CHAPTER-1

1

INTRODUCTION

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1.1 . INTRODUCTION

The project deals with the study on “JOB DESCRIPTION AT ETA STAR PROPERTY

DEVELOPERS LIMITED”, CHENNAI. The study takes deals with identifying the correct and

the best candidates from among all the applicants.

The job descriptions may not serve their actual purpose if they are not well formed,

organized and up-to-date. The other purposes of job descriptions are they help in evaluating the

performance of the employee, making the employees commit themselves to the assigned duties

and improve their skills.

The roles and responsibilities are key determinant factor in estimating the level of

experience, education, skill, etc required for the job. It also helps in benchmarking the

performance standards. Typically, it also includes to whom the position reports, specifications

such as the qualifications needed by the person in the job, salary range for the position, etc.

These job descriptions catch the main attention from the applicants of the job, since its

throws out the insights on the internal working conditions of the employee. There are two main

types of job descriptions, the generic or general and the specific or individual. In this study

specific job description method is used.

For this purpose of study, the different kind of research is used. Descriptive research is

used here.

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1.1 Objective

1.1.1 Primary Objective

To analyse the jobs in the HR and MARKETING department of ETA star property

builders.

1.1.2 Secondary Objective

To study the duties and responsibilities of the jobs in the HR department.

To study the duties and responsibilities of executives in marketing department.

To frame the requirements for the above jobs.

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1.2 Scope and Significance of the Study

1.2.1 Scope

This is useful in terms of describing how the job fits into the College as a whole and/or

the department; how the job fits into processes. The HR sample does this by indicating that the

department is organized into operating and research sections and describing how the particular

job fits into that organizational structure. Or it could be as simple as indicating that this is one of

only two accountants for the College with this position handling all of the grant related activities.

1.2.2 Significance

Job descriptions aid in the hiring process by defining the specific criteria needed to

effectively fill a position. Not only do they assure the proper criteria are being considered, but

they aid in keeping all interviews as objective as possible.

They provide the necessary criteria on which to structure the interview itself and assure all

applicants of being evaluated fairly and equally. They may also provide legal protection to the

property and interviewer alike by defining the specific skills required by an applicant to qualify

for the job. It is the responsibility of the general manager and sales director to develop job

descriptions for every position in the sales office.

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1.3 Company Profile

1.3.1 ETA Star Property Developers Limited

ETA Star Property is developing over 30 millions of square feet premium property in

countries across the Middle East and South-East Asia, including UAE, India, Sri Lanka, Pakistan

and Turkey. That translates into thousands of beautiful homes and living communities, as well

as, world-class business and commercial beautiful homes into living communities, as well as,

world-class business and commercial developments across the globe-all superb investment

opportunities, which are fast reshaping the urban skyline.

All ETA star Property projects have unique design features, high quality finish, world-

class amenities and the backing of the multi-billion dollar ETA ASCON Group. A rare promise

to keep in today’s swarming real estate market, every ETA Star Property is on schedule and

construction is progressing at an aggressive pace. Forever in pursuit of better customer service,

ETA Star Property introduces revolutionary and innovative investment opportunities for their

customers with unique partnerships with leading financial institutions across the world.

With the robust backing of the ETA ASCON and Star group, ETA Star Property has the

advantage to source all areas of expertise in-house, from conceptualizing, designing to

construction and property management. Each division boasts of seasoned professionals and

apart from an experienced team of in-house architects, ETA Star Property also works with

renowned architects and building specialists bringing the best of technology to developing

properties.

ETA Star Property group is the joint venture of the Al-Guairá’s and Amana investment

limited, Hong Kong has been an active participant in construction of the city-the ETA Star

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Property group is a giant institution that spells trust to millions of customers, in numerous

countries in all the corners of the world. The ETA Star group over 35,000 employees in offices

spread 28 countries and has diversified interests.

ETA Star Group is a multi-specialty investment company headquartered in Dubai, United

Arab Emirates. It is a joint-venture between Al Ghurair and Tamil Muslim entrepreneurs B.S.

Abdur Rahman and Syed M. Salahuddin and Syed Ahmed Hussain.

