Data collection from employees was one of
the biggest challenges.

In the later part of the project with the help of one-on-one interactions with the designation
holders, interview of HR manager of the company and various secondary sources job descriptions
for each post were drafted. On the basis of the findings from the analysis, various
recommendations were given.
Apart from the main project, I was also involved in present recruitment process for the current
openings. I also got an opportunity to work in personal department and got the knowledge of
various processes under the personal department.
Lastly, this Project gave an insight about all the intricacies involved in the management of the
company. This helped in clearing up many concepts related to Human Resource and its effect
on the working of the company

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

For any business to run one needs four Ms namely Man, Money, Machine and Material.
Managing other three resources other than men, are easy to handle. Men are very difficult to
handle because no two human beings are similar in all way. Human beings can think, feel and
give response. Handling humans is more important for any business because human being have
crucial potential that may be very profitable for the business. And these potential can be
developed to an unlimited extent if they are provided with proper environment. So the
function of managing men is as important as finance or marketing function in any business.
HRM is It refers to practices and policies framed for the management of human resources in an
organization, including Recruiting, screening, rewarding and appraising.
Human resources have at least two meanings depending on context. The original usage derives
from political economy and economics, where it was traditionally called labor, one of three factors
of production. The more common usage within corporations and businesses refers to the
individuals within the firm, and to the portion of the firm's organization that deals with hiring,
firing, training, and other personnel issues. This article addresses both definitions.
The objective of Human Resources is to maximize the return on investment from the
organization's human capital
THE SCOPE OF HRM is indeed very vast. All major activities in the working life of a
worker-from the time of his or her entry into the organization until he or she leaves- come
under the purview of HRM.
Specifically, the activities include are

HR Planning
Job analysis and design
Recruitment and selection

Orientation and placement

Training and development
Performance Appraisal and Job evaluation
Employee and executive remuneration
Employee Motivation
Employee Welfare

It is the responsibility of human resource managers to conduct these activities in an effective,

legal, fair, and consistent manner.
"Human resource management aims to improve the productive contribution of individuals while
simultaneously attempting to attain other societal and individual employee objectives."

HUMAN RESOURSE INSIGHT AT KFC L

Functions of HR Department

Recruitment & Selection: - Collection of Application, manpower planning, scrutinizes the

application, arrange the interviews, organize the campus interview.

Training & D ev el op men t : - Co-ordination training centers, s e n d t h e e m p l o y e e s

according to our house training.

Confirmation after probation.

Induction and Placement.

Promotion and Transfer.

Performance Appraisal.

Salary and wages Administration

Providing Statutory and non- statutory facility.

Leave Calculation.

Bonus Calculation.

Time keeping in which daily attendance report, absenteeism report, late coming
report, and extra works report.

Docket file maintains.

On line employee database.

Housekeeping.

Security arrangement.

Gardening Management.

Traveling bill Checking.

Voucher payment.

Hotel Booking.

Events Management.

INTRODUCTION TO JOB DESCRIPTION

Job descriptions are based on objective information obtained through job analysis, an
understanding of the competencies and skills required to accomplish needed tasks, and the
needs of the organization to produce work.
Job descriptions clearly identify and spell out the responsibilities of a specific job. Job
descriptions also include information about working conditions, tools, equipment used, knowledge
and skills needed, and relationships with other positions.
The best job descriptions are living, breathing documents that are updated as responsibilities
change. The best job descriptions do not limit employees, but rather, cause them to stretch
their experience, grow their skills, and develop their ability to contribute within their
organization.
Develop job descriptions to help you articulate the most important outcomes you need from an
employee performing a particular job. Develop job descriptions as a communication tool to tell
coworkers where their job leaves off and the job of another employee starts.
Steps to Develop Job Descriptions at KFCL.
The actual steps involved in Job Description process follows a well defined path:

Gather the appropriate people for the task. The manager at K F C L, to whom the
position will report, takes the lead to develop a job description, but other employees who
are performing similar jobs can contribute to the development of the job description.
Additionally, if the position is new and will relieve current employees of work load, they
should be part of the discussion.

Perform a job analysis. We need as much data as possible to develop a job

description. The job analysis may include:
The job responsibilities of current employees.
Internet research and sample job descriptions online or offline
highlighting similar jobs
An analysis of the work duties, tasks, and responsibilities that need to be
accomplished by the employee filling the position
Research and sharing with other companies that have similar jobs, and
Articulation of the most important outcomes or contributions needed from
the position.
Write the job description. KFCL had a format for job descriptions which can be
directly used as a reference to develop job descriptions.

These are the normal components of the job description:

o
o
o
o
o
o

Overall position description with general areas of responsibility listed,

Essential functions of the job described with a couple of examples of each,
Required knowledge, skills, and abilities,
Required education and experience,
A description of the physical demands, and
A description of the work environment.

Review the job description periodically to make sure it accurately reflects what the
employee is doing and companys expectations of results from the employee.

Use the job description as a basis for the employee development plan (PDP) An
employee's job description is integral in the development of his or her quarterly
employee development plan.

An effective job description establishes a base so that an employee can clearly understand
what they need to develop personally, and contribute within your organization.
Develop job descriptions to provide employees with a compass and clear direction.
At,KFCL managers are well trained and have relevant work experience , so they end up
designing best job description for the employees.

