Q1 What is the role of job analysis in recruitment and selection process of Nestle?

Q2 What differences exist in preparation of job analysis at different hierarchical levels of Nestle? Q3.What problems are faced in preparation and implementation of job analysis for middle and top level managers at Nestle? Q4 How is job analysis for middle and top level jobs conducted and implemented at Nestle? Q4 For what levels of jobs, do you conduct job analysis frequently? Can you give an example of any new job that has been created recently at middle or top level? When was it created and why? What steps you adopted to analyze it? Q5 Who are the job agents responsible for conducting job analysis at Nestle? Q6 Briefly tell about the major dimensions of job analysis for middle and top managers. Please describe dimensions in terms of work activities, tasks and responsibilities, KSAs required for major tasks, tools and equipment, and work context. Q7 What are the major internal and external sources used at Nestle for the job analysis of middle and top level jobs? Q8 What benefits are reaped from job analysis being conducted by job incumbents, analysts and supervisors?

1. Which job analysis method do you use? Work oriented or worker oriented? 2. Which of the following methods are used to conduct job analysis? Please state any other which are not mentioned below: a. b. c. d. Job Analysis Interviews Job Analysis Questionnaires Subject Matter Expert or Job Expert Critical Incident Technique

3. Which method of job analysis do you use when the job is mainly physical in nature? (e.g. labor) 4. Which method of job analysis do you use when the job is mainly cognitive in nature? (e.g. manager)

5. How do you plan the job analysis? Please tell the most important steps which are the part of job analysis planning.

6. Do you make use of any specific type of questionnaires in your analysis such as Position Analysis Questionnaire (PAQ) or Task Analysis Inventory? 7. Do you apply statistical tests to your job analysis data? If yes, which statistical tests are used and how are they helpful? 8. What criteria do you use to select a job analysis method? (e.g. occupational versatility, standardization) 9. What do you think is the future of job analysis? Do you expect any impact on job analysis method due to changes expected to occur in future? 10. How do you conduct job analysis of the jobs that do not exist currently? 11. How or through which method(s) employee specifications of employees is determined from the job analysis?

12. If task analysis approach is used, briefly describe the entire process?

13. How important job tasks are identified and rated?

14. How critical tasks are identified?

15. What is the criteria of employees, supervisors to be selected as subject matter experts (who are going to identify and rate the job tasks)?

16. Are the job analysts given training?

17. How KSAs are rated?

18. How job tasks are linked with KSAs?

19. What is the criteria (like the general aptitude tests, GAT) to determine the aptitude required for the performance of job? 20. What are you educational requirements in regard to the hiring of middle level managers Operatives Line managers Top level managers 21. What method do you use most frequently for both the recruitment and selection of the top level employees? 22. What are the reasons behind choosing this method? 23. Is this the same method that you had five years ago? If yes then y and if no than why not. 24. In regard to operatives, do you prefer any vocational skills? If yes then what are they? 25. Do you have any contracts, formal or informal, with any vocational school in this regard? 26. What are the major focus areas in the education background that you analyze for the employees? 27. Do you pay attention to the educational institution and the CGPA of the employee as well? 28. What kind of personal factors do you consider while hiring middle and top level managers? 29. In regard to the work experience, what sort of experience do you require for the middle and the top managers from Industry Job specific Company specific 30. Which kind of experience is given more weightage for which kind of jobs and for jobs of which level. 31. What kind of tests do you conduct for managers at the middle and the top level? Personality IQ Cognitive Any other ( please specify) 32. What are the reasons behind adopting these tests? 33. When was the last time these tests were analyzed

34. What are the procedures used for the compilation and analysis of data which is collected through these sources 35. How do you measure the content validity and criterion validity and the reliability of these tools 36. What are the standards or the benchmarks that you have established to act as a comparison for these tests? 37. How many types of appraisal forms do you have? Do you have a different form for each level or for each department? 38. When was the most recent update in these appraisal forms 39. what were the reasons? 40. What are the issues that are faced with these appraisal forms?

41. How do you create the pool of applicants for you jobs? Which sources have been most suitable? What is the most preferable source over the past five years? 42. Has this trend changed? Why?