1.3.2 Work conditions-policy, rules and regulations

ETA group of companies would like to create a work system that fosters professionalism,

transparency, clarity, productivity, self-discipline and respect for individuals we trust the

employees to follow these guidelines in the best interests of the company.

1.3.2.1Vision

“Quality is our single-minded pursuit in the application of new technologies. In our wide

ranging diversity, we innovate continuously as we strive to provide complete satisfaction to our

customers and shareholders.”

1.3.2.2 Mission

Our mission is to help our clients create new efficiencies by levering the power of

information technology to increase revenues, reduce costs, outflank competitors and dramatically

improve customer, supplier and employee interactions.

1.3.2.3 Values

We are committed to observe ETA group of companies value of respect. Teamwork,

innovation, customer service and getting results in every aspect of business that we undertake.

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We are the ambassadors of the company to all our customers and we expect our employees, not

just to comply with the law, but also to conduct themselves in the manner that upholds our

reputations and high standards.

1.3.2.4 Quality

ETA group of companies has set the prime objective, as achieving customer satisfaction,

through establishing and implementing quality control processes in operations to achieve goals in

quality, cost, delivery and quality and morale. The items in quality include totally eliminating

defects, failures complaints and enhancing customers and employee skills satisfaction.

The items regarding cost include improving productivity, price strategies and general finances like sales revenue and market share. Delivery includes the job completion on time. Morale includes satisfaction of stakeholders and employee skills and training.

1.3.3 ETA Star Group In India

ETA Star Property Developers (LTD)

ETA Star Properties & Investment Private Limited

ETA Star Tech City Private Limited (LTD)

ETA Techno park Private Limited (LTD)

1.3.4 Technology

ETA Star group actively implements new technologies for brand building and business

expansion. ETA Star group's official website is informative and gives detailed information on the

group. Star Auto is automobile selling portal of ETA Star Group. The Internet Marketing plan of

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Star Auto was implemented by CGS InfoTech Ltd Star Auto provides online information,

photographs and rates of used and second-hand cars in Dubai.

1.3.5 Company performance

Established in 1973, the company employs more than 51,000 people in 23 countries and

has an annual sale of more than US$4 billion. The ETA Star Group organization encompasses

140 entities and associate offices, with involvement in a number of industries including

automobiles, building maintenance, consumer electronics, construction, contracting, engineering,

information technology, shipping and transportation.

1.3.6 Services

At ETA Star Property, we aim to provide our clients with a host of value-added property

services; from introducing investor-friendly finance solutions to personalized after-sales services.

Our trained customer service personnel are dedicated to make your property purchase a pleasant

and memorable experience. We strive to exceed your expectations through our commitment to

quality, constant innovation and adherence to the highest service standards.

1.3.7 ETA Techno Park

ETA Star Properties, Chennai will soon deliver the Block 4 of Techno park to HCL this

November in Chennai. The construction of the towers is in full swing. The project is envisages

into two phases, Phase 1 and Phase 2. Phase one comprises of two building blocks – 1 & 4.Block

one is handed over to HCL and block 4 is getting ready for delivery in November.

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The technical support for the project is being provided by ESKAY Designs, a group with

local presence and global standards. ESKAY has been responsible for changing the Chennai

skyline for its clients from IT industry. The project is located in the IT corridor with the six lane

express highway being constructed as a part of the existing infrastructure, commuting would

provide a very easy access.

Mr.Ahmed Shakir, Director stated “Techno Park would be on par with the international

standards using state of art technology and would be a landmark amongst IT structures in the city

of Chennai. State of art services which are being offered comprise of a Totally Integrated

Building Management System, Energy Efficient Chillers, Complete Recovery of Grey Water,

etc.”

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1.4 Literature review

1.4.1 Job Analysis

Job Analysis refers to various methodologies for analyzing the requirements of a job.

Job analysis is the process of describing and recording aspects of jobs and specifying the skills

and other requirements necessary to perform the job.