PURPOSE AND OBJECTIVE OF THE PROJECT

Developing job descriptions will help the organization articulate the most important outcomes. Job
descriptions can be used as a communication tool to tell coworkers where their job leaves off
and the job of another employee starts.
This project clearly gives an idea to an employee where their job fits within the overall
department and the overall company. Well-written job descriptions will help employees from
other departments, who must work with the person hired, understand the boundaries of the
person's responsibilities.
Finally, job descriptions are an integral piece of the performance development planning process.
The purpose is to find the brightest, most competent, flexible, reliable, multifaceted employees in
KFCL.
A job description, if not viewed as a straight jacket, helps the organization in successful recruiting
in several ways. A job description:

Causes the manager of the position and any other employees already performing the
job to agree on the responsibilities and scope of the position,
Helps Human Resources know the knowledge, skills, education, experience, and
capabilities company seek in new employee, so an effective recruiting plan
is formulated,
Informs candidates about the duties and responsibilities of the position for which they
are applying,

Informs employees who are assisting with the interview process about the questions to
ask candidates and what you seek in the new employee

The main objective of the project in Kanpur Fertilizer & Cement Limited is to define a clear
outline of roles and responsibility of the employees and understanding importance of Job
Description in identifying essential functions of the position.
Apart from this, it is an attempt to produce best structured document for the recruitment process
and selecting right candidate for the right position. These job descriptions will permit each job
holder to recognize the relationship between job activities and the common purpose of the
organization.

METHODO LOGY USED FOR DATA COLLECTION

METHODS OF COLLECTING DATA
A variety of methods are used to collect information about jobs. None of them, however, is
perfect. In actual practice, therefore, a combination of several methods is used for obtaining
job analysis data. These are discussed below.

Job performance
In this method the job analyst actually performs the job in question. The analyst, thus,
receives first hand experience of contextual factors on the job including physical hazards,
social demands, emotional pressures and mental requirements. This method is useful for jobs
that can be easily learned. It is not suitable for jobs that are hazardous (e.g., fire fighters) or
for jobs that require extensive training (e.g., doctors, pharmacists).

Personal observation
The analyst observes the employee(s) doing the job. The tasks performed, the pace at which
activities are done, the working conditions, etc., are observed during a complete work cycle.
During observation, certain precautions should be taken

The analyst must observe average employees during average conditions.

The analyst should observe without getting directly involved in the job.

the analyst must make note of the specific job needs and not the behaviors specific to
particular workers.
The analyst must make sure that he obtains a proper sample for generalization.

This method allows for a deep understanding of job duties. It is appropriate for manual, short
period job activities. On the negative side, the methods fail to take note of the mental aspects of
jobs.

Critical incidents
The critical incident technique (CIT) is a qualitative approach to job analysis used to obtain
specific, behaviorally focused descriptions of work or other activities. Here the job holders are
asked to describe several incidents based on their past experience. The incidents so
collected are analyzed and classified according to the job areas they describe. The job
requirements will become clear once the analyst draws the line between effective and
ineffective behaviors of workers on the job. For example, if a shoe salesman comments on the
size of a customers feet and the customer leaves the store in a huff, the behavior of the

salesman may be judged as ineffective in terms of the result it produced. The critical
incidents are recorded after the events have already taken place both routine and nonroutine. The process of collecting a fairly good number of incidents is a lengthy one. Since,
incidents of behavior can be quite dissimilar, the process of classifying data into usable job
descriptions can be difficult. The analysts overseeing the work must have analytical skills and
ability to translate the content of descriptions into meaningful statements.

Interview
The interview method consists of asking questions to both incumbents and supervisors in
either an individual or a group setting. The reason behind the use of this method is that job
holders are most familiar with the job and can supplement the information obtained through
observation. Workers know the specific duties of the job and supervisors are aware of the
jobs relationship to the rest of the organization.
Due diligence must be exercised while using the interview method. The interviewer must be
trained in proper interviewing techniques. It is advisable to use a standard format so as to
focus the interview to the purpose of analyst.
Although the interview method provides opportunities to elicit information sometimes not
available through other methods, it has limitations. First, it is time consuming and hence
costly. Second, the value of data is primarily dependent on the interviewers skills and may be
faulty if they put ambiguous questions to workers. Last, interviewees may be suspicious about
the motives and may distort the information they provide. If seen as an opportunity to improve
their positions such as to increase their wages, workers may exaggerate their job duties to add
greater weight age to their positions.

Questionnaire method
The questionnaire is a widely used method of analyzing jobs and work. Here the job holders
are given a properly designed questionnaire aimed at eliciting relevant job-related
information. After completion, the questionnaires are handed over to supervisors. The supervisors
can seek further clarifications on various items by talking to the job holders directly. After
everything is finalized, the data is given to the job analyst.
The success of the method depends on various factors. The structured questionnaire must
cover all job related tasks and behaviors. Each task or behavior should be described in terms of
features such as importance, difficulty, frequency, and relationship to overall performance. The
job holders should be asked to properly rate the various job factors and communicate the same
on paper. The ratings thus collected are then put to close examination with a view to find out
the actual job requirements.
Questionnaire method is highly economical as it covers a large number of job holders at a
time. The collected data can be quantified and processed through a computer. The
participants can complete the items leisurely. Designing questionnaires, however, is not an
easy task. Proper care must be taken to see that the respondents do not misinterpret the questions.
Further, it is difficult to motivate the participants to complete the questionnaires truthfully and to
return them.

METHODOLOGY USED FOR JOB DESCRIPTION

METHOD OF STUDY
To prepare the job descriptions of the employees, the best possible methodology for
data collection was interview method. I took interviews of around 45 positions in the
organization. I carried out an discussion with managers and executives to get the data
required in job description forms. Apart from that I received a lot of details about the
positional objective of the employees from senior HR manager and HR executive.
The interview conducted was one to one interview while keeping in mind the
confidentiality of the matter.

METHODS OF SECONDARY COLLECTING DATA

1.
2.
3.
4.
5.
6.
7.

Internet
Reference Books
Inputs from the seniors and colleagues
Job Description Form
College reference books
Articles on relevant topic
Online HR magazine subscriptions

LITERATURE REVIEW
Sahl, (1994. p.3) states 'well written job descriptions define the work of the organization
and its reasons for existence as an employer of human resources. More, they define and help quantify
the relative importance of work, what each position contributes to a process and the organization as a
whole.' This definition illustrates an important point regarding job descriptions, used in today's work
environment, by emphasizing that they describe not only what the job is about but how the job
contributes to the work of the organization.
A job description must be accurate but not a minutely detailed list of an employees tasks
and duties (DeLon, 1994). As Behn (1997, p. 60) states: 'it is impossible to list, in anything smaller
than an encyclopedia, the multitude of tasks that combine to produce the results desired from a
particular job.' Job descriptions are meant to be a guide only 'staff must not interpret them rigidly or
job descriptions become a barrier to success' (Degner, 1995, p. 17). Grant (1989) describes them as a
'map' that show direction. Job descriptions are not a description of how a job is to be done (Grant,
1989), a contract (DeLon, 1994) or set of rules, regulations or proper practices (Grant, 1989). They
describe the nature of the work to be done by stating the purpose and main responsibilities. They may
also include information on the type of person who is best suited to perform the job.

There are two main types of job descriptions, the generic or general and the specific or individual.
Generic job descriptions are written in broadly stated general terms without identifying specific
responsibilities, requirements, purpose and relationships. Some organizations use generic job
descriptions for the same level within an organization. For particular positions an additional duty
statement may be developed. Specific job descriptions provide information on all essential
responsibilities assigned to the person performing the job; they are usually quite detailed and
comprehensive. (How to write job descriptions the easy way, 1993)
The layout and format of the job description is very important as a clear format will aid in
understanding the document. Before deciding on a format, the organization firstly needs to consider
what the job description will be used for (Grant, 1989). Once a format is decided it needs to be
standardized across the organization (Osborne, 1992; DeLon, 1994). Present tense should be used
(Kramer, 1997) as the job description refers to what the person is doing, not what they have done.
Moravec and Tucker (1992) describe how British Petroleum replaced job descriptions with a matrix
reflecting skills and behaviours. This matrix focuses on skills and behaviors rather than individual
jobs. Each skill matrix describes steps in the career ladder, from the lowest to the highest, along the
vertical axis. The horizontal axis describes the skills and competencies that are required for each step.
Moravec and Tucker (1992, p. 43) argue that 'skill matrices differ significantly from job descriptions;
they specify roles and levels of performance rather than jobs in a box.' Through this system managers
know what to expect of their employees and employees know what the organization expects of them.
La Roory (1995) discusses a different approach to job descriptions by defining jobs in terms of a
'contribution matrix' (p.47). This matrix identifies team outputs and contributions made by each
member within a team. Agreed outputs are written along the vertical and team members' names along
the horizontal. Under each output the processes and contributions made by each team member are
listed. The output is then assigned to the person who has the overall responsibility. La Roory (1995)
argues that some of the advantages of this approach is that it focuses on the whole department rather
than the individual job, incorporates team involvement, can be used to show use of resources and is a
good vehicle to identify improvement opportunities.