Job analysis is a systematic approach to defining the job role, description,

requirements, responsibilities, evaluation, etc. It helps in finding out required level of education,

skills, knowledge, training, etc for the job position. It also depicts the job worth i.e. measurable

effectiveness of the job and contribution of job to the organization. Thus, it effectively

contributes to setting up the compensation package for the job position.

1.4.1.1 Purpose

The main purpose of conducting job analysis is to prepare job description and job

specification which in turn helps to hire the right quality of workforce into the organization. It

helps to understand the qualities needed by employees, defined through behavioral descriptors, to

provide optimum work performance.

1.4.1.2 Importance of Job Analysis

Job analysis helps in analyzing the resources and establishing the strategies to accomplish

the business goals and strategic objectives. It forms the basis for demand-supply analysis,

recruitments, compensation management, and training need assessment and performance

appraisal.

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The job analysis may include these activities:

reviewing the job responsibilities of current employees,

doing Internet research and viewing sample job descriptions online or offline highlighting

similar jobs,

analyzing the work duties, tasks, and responsibilities that need to be accomplished by the

employee filling the position,

researching and sharing with other companies that have similar jobs, and

Articulation of the most important outcomes or contributions needed from the position.

1.4.1.3 Methods

There are several ways to conduct a job analysis, including: interviews with incumbents

and supervisors, questionnaires (structured, open-ended, or both), observation, critical incident

investigations, and gathering background information such as duty statements or classification

specifications. In job analysis conducted by HR professionals, it is common to use more than one

of these methods.

1.4.1.4 Components of Job Analysis

Job analysis is a systematic procedure to analyze the requirements for the job role and job

profile. Job analysis can be further categorized into following sub components.

1.4.2 Job Description

Job description refers the requirements an organization looks for a particular job position.

It states the key skill requirements, the level of experience needed, level of education required,

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etc. It also describes the roles and responsibilities attached with the job position. The roles and

responsibilities are key determinant factor in estimating the level of experience, education, skill,

etc required for the job. It also helps in benchmarking the performance standards.

1.4.3 Job Specification

When there is an opening for a particular job position, there will be many applicants

competing with each other for applying for the position.  Then there has to be certain kind of

selection criterion to judge people on the criterion and select the apt person for the position who

can perform preferably well than others.  That is where the Job Specifications help the employer

choose the best employee among the various applicants. Job Specifications are the employer’s

expectations of skills, abilities, knowledge, proficiency, minimum education qualifications,

qualities and other personal characteristics in the process of recruitment to select the employees.

These specifications differ with each company and also with each job position.

Usually the vital contents of job specification are as follows:

Skills: Needed attributes for performing the job efficiently. They can be both technical and

personal-oriented skills. Highly skilled people are always in demand.

Education: The minimum educational qualifications and other trainings, certifications that is

necessary to apply for the job.

The writing of job specification needs very deep analysis before charting out the

particular specifics of a job.  The job specification for a particular job position has to be decided

based upon analysis and consultation with all related employees, supervisors and management. 

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In addition to it, the job specifications need to be briefly defined and must be in simple terms, so

that there presents no confusion among the applicants. Thus, the job specifications will help

employers in getting best and appropriate employees for their companies.

Therefore, job analysis forms an integral part in the formulation of compensation strategy

of an organization. Organizations should conduct the job analysis in a systematic at regular

intervals. Job analysis can be used for setting up the compensation packages, for reviewing

employees’ performance with the standard level of performance, determining the training needs

for employees who are lacking certain skills.  

1.4.4 Job Description

1. Job descriptions are written statements that describe the duties, responsibilities, most

important contributions and outcomes needed from a position, required qualifications of

candidates, and the reporting relationship of a particular job.

2. A job description is a list of the general tasks, or functions, and responsibilities of a

position. Typically, it also includes to whom the position reports, specifications such as the

qualification needed by the person in the job, salary range for the position, etc. A job description

is usually developed by conducting a job analysis, which includes examining the tasks and

sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge

and skills needed by the job. Note that a role is the set of responsibilities or expected results

associated with a job. A job usually includes several roles. The job description might be

broadened to form a person specification. An alternate terminology used under the UN system is

Terms of reference (TOR).