A noticeable shift, outlined in the literature, is that job descriptions today focus on major responsibility
areas rather than duties. Duties represent the methods by which the responsibility areas are
accomplished. Responsibilities are like mini-jobs that must be done to get the total job successfully
completed. In a fast changing work environment, responsibility areas generally remain constant
whereas, duties change constantly with advances in technology and improvements to processes
(Segall, 1989). Focusing on duties make it difficult to keep a job description current and does not
represent the true nature of the job to be performed. When focusing on responsibilities it is important
that these relate to meeting organizational objectives (DeLapa, 1989).
'The duty statement is an anachronism left over from the days of rigid bureaucracies with pyramid
hierarchies. But in these days of multi skilled people working in self managing teams, the traditional
job description has all the value of a parachute that opens on the second bounce.' (Job descriptions?
Burn the bloody things, 1995)
In addition, job descriptions have moved from focusing on what a person is required to do (that is,
their duties) to focusing on the results or outputs the person is required to achieve. 'An employee can
perform duties endlessly without ever accomplishing anything of value. To be truly effective job
descriptions must specify what results are to be achieved.' (Plachy, 1991, p. 8) This perspective of
focusing on what the person is required to do imply looking at the job from an inside out approach.
However, when focusing on the end results it implies looking at the job from an outside-in approach.
(Job descriptions? Burn the bloody things, 1995). Focusing on end results helps employees understand
why the work is important. Knowing the results also allows employees to discover new ways to
accomplish results (Plachy and Plachy, 1993) thus encouraging initiative and creativity.
In the past, the Human Resource department wrote job descriptions with little or no input from the
employee actually doing the job. Today's job descriptions are usually written by the affected employee
and manager (Langdon, 1996) or by the team that the job is a part of. The Human Resource
department now provides a consulting role in the development of job descriptions and their job is to
show managers how to define jobs (Langdon, 1996). This approach provides a more accurate job
description as it is the employee and manager who have the best insight into the job and are aware of
the responsibilities and results expected. Employee involvement also creates ownership (Degner,
1995).

If job descriptions are to be used as a career development tool they need to be available for all staff
within an organization. Some organizations make them available on-line through their intranet. This
often was not the case in the past where job descriptions were only available to the person doing the
job, their manager and senior management.
Traditional job descriptions were often described in a way that implied complete independence from
other positions within the organization and were very individualistic in nature. When reading this type
of job descriptions it is unclear what role the job has in the organization or how it is related to other
positions and processes within the organization. This type of description encourages independent
rather than group action (Dunn, 1993). Job descriptions today need to reflect the interdependence of
processes and people within the organization. If the organization is based on teams and employees are
expected to work together to accomplish objectives and goals, this needs to be reflected in the job
description.

JOB DESCRIPTION
What Is A Job Description?
A job description is a statement of the duties, responsibilities and qualifications of a job based on
information obtained through a job inventory form (JIF) or other means. One purpose of a job
description is to identify a job so that it can be seen as clearly different from other jobs at Kanpur
fertilizer and cement limited ltd. Another purpose is to create a common understanding of the main
objective of the job and the essential functions of the job incumbent. A job description should be
accurate, concise and complete.
Job descriptions represent a snapshot, a verbal picture of the job at a moment in time because jobs
constantly change as technology, service needs and K F C L in general change. Therefore, the best
job descriptions do not try to contain everything that an individual within a position may possibly
do, but rather, they summarize the major responsibilities and end results that are central to the
position. Job descriptions, along with organization charts, are the foundation tools that document
the makeup of any organization.
The Content of Job Description
The job description normally contains the information on the following lines:

Job title

Organizational location of the job

Supervision given and received

Materials, tools, machinery and equipment worked with

Designation of the immediate superiors and subordinates

Salary levels: Pay, D.A., other allowances, bonus, incentive wage, method of payment, hours
of work, shift, break

Complete list of duties to be performed separated according to daily, weekly, monthly and
casual, estimates time to be spent n each duty

Definition of unusual terms

Conditions of work: Location, time, speed of work, accuracy, health hazards, accident hazards

Training and Development facilities

Promotional chances and channels

OBJECTIVES OF JOB DESCRIPTIONS

The objectives of job descriptions may be classified into two categories
(a) Administrative purposes and
(b) Self improvement
ADMINISTRATIVE PURPOSES
(i)

Promotion of the employees on the basis of their performance

(ii)

For Designing, Training, Development programme

(iii)

Job descriptions help in conducting personnel research

(iv)

Wages & Salaries may be fixed on the basis of their performance

SELF IMPROVEMENT
The person may improve himself as the job descriptions explains the roles and
responsibilities of the employees, which may be modified and improved as and when
required if they are known to the person concerned.
TYPES OF JOB DESCRIPTIONS

Different types of job descriptions for different positions are:

i)

Managerial Job Description

ii)

Supervisory Job Description

iii)

Clerical Job Description

iv)

Operators Job Description

For the above, job descriptions are done in two phases

1st phase INITIAL JOB DESCRIPTIONS Generally made during training period to make the
individual aware of the job content and the activities the individual has to perform.
2nd phase PROMOTIONAL PHASE It is made at the time of promotions to select the candidate for
training.

SCALE OF OBJECTIVE MEASURES OF JOB DESCRIPTIONS

The below mentioned indicates a objective set of variables, which can be used to generate data for the
implementation of job description practices.
1. Regular duties of the employees
-

daily

weekly

monthly

fort nightly

2. Responsibilities
-

major responsibilities

minor responsibilities

3. Supervision
-

given

taken

4. Qualifications
-

required for the position

5. Hierarchy level
-

the supervisory position to which the position has to report

SYSTEM COMPONENTS
In the current context, the job description components are the following:
1) Tasks & Targets
2) Assessment
3) Regular duties
4) Potential review
5) Training, career planning etc.
TASKS & TARGETS
Tasks & Targets helps the individual plan and move in a director in a concerted manner. Initially, it
does take time and effort to put them in place and the job analyst and the job incumbent have to set
apart time to discus them, review them and measure the outcome.
ASSESSMENT
Assessment of an employees performance is the area where considerable response is to be given.
Assessment is done by the job analyst.
Present day modifications have tried to case the pressure on the analysts judgment by moving
towards open participative system and etc. job analysts in the art of writing job descriptions
and cutting down the excessive reliance on job descriptions as the sole data base for future
promotions, performance checks and recognition are still based on the employees roles and
responsibilities.
REGULAR DUTIES
Regular duties include all the activities performed by the employees as duties assigned by their
superiors. These include the major responsibilities that are to be fulfilled by the employees as and
when required and etc.
POTENTIAL REVIEW