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3. Job description can be defined as the clear, concisely and clearly communicating

statements from a company to its applicants for any openings for a job position.

The job description states the nature of work, tasks to be done, skills expected,

responsibilities and duties to be fulfilled, educational eligibility, qualifications needed and other

specifications related with the applying for the position of the job. These job descriptions catch

the main attention from the applicants of the job, since its throws out the insights on the internal

working conditions of the employee. So, these job descriptions must be specified clearly in an

understandable and standard way.

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 organisations

use generic job descriptions for the same level within an organisation. 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.

Even though, some of the applicants may not be selected to the position, they have the

chance and opportunity to develop themselves in the technical and personal areas, where they

lack and can make themselves eligible for the job.

The other details that a good job description must elaborately cover are details of the

working environment and the work timings, salary and compensation details, its employees and

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brief information about the company and its management and its established mission, objectives

and goals.

1.4.4.1 Purpose

The objective of a job description is to have a outline of duties and responsibilities to

make the screening process as direct and focused as possible. The purpose of job description is to

identify the correct and the best candidates from among all the applicants. The job descriptions

may not serve their actual purpose if they are not well formed, organized and up-to-date. The

other purposes of job descriptions are they help in evaluating the performance of the employee,

making the employees commit themselves to the assigned duties and improve their skills.

Job descriptions may have the following elements:

improvement cooperation by giving all members of the organization insight in existing

responsibilities/roles

enabling career moves within the organization

determination of amount of pay per function

increase of results by specification of responsibilities and key performance indicators

development of job owner by specification of competencies

Other purposes listed in the literature include:

orienting new supervisors on what their subordinates and bosses do

analyzing work flows and methods

mentoring

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industrial relations

job restructuring

determining what kinds of assignments are given to employees

organizational and personal goal setting

conducting an organizational audit

defining or reviewing organizational structure

measuring accurate salary administration

preparing and analyzing job descriptions help assure jobs are well designed and that all

sections work together to achieve the organizational aims

quickly preparing substitute workers or temporary help

1.4.4.2 Importance of Job Descriptions

Ray and Hawthorne state 'an accurate and detailed job description is an increasingly

crucial component of the effective use of valuable human resources in libraries and other

organizations.' The primary function of a job description is as a communication tool. They

effectively communicate a great deal of information about a job, especially between the manager

and employee 'When employees have a road map to success they often perform much better -

and that translates into continued business growth for you and your firm'. Information may

include reporting relationships; skill requirements; major responsibilities; where the job fits into

the organization and what is required of the position. This information is presented in a

completely objective and impersonal way which allows the job description to be used in relation

to many human resource functions such as recruitment, induction, training and performance

management.

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Well written job descriptions also provide information to prospective employees about

organizational expectations of a particular job. This aids in retaining staff as the more a

prospective employee knows about the culture of an organization and what is expected of them,

the quicker they will settle into the organisation. Unclear job descriptions, which do not describe

organizational information and expectations, may mislead a new employee. 'A major barrier to

the formation of organizational commitment is a large gap between what people expect and what

the realities turn out to be'

1.4.4.3 Use Job Description

As main source of information.

To define minimum requirements of a job.

To focus on essential functions and specific knowledge, experience skills needed to

perform the job.

Job descriptions have the potential to be used for a number of human resource functions.

The main purposes reported in the literature include the following. Again the emphasis is on well

written job descriptions.

Selection and recruitment: Job descriptions may be used to advertise jobs, screen

applicants, develop questions for the job interview and identify essential and desirable criteria.

Induction and orientation: Job descriptions provide a good introduction and overview of

the job which enables the employee to understand what the organization expects of them.

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Understanding the employee's role in the organization: Job descriptions allow the

employee to see where they fit into the big picture of the organization, and how their job

contributes to the organization. They may also reflect organizational goals and objectives.

Identifying training requirements: Job descriptions may identify initial training

requirements for a new employee. If they are included in a performance management system

they may be used as an aid in identifying training to improve performance or additional training

needed as a result of changing responsibilities.