Identify the companys future needs

Evaluate probable growth of current employees
Consider known career goals of employees and extent of dedication to them

Consider and accommodate career goals

Assign duties
Review annually
Judge employees potential

TRAINING AND CAREER PLANNING

Training is seen as one of the component of individuals growth and development.
It is therefore specific to fulfill some felt need in the context of organizations job role demands, both
short term and long term.
Much of the individuals development needs has to be focused by the individual himself using
organizations data and input from his supervisor. He has to think about his career interests, prepare
and then position himself for the likely opportunity. The job descriptions help the individual in
clarifying the job activities and in assessing himself.

ETHICS OF JOB DECRIPTIONS

Study on the basis of sufficient and relevant information
1) Make an honest description
2) Consistency of written and oral descriptions
3) Convey description data to third party only if you have given it to rate
4) Open description to employee input
5) Give job description information only to those who have a good reason to it.

TRADITIONAL AND PRESENT JOB DESCRIPTIONS

Traditional job descriptions

Job descriptions today

Focus on what a person is required to do

- that
is, a list of duties
Looks at the job from an inside-out
approach
Written by the human resource
department
Statement included - 'and any other
duties assigned by the supervisor'
Access to job descriptions by
affected employee and
management

Focus on major responsibility areas, results

and
outputs the person is expected to achieve
Looks at the job from an outside-in
approach
Written by affected employee and manager
in
consultation with the human resource
The job description is seen as a profile that
describes major responsibilities
rather than covering everything an
employee does
Job descriptions for all positions are
available for
any staff member to see and are used as
a career development tool

WHERE IT IS HELP FULL IN AN ORGANIZATION?

1. Recruitment:
Job announcements based on written descriptions that clearly outline functions and
requirements give potential candidates a reasonable basis for deciding whether or not
to apply, and they tend to attract a more suitable pool.
2. Selection and Hiring:
In identifying the abilities and knowledge needed to perform a job, the job description
helps supervisors and others who hire to focus on job-relevant criteria when choosing
from the applicants.
3. Wage and Salary Administration:

Setting a pay rate in relation to other jobs within the company and similar jobs in other
companies requires more of a basis for comparison than job title alone. The job
description provides it.
4. Orientation:
Guided by a job description, supervisors can better anticipate what employees new to the
company or the job need to know and help them minimize adjustment time. Employees
can learn about their responsibilities both directly from a written description and by asking
questions when reading the description.
5. Performance Appraisal and Employee Development :.
The statement of duties in a job description is the foundation for evaluating employees
with respect to actual performance dimensions rather than personal attributes or
traits. It puts the discussion o f an employees c a p a b i l i t i e s , t a l e n t s , strengths,
deficiencies, and advancement aspirations into the context of the current job and other
opportunities within the company. Job descriptions may also be used to inform
employees of typical promotional sequence s and requirements.
6. Workers' Compensation Claim Management:
Before recommending that an injured employee return to work, a treating physician needs
to know about the normal demands of the employee's job. In addition, if provided with
writtn job descriptions, physicians w ho treat employees under workers' compensation
insurance may be able to detect links between injuries and job
functions that could be redesigned.
LIMITATIONS TO JOB DESCRIPTIONS
1) STRATEGIC LENIANCY: The analyst in order to appease his incumbent gives a higher rating
than is deserved. The higher rating involves a quid pro quo.
2) CENTRAL TENDENCY: The deviation results the analyst right to the middle of the scale
which leads to nowhere and the incumbent gets little or no feedback.
3) HALO EFFECT: The characteristic feature of this deviation is that one particular characteristic
feature of the subordinate tends to over shadow all others, either positively or negatively.
4) CONTRAST EFFECT: In a situation of large span of control, the contrast effect an come into
play. In an average group, a person must marginally above average may show up to be better than

he/ she really is and get with grading, which is not justified. By contrast a persons performance
looks better than it is really is.
5) RECENCY EFFECT: In this situation a recent duty or act, positive or negative, may have a
significant impact on the analyst and over shadow the earlier performance of the incumbent.
6) STEREO TYPES: Many of us have certain views on people, places & things and some times
their preconditioned notions effects ones judgments.
7) PERSONAL BIAS: Personal bias can be attributed to behavior patterns and individual reaction
to them. They could be both positive and negative and consequently influence analysts ratings.
8) KNOWLEDGE OF PREDICTOR BIAS: If the analyst has information regarding the
incumbents role and responsibilities, then it is possible that those could influence him.
Adequate knowledge of techniques of HR practices along with other skills is necessary to the
entrepreneurs to put the details to the best possible use.

STEPS INVO LVED IN JOB DESCR IPTION PROCESS

STEP - 1
The very first step involves outlining the specific duties and responsibilities that are
incidental to employees belonging to a particular position. It needs to be kept in mind, exactly
what the position requires.
STEP - 2
Description of the attributes an employee will need in order to fulfill the position responsibilities.
Consider what specific skills, qualifications and abilities are needed to fill the position.
STEP - 3

Assigning a job title and taking note of supervisor, if any. List any educational degrees,
physical prerequisites, or certifications that may be needed
STEP - 4
Compilation and review of the descriptions. In order to ensure all of the essential elements
title, department, duties/responsibilities and qualifications are present in the Job Description.
STEP - 5
Send the Job Description to another person in ones company- preferably a supervisor in the
respective department for editing.
STEP - 6
The final step is to compile all the Job Descriptions on the basis of departments.

KEY OBSERVATIONS & LEARNING AT KFC L

One of the major things observed at KFCL was that every activity that is carried out
Here is very process oriented. Every employee of the organization no matter at what position he
is follows the rules and regulations and works within the framework of the organization. The
idea of corporate governance is followed, implemented and respected at KFCL.

PROFESSIONAL FRONT:
The job description procedure at KFCL took place in a very systematic and highly
organized manner. One of the important observation and examined the formal methods that
were used at KFCL for assessment while recruiting and KFCL acting the candidates who

attended the interviews. The formal methods used by the recruiters were, structured
interviews, and stress interviews, which mainly intended to identify whether the potential
candidate could work under pressure. This helped me to understand the nuances of choosing the
right candidate amongst a pool of applicants. Also one more important observation was the
unique organizational strategy that KFCL followed as an employer and the most effective mode
of attracting applicants amongst the different methodologies used at KFCL for recruitment.

This project helped me to hone my skills as a future HR manager. They are:

1. High enthusiasm
2. People orientation
3. Speed of finishing the targets on/before time
4. Process adherence
5. Time management
6. Improved communication skills
7. Better listening skills
8. Better leadership qualities
9. Thinking strategically
10. Ability to adapt to the ever so changing environments in the corporate world.
11. High degree of taking initiative
12. Working in a team
13. Commitment towards work
14. Discipline
15. Better understanding of the subject

ANALYSIS
THE JD WILL SERVE THE ORGANIZATION WITH THE FOLLOWING:1. A hiring document
2. A tool for measuring and managing performance
3. A basis for both disciplinary action and celebration of accomplishments
4. A basic organizational system to make sure that employees and managers are on the
same page with regard to expectations, and
5. An important part of ones companys legal defense if a former employee files a
discrimination or wrongful termination claim.
It has been noticed in the study that employees in the organization understands the
importance of job description in the development of them and the organization. The employees
know their roles and responsibilities in the company.

The importance of the Study lies in the benefits of the organization as it wills the basis of ones
search for a new hire. The job description can be modified and used to set future benchmark for
the employees.
The second important aspect of t he study is that, it will be very helpful in the major HR
practices in the organization introduced as a part of change management process. This clearly
defined roles and responsibilities are the initial steps for Goal setting, of the employees.
There are also negative aspects of the Job Description data which is as follows:
1. Job descriptions become outdated so one should write them in a fast-paced, changing,
customer-driven work environment.
2. Make certain job descriptions have enough flexibility so individuals can "work outside
of the box."
3. Poorly-written job descriptions can serve as evidence of wrong-doing or wrong-telling
in a wrongful termination lawsuit.
4. For effectiveness, one must regularly look at and use job descriptions as part of ones
day- to-day work.
5. Job descriptions that sit unused in a drawer, or worse, filed in the HR office, are a waste
of time; they must be integral in ones hiring process.

RECOMMENDATION

No matter who writes the first version of a job description, it is always a good idea to
have it reviewed by others who are familiar with the job, including not only but especially a
current or recent job incumbent.
As a part of study I recommend that after making appropriate revisions, management
take a few moments to review the description with the employee, answer questions about it,
discuss the need for any further changes, ask him or her to indicate understanding the

description by signing it, provide a copy to that employee, refer back to it whenever
evaluating the worker's performance, and check it each year or two for continued accuracy.
KFCL is operating in large scale in various region of the country. Hence it is important to
define Responsibility for each employee to measure their productivity. This j o b
description manual should be used as a primary source to define Responsibility for the
employees.
KFCL needs coordination among the employees which can be achieved in a flat organization
structure. Hence hierarchy should be removed and should be converted in a flat structure.
HR is no more expense for the organization. It is becoming valuable investment for the
company and acting as a strategic partner. Hence HR should be involved in taking strategic
decisions to meet Mission and Vision of the organization. This can also be achieved b y
converting traditional way of working to modern automation using latest technological
Support.

LIMITATIONS OF THE STUDY

1. The evaluation has been made with reference to predictions only at the time of appraisal.
2. Most of the information provided in the project report is collected from the officials of the
organization.
3.

The conclusions are drawn after conducting an opinion survey for a random of employees
working in the organization.

4.

Lack of sufficient time to exhaust the detail study of the above topic became a
hindering factor in my research.