Performance management: Job descriptions are the foundation of an effective

performance management system and are used in conducting performance reviews or job

evaluations. They may also be used to develop performance measures. However, it is important

to note that job descriptions are only one component of an effective performance management

system. Such a system includes other processes and documentation. For example, an

organization may have induction policies and program, identified roles and responsibilities of

various levels of staff, a rewards and recognition program and performance appraisal system.

Career development: A study of job descriptions can help employees determine what

qualifications, experience and skills are needed to apply for different positions within the

organization. This information can then be used in career planning or development.

1.4.4.4 The Content of Job Description

The content of the job description varies widely from organisation to organisation and the

purpose of the job description will influence what is included. The following list outlines the

most commonly referred to components of a job description (apart from the job title, identifying

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code, grade/level, department, name of company, physical location, job status, date and name of

incumbent) described in the literature reviewed :

Job function or purpose which explains the general purpose of the job and why it exists.

It also provides the reader with a concise overview of the job.

Duties or tasks includes a precise specific list of what the employee does and is expected

to do.

Responsibilities are a summary of the main responsibilities required of the position.

Other terms used include Critical Success Factors or work functions.

Accountabilities outline the major results expected from the job.

Organizational relationships outline how the job fits into the organization and the

structure of the organization.

Working environment identifies the physical and social contexts in which the job is

performed. It may also include working conditions.

Personal contacts refer to the people the employee will interact with while performing the

job.

Reporting relationships include whom the employee reports to and what supervision the

employee exercises.

Authority identifies what decisions the employee can make and resources they can

commit.

Performance standards identify specific standards which can be used to determine

whether the job is being performed satisfactorily. Other titles used include outcomes,

measures of accomplishment or expected outputs.

Skills including competencies, knowledge and abilities required to perform the job.

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Education or qualifications refers to qualifications needed for the job. This may also

include training requirements.

Experience refers to the type and nature of experience needed to perform the job.

managers expectations

career mobility

position(s) previously held

meetings to attend/reports to be completed

management information required to be passed out from the job

time percentages

scope and impact of the job

1.4.4.5 Sections on Job Description

Position Title

Essential Functions

“Other” – Non-essential Functions

Knowledge, skills and abilities

Minimum qualifications

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1.5 Research methodology

1.5.1 Research Design

Descriptive research, also known as statistical research, describes data and characteristics

about the population or phenomenon being studied. Descriptive research answers the questions

who, what, where, when and how...

1.5.2. Data Collection Method

1.5.2.1 Primary data collection:

Data observed or collected directly from first-hand experience. The popular ways to

collect primary data consist of surveys, interviews and focus groups, which shows that direct

relationship between potential customers and the companies. Primary data is more

accommodating as it shows latest information. Primary data is accumulated by the researcher

particularly to meet up the research objective of the subsisting project.

Done by discussing with the staffs working in ETA star company.

1.5.2.2 Secondary data collection:

Published data and the data collected in the past or other parties is called secondary data.

In secondary data, information relates to a past period. Hence, it lacks aptness and therefore, it

has unsatisfactory value. Secondary data is obtained from some other organization than the one

instantaneously interested with current research project. Secondary data was collected and

analyzed by the organization to convene the requirements of various research objectives.

Done by surfing and browsing through internet.

Collecting information from the company.

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CHAPTER-2

23

ANALYSIS

AND INTERPRETATION

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2.1 Job Title: General Manager of HR Department

2.1.1 Essential Functions

• Strategic planning

• Organization development

• Policy formulation

• Recruitment / selection

• Employee welfare

• Performance management

• Performance linked rewards

• Employee recognition

• Succession planning

• Career development

• Industrial relations

• Training & development

• General administration

2.1.2 Non-Essential Functions

• General Managers work in comfortable atmosphere in tandem with the various

departments that they handle.

• They have to frequently travel abroad and meet with the managers of other divisions and

business units.

• Act as liaison between the management and the employees/staff.

• Monitoring the performance and achievements of the employees.

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• The general managers also direct people to various goals and targets.

• Keeping a record and check of firm's growth is also done by the general managers.