CONCLUSION
It can be concluded from the study that employees in the organization understands the
importance of job description in the development of themselves and over all development of the
organization. The employees know their roles and responsibilities in the company.
The importance of the Study lies in the benefits of the organization as it wills the basis of ones
search for a new hire. The job description can be modified and used to set future benchmark for
the employees.
Job Description plays a very vital role in achieving commanding heights of
performance. Revised and updated job description manual will lead the management towards
fulfillment of the goal. Hence during the raining period the roles and responsibilities of the
position is defined in very systematic manner and objective of the study fulfilled.

OPERATIONAL DEFINATION OF CONCEPT

JOB: A group of positions similar in their significant duties such as technical support,
merchandisers
JOB DESCRIPTION: It is a written statement of what a job holder does, how is it done,
under what conditions it is done and why it is done
JOB SPECIFICATION: A profile of the human characteristics (knowledge, skills &
abilities) needed by a person doing a job

ORGANIZATIONAL CHART: It is a graphic portrayal of the various positions in the

enterprise and the formal relationship among them. It provides a birds eye view of the
relationship between different department or division of an enterprise as well as the
relationship between people at various levels. It is a blue print of the companys organization
structure.
JOB DESCRIPTION TEMPLATE: It assists human resource professionals in
documenting the descriptions and requirements for each job held employees of their
companies.
INTERPERSONAL SKILLS: Defines the 'softer' skills and talents which make for a
well-rounded and efficient employee, as well as effective worker, regardless of the position.
These may include:
Leadership Skills
Communication Skill
Skill for effective planning and execution
KEY ROLE INTERACTIONS: Defines the people and/or departments which the position
will be required to relate with in the course of the job. Though not necessarily an exhaustive list
certainly will provide both interviewer and applicant a basis of understanding when discussing
past positions and potential responsibilities.
WORK CONTACTS: It is a collation of the various individuals belonging to the various
departments/agencies both internal and external that any particular position holder interacts
with while working.

TASK: A task is an action or a related group of action designed to produce a definite outcome or
result.
POSITION: A position is a group of similar tasks and responsibilities assigned to one individual.
The term is used in this narrow technical sense to facilitate more precise discussion of the job
analysis technique.
OCCUPATION: An occupation is a group of jobs that are similar as to kind of work and are found
through out an industry or the entire country. An occupation is a category of work found in many
firms.

EMPLOYEE SPECIFICATION: It is a statement of minimum required employee qualifications,

viz., physical, educational, work etc., which represent the possession of minimum acceptable human
qualities by the prospective employee necessary to perform a job.
JOB CLASSIFICATION: Grouping of jobs on some specified basis such as kind of work or pay is
called as job classification.

BIBLIOGRAPHY
Books
Human resource management by V S P Rao
Compensation management in knowledge based world by Henderson
Performance Management by Michael Armstrong
Human resource management and industrial relations By P. Subbarao
Personnel management By C.b. Memoria
Managing human resources by Arun monappa

Manuals
HR Policy Manual Kanpur Fertilizer & Cement Ltd
Web Sites
www.hrmguide.com
www.Google.com

ANNEXURE-1
QUESTIONNAIRE
1.

What made you to join in this company?

2.

Have you undergone any training regarding your job in this company?

Yes [ ]
3.

No [ ]

If yes, mention the details.

4.

Are you aware of your job content?

Yes [ ]
5.

No [ ]

If yes mention the contents of your job?

6.

What are your expectations from your job?

7.

re you aware of your job description being studied?

Yes [ ]
8.

No [ ]

According to you what are the factors to be considered while studying your job description?

9.

What are the basic activities you are asked to perform?

10. Your job should be studied for every?

(a) Quarterly

(b) Half yearly

(c) Annually
11. How frequently do you receive feedback from your superiors regarding your performance?
(a) Frequently

(b) Occasionally

(c) Rarely

(d) Never

12. How often do you supervise your subordinates?

(a) Frequently

(b) Occasionally

(c) Rarely

(d) Never

13. Do you think that job descriptions are necessary for each and every employee?
Yes [ ]
14. If yes specify the reasons.

No [ ]

15. Is the pay appropriate?

Yes [ ]

No [ ]

16. Is the work environment convenient?

Yes [ ]

No [ ]

17. Do you have any suggestions to make?

(Signature of Respondent)

ANNEXURE-II

JOB DESCRIPTION QUESTIONNAIRE

Name:
Date:
Designation:
Reports to:

Reporting senior designation:

The following information will be used to develop a job description for your position. Please complete
the form giving as much details as possible.
1. Summarize your major responsibilities:

2. Why does your job exist?

3. List those tasks for which you are solely responsible.

4. List those tasks for which you have financial responsibility.

5. List the types of independent decisions you make.

6. What machines, computers (software) or equipment do you operate?

7. How often do you accomplish the following?

Constantly/ frequently/ sometimes/ seldom
1. supervision
2. training
3. decision making
4. delegation
8. If you supervise others, please list their positions.

...
9. What education, skills and experience are required to perform the responsibilities of your position?

10. Any other comments

(Signature of the employee)

ANNEXURE- III
JOB DESRIPTION FORM USED IN KFCL

Kanpur Fertilizer& Cement Ltd, Kanpur (UP)

JOB DESCRIPTION

Incumbent : Mr/Mrs/Ms

Department:

This position reports to:

Subordinates Position :

1. Basic Description of Position

Summarize the main purpose or function of position.