• Compensation and Benefits

• Conduct exit interviews to identify reasons for employee termination.

• Investigate and report on industrial accidents for insurance carriers.

• Represent organization at personnel-related hearings and investigations.

• Negotiate bargaining agreements and help interpret labor contracts.

• Prepare personnel forecast to project employment needs.

• Prepare and follow budgets for personnel operations.

• Develop, administer and evaluate applicant tests.

• Oversee the evaluation, classification and rating of occupations and job positions.

• Study legislation, arbitration decisions, and collective bargaining contracts to assess

industry trends.

Develop and/or administer special projects in areas such as pay equity, savings bond programs,

day-care, and employee awards

2.2 Job Title: Assistant Manager of HR Department

2.2.1 Essential Functions

•      Ensuring recruitments in less turn-around time.

•       Human Capital Resources updating

•      Preparing and maintaining a database of CVs received

•      Arranging for the new recruits to settle down

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•      Grievances handling and giving solutions

•      Maintaining relations and smooth office work running

•      Coordinating with 3project heads/GM Projects

•      Organizing events whenever called for

•      Maintenance of office equipments likes photocopies, fax machine, etc.

•      Coordinating for seating arrangements for the new joiner's and new Telephone lines for

the staff.

•      Co-ordinate with weekly / monthly reviews and Follow-ups on action items.

•      Housekeeping, repair & maintenance etc.

•      Public relation, Organizing Events, etc.

•      To provide required information to the GM (HR) on Day to Day Basis & Aligning

activities

•      Coordinating Corporate Governance meetings.

•      Co-ordinator for Micro men Implementation

• General Administration

2.2.2 Non-Essential Functions

Maintain and update personnel records for staff (paper and electronic)

Record leave and staff change

Update the Staff Handbook as and when requested by the HR Manager

Update the Managers’ Handbook as and when requested by the HR Manager

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Update the Matrix and any web pages

Arranging meetings

Arrange travel for the HR team

Keep filing up to date

Scan paperwork for electronic filing

Produce reports from the personnel database.

Assist the HR Manager with research and other special projects.

Take an active role in creating a safe and healthy work environment.

Appraisal management

Maintain routine correspondence and draft appropriate responses.

Provide response to general HR enquiries verbal or written.

2.3 Job Title: Senior Executives of HR Department

2.3.1 Essential Functions

Salary Administration functions of 4 establishments (ETA Star Property, ETA Tech city, ETA

Techno Park, ETA Properties & Investments)

• Maintaining of Statutory Records

• Preparing all Statutory Registers and Periodical Returns

• Enforcing the provisions of Tamil Nadu Shop and Establishment Act

• Corporation (Civil Authority) statutory returns

• Professional Tax of Companies and employees

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• Employees’ Provident Funds (EPF), Employees State Insurance (ESI), Payment of Gratuity

Act.

• Settlement (Full & Final)

2.3.2 Non-Essential Functions

• Bonus, Earned Leave encashment

• Implementing the provisions of Tamil Nadu Labour Welfare Fund Act (for all 4

concerns)

• Printing & stationary

• Vehicle maintenance & related administrative functions

• Deployment of security arrangements at the sites.

• Liaisoning work as and when assigned

• Assisting the GM-HR and AM-HR.

• Training juniors

2.4 Job Title: Marketing Executives

2.4.1 Essential Functions

Handling gamut of tasks like business development, branch development, land dealing,

admin, branch sales and receivables after sales service and quality issues

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• Responsible for detailed and accurate pre launch analysis covering competition

mapping, regulatory environment study, product offering, customer service performance

indicators.

• Identifying the land for the future development and preparing the detail report of the

same & Deal Negotiation with the land owners.

• Sale & Resale of Units

• Created the Book of Rules and Regulations for Jasmine Court Association / Facility

Management.

• Visiting site periodically and monitoring the progress of construction at site and

highlighting quality issues to the Management and site Project Manager.

• Coordination with various Housing Finance Institutes and Banks for Customer Housing

Loan Disbursals

• Collection of payment Receivables from customers as per due date of Instalments

• Collection of Payment towards Extra work Charges - Handling the Customization

process for SITARA and coordinated between verticals so that to receive the payments

on time towards extra work

• Maintained the customer file – both soft copy and physical file and updating all

customer correspondence

• Effectively processing the Customization/agreements for SITARA clients

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• Effectively handling the UDS registration for SITARA

• Coordination between verticals for alteration and payments so that to ensure customer

satisfaction

• Ensuring all customer queries are answered with in 48 hrs

• Submission of MIS/Reports pertaining to planned v/s actual on monthly basis

• Ensured targets fixed by HOD on Sales are being met within the stipulated time

• Adeptly  handling Branch Business/ Revenue Expansion Operations

• Mapping client’s requirements and ensuring rendering of effective solutions in line with

the guidelines specified by the clients

• Providing inputs to Management and finance department as and when required

• Updating the daily collections to the Management.

• Updating clients / bankers/Management periodically regarding the progress at site

• Recommended additional facilities at the site and got approval from the management,

such as regulated gas supply/RO plant / power backup

2.4.2 Non-Essential Functions

To check the effectiveness of various events (data base) in generating leads.

• Plan for lead conversions

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• Budget analysis on various marketing activities and to plan for future events to generate

leads.

• Have a check on the activity indicator to see how we are doing in terms of

organizational goals.

• Assisting and guiding the sales team for converting a lead & Sit through sale closing

• Device competition strategy for the product

• To provide management report on situation / project analysis to summarize facts and

insights gained from Market Research and marketing analysis.

• Constant monitoring of the marketing strategy of the project chosen, specifying the

market segments to be pursued and the competitive position to be achieved.

• Analyzing the summary of required investments (in people, programme and marketing

techniques)

• Training the marketing department on sales technique, presentation skills, customer

relationship management

• Reporting to the management on a constant basis regarding marketing effectiveness of

various marketing initiative.

• To speak to Heads IT institutions and other professional institutions, Hospitals, etc., and

arrange for Institutional selling.

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• Suggesting improvement ways for building the brand image of the company.

• To take part in discussion of the product mix, architectural meeting and other relevant

meetings in designing the product mix from marketing stand point

• Managing day to day business affairs of the Company, placing emphasis in the core

mandate of the Company, its marketing strategy, gaining maximum exposure among its

target audience.

• Dealing with various agencies to develop marketing tools.

• In principle, responsible for marketing and sales of the company especially reversing

negative sales trends if any controlling cost and maximizing productivity.

• Coordinating with advertising agency in the preparation of advertisement, briefing the

project, placing the product in a right way, preparation of brochure and media planning.

• Implement modern and practical methods of dealing with investors, banks, agencies and

other key personnel.

• Prepare quality proposals & present it to the management for review and approval.

• Set performance & quality standard to the marketing and sales department and monitor

performance against their stands on an ongoing basis.

Every effort are being put up to achieve the monthly target of the sales team.

• Review Sales Performance of the team and initiating necessary actions, if required

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• Training & Product Orientation to the Executives

• Follow-up Sales Call to prospective customers & Replying to customer emails.

• Checking & Approval of Booking Forms / Cash Flow Chart and other Annexure

• Assisting subordinates in handling prospective customers (both at office and at client

place)

• Accompanying subordinates during site visits with prospective customers

• Handling customer’s (pre sales and post sales.)

• Corporate Presentations & Tie-ups

• Coordination with Housing Finance Institutions regarding Loans for prospective

customers pre sales.

• Coordinating with CRM department for client request/queries and collections 

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CHAPTER-3

35

SUMMARY

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3.1. Findings

3.1 Requirements of General Manager of HR:

3.1.1 Minimum Qualification:

Generally, a graduate level degree in labour laws, social sciences, human resources and

industrial laws is considered for entry level jobs in human resource management.

• 60% in 10th, 12th and in undergraduate.

• master's degree or an MBA in human resource management,

• 20-25 years experience.

3.1.2 Skills Required:

Excellent communication skills

leadership qualities

Strong presentation abilities

Must be a creative thinker

Excellent team player

Must be a good initiator

Possess good negotiation skills. 