2. Essential Roles and Responsibilities

Describe the position in detail, identifying the most important roles and responsibilities.

3. Education, Experience & Other Training

1. Describe the level and type of education required and/or preferred to be considered for this position.

2. Describe the level of experience required and/or preferred to perform the job. Include years and nature/type (ie.
industry-specific exp)

3. Describe other training that is required or preferred to perform the job, including any certifications or licensures.

4. Other requirements/abilities

4. Additional Data & Information

List any supplementary information which would lend a greater understanding of this position.

5. Competencies
List competencies for this position.

SAMPLE JD OF HR MANAGER

Kanpur Fertilizer & Cement ltd Kanpur.

JOB DESCRIPTION: Manager (HR)

Incumbent : Mr. -----------------------

Department:

HR

This position reports to: VP / GM

Subordinates Position : HR Executive

1. Basic Description of Position

Summarize the main purpose or function of position.

Plan, develop and implement strategy for HR management and development (including IR , recruitment and
selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and
development, succession planning, moral and motivation, culture and
attitude development, performance appraisal and quality management issues)
2. Essential Roles and Responsibilities
Describe the position in detail, identifying the most important roles and responsibilities.

1.
2.
3.
4.
5.
6.
7.

Statutory Compliance Management, returns, renewal work

Welfare activities
Grievance Handling
All concern with Factory, GLO, ACL, Electrical Inspector
Heading HR, ADMN, P e r s o n n e l , Security Dept
All development in HR department
Implementation of strategy for HR

3. Education, Experience & Other Training

1. Describe the level and type of education required and/or preferred to be considered for this position.

Bachelors degree in human resource management or closely related field or MBA/MSW/MHRM/PGHR from the reputed institute

2. Describe the level of experience required and/or preferred to perform the job. Include years and nature/type
(ie. industry-specific exp)

Minimum of 15 years human resources experience and relevant experience in Industrial Relations.
3. Describe other training that is required or preferred to perform the job, including any certifications or
licensures.

4. Other requirements/abilities

Excellence in a client management model: mobilizing the best people and integrating the
tools and processes required to meet the needs of the business
Strategic planning, complex problem resolution and general management expertise.
Outstanding communication and presentation skills.

4. Additional Data & Information

List any supplementary information which would lend a greater understanding of this position.

Preferable to have experience in two or more of the following areas: human resources management,
organizational development/change management, process improvement (Six Sigma preferred),
compensation, staffing.
5. Competencies
List competencies for this position.

High level of interpersonal skills and integrity

Solid team player
Ability to influence senior management, establish and maintain collaborative partnerships and provide
thought leadership.

SAMPLE JD OF EXECUTIVE (HR)

Kanpur Fertilizer & Cement ltd Kanpur.

JOB DESCRIPTION: Executive (HR)

Incumbent : Mr. --------------------

Department:

HR & Admin (Personnel)

This position reports to: HR MANAGER

Subordinates Position :

1. Basic Description of Position

Summarize the main purpose or function of position.

Performs day-to-day activities to meet departmental/project objectives. Supports line managers in

all division in competent application of the organizational HR/Personnel Processes.
2. Essential Roles and Responsibilities
Describe the position in detail, identifying the most important roles and responsibilities.

1.
2.
3.
4.
5.
6.
7.

8.

Attendance, time Keeping, salary, payment register, system , maintain challan & piece rate notice
Administration- cleaning, tea, security , House keeping
Maintaining records of personnel, HR & Admin
Maintaining individual record of staff & workers
Records maintain related to factory Act( yearly return, half yearly stability, hoist, first- aid, hire &
compressor timely inspected, every years renew license for No. 2 & 3 and also maintain 21,29, &
take services by employer
PF- Monthly salary wise challan, forms No. 7,5,10 form No.2 timely maintained Yearly 6A &
3A, Also maintain form no.7
ESI - Monthly challan as per pay roll, take care of form no.16,68,72, change of local offices &
dispensary, form no. 6 also maintain half yearly and yearly returns timely
Govt.- Labor Officer- Maintain yearly , half yearly return, like bonus return, form no.5 as per gratuity
act, maternity act register, overtime cum advance register

3. Education, Experience & Other Training

1. Describe the level and type of education required and/or preferred to be considered for this position.

Any Graduate with Diploma in law /Diploma in HR/DHRM

2. Describe the level of experience required and/or preferred to perform the job. Include years and nature/type
(ie. industry-specific exp)

3-5 yrs exp in personnel department or Admin department

3. Describe other training that is required or preferred to perform the job, including any certifications
or
licensures.

SAP
Training related to latest software required for Pay Rolling , Attendance Recording etc.
Microsoft Word/Excel

4. Other requirements/abilities
JIT Approach
Learning Attitude

4. Additional Data & Information

List any supplementary information which would lend a greater understanding of this position.

This position is directly involved with Employees salary and wages. So incumbent required to update
himself/herself regarding developments in Industrial Acts
Familiarity with Government Rules and Regulations would be beneficial for the position.
5. Competencies
List competencies for this position.

Good Communication Skills

Excellent negotiation Skill
Interpersonal skills
Cross functional Perspective