Competency mapping

Should be ready to travel long distances for many days.

Should have knowledge in all the happenings of the company’s in and out.

Should be a good problem solver.

Must be mentally prepared for facing various stresses at a time.

Should be able to conduct and judge the candidates through various psychological tests.

Should update himself daily with all the happenings of the company, Competitors

performance etc.

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Should be able to monitor the employee’s performance and should reward them

accordingly.

3.2 Requirements of Assistant Manager of HR:

3.2.1 Minimum Qualification

• Education on bachelor degree level, preferably MBA.

• Good knowledge of local Labour and Social Security Laws.

• Knowledge of HR disciplines.

Preferably 14-15 years of experience in HR-administration.

3.2.2 Skills Required

Management skills.

Excellent social skills.

Flexible, straightforward and independent.

Ambitious

Excellent command of English language in both oral and writing.

Knowledge of Personnel Information Systems.

Effective problem-solving skills.

Knowledge of recruitment process.

Competent keyboard skills to produce accurate and well presented reports.

Able to present information in forms, tables, and spreadsheets.

Should be an effectual communicator verbally as well as through writing skills.

Should be committed to diversity and equality culture.

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Ability to operate under immense pressure.

Medium proficiency in Microsoft Excel, Word, Outlook, and Internet Explorer.

Proficient with basic budget management and calculations.

Able to deliver effective results, meet tight deadlines and targets.

3.3 Requirements of HR EXECUTIVES

3.3.1 Minimum Qualification

• Graduates.

• 10+3 years of experience for senior executives.

• 3 years of experience for executives.

3.3.2 Skills

• Excellent communication skills.

• Excellent team player.

• Excellent social skills.

• Should be able to train juniors.

• Should know all the legal acts that are used by the company.

• Effective problem-solving skills.

• Knowledge of recruitment process.

• Ability to operate under immense pressure.

• Medium proficiency in Microsoft Excel, Word, Outlook, and Internet Explorer.

• Proficient with basic budget management and calculations.

• Able to deliver effective results

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3.4 Requirements of Marketing Executives

3.4.1 Minimum Qualification

• Graduates.

• 10+3 years of experience for senior executives.

• 3 years of experience for executives.

3.4.2 Skills

Good communication skills.

Ability to handle all type of customer wisely.

Should know some 3 to 4 local languages spoken by customers.

Ability to travel long distances and to cover large area for getting contracts.

Coordination with various departments in the Office.

Preparation of various reports for the management

Providing inputs regarding Market conditions & Marketability of the project.

Identifying new business development opportunities

Excellent social skills.

Excellent team player

Ability to operate under immense pressure.

Medium proficiency in Microsoft Excel, Word, Outlook, and Internet Explorer.

Proficient with basic budget management and calculations.

Able to deliver effective results

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3.3 Suggestions

The above mentioned findings can be implemented in the company to improve the company in

the following aspects:

improvement cooperation by giving all members of the organization insight in existing

responsibilities/roles

enabling career moves within the organization

determination of amount of pay per function

increase of results by specification of responsibilities and key performance indicators

development of job owner by specification of competencies

orienting new supervisors on what their subordinates and bosses do

analyzing work flows and methods

mentoring

industrial relations

job restructuring

determining what kinds of assignments are given to employees

organizational and personal goal setting

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3.3 Conclusion

Thus the primary objective of this study, to analyze the jobs in HR and Marketing

department of ETA star property builders is achieved and the secondary objective of the study, to

study the duties and responsibilities of the jobs in the HR department and executives in

marketing department is done. The requirements of the above mentioned jobs are framed.

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References:

Lakshmi publications V. Jayakumar (2009) , “Human Resource Management”.

Margaret Mader-Clark, “The The Job Description Handbook”.

Websites:

www.citeHR.com

www.entrepreneur.com

www.samplejobdescriptions.org

www.about.com

www.buzzle.com

www.humanresourcesjobdescriptions.org

www.answers.com

www.alia.org

www.etastar.com

www.wikipedia.com

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