THAKUR INSTITUTE OF

MANAGEMENT STUDIES AND

RESEARCH

PRESENTED BY
SHRAVAN MEHTA

63

NEHA NAIR

73

MITALI PITKAR
ADITI ROONGTA

83
-

93

HARSHAD SHETTY -

103

KHYATI SUTARIA

113

JOB ANALYSIS OF
ICICI BANK

INTRODUCTION
Industrial Credit and Investment Corporation
of India.
The parent company was formed in 1955 as a jointventure of the World Bank.
ICICI Bank was established in 1996.
ICICI Bank is among the biggest private sector
employers in financial services with about 70,500
people.
ICICI Bank is India's second-largest bank.

ORAGNIZATION STRUCTURE

FROM LOWER TO TOP LEVEL

MEANING
It is the systematic process of gathering and organizing
the information relating to various aspects of job, which describes the job
contents and minimum job requirements in terms of skills, efforts,
responsibilities and working conditions. It undertake job analysis so as to put
right man on right job.

JOB DESCRIPTION
Job description implies the enumeration and
description of each operation in a job and
responsibilities involved in performing are also
outlined.
It lists out required materials, tools, equipment
and machinery for each job.
The purpose of Job description is to identify a job.
It is served by providing
descriptive title to each job.

an

identifiable

Sales Department
1.Achieving the monthly sales
targets
2.Cross sell new product and
service opportunities.
3.Mapping,
4.Proactively identify sales
prospects
5.Follow up on new leads and
referrals to generate business.
6.Follow the various internal
guidelines and procedures of the
bank.
7.Ensure customer satisfaction.
8.Resolve customer queries/issues.
9.Maintain periodic status reports,

BR. MANAGER

1. Look after financial status

2. To check Know Your Customer
(KYC) and Anti-Money Laundering
(AML) norms at all times.
3. Providing advisory services
4. Dealing with external & internal
auditors & inspections and
compliance.
5. Supervising Key Areas including
. Marketing,
. Cost Management,
6. Revenue Generation.
7. Monitoring the branch sales targets
8. Implementing competent strategies
9. Expand existing ones for a wide
range of financial products &
services.

JOB SPECIFICATION
Job Specification specifies information about the skills or
qualities required for doing the job.
Job Specification is also called as Man or Employee
Specification.
Job Specification is prepared on the basis of Job Description.
Job specification translates the job description into human
qualifications so that a job can be performed in a better manner.
Job specification helps in hiring an appropriate person for an
appropriate position.

Sales Department

BR. MANAGER

1. Job title and designation

2. Educational qualifications
for that title
3. Physical and other related
attributes
4. Physique and mental health
5. Special attributes and
abilities
6. Maturity and dependability
7. Relationship of that job
with other jobs in a
concern.

1. Team Management.
2. Client Management.
3. Operations Management.
4. General administration.
5. Analytical skills.
6. Interpersonal skills.
7. Problem solving Skills

JOB EVALUATION
A job evaluation is a systematic way of determining
the value/worth of a job in relation to other jobs in
an organization.
It tries to make a systematic comparison between
jobs to assess their relative worth for the purpose of
establishing a rational pay structure of establishing
a rational pay structure.

Sales Department
1. Achieving the Sales Target. 1.
2. Decrease in Absenteeism.
2.
3. Increase in other
participation.
3.
4. Absent of Negative
Remarks.
4.
5. Interest towards
Organization.
5.
6. Reduction in wastage of
resources
6.
7. Degree of subjectivity is
7.
always present

BR. MANAGER
Completion of Goal for the
branch.
Proper maintenance of Branch
and its Employees.
Proper Monitoring of Branch
Activities.
Satisfying the needs of customer
as well as Employees.
Ratio of Increase in Branch
Income.
Proper Management of
resources
Accepting the Competition
within the Bank and Outside the
Bank

METHODS OF JOB EVALUATION

Ranking Method
As per these method jobs are
arranged from higher to lowest in
order of their merits to the
organization
Jobs can also be arranged
according to the relative difficulty
in performing them.

Classification Method
As per these method jobs a
predetermined group of jobs are assigned
to their classification. For E.g. Group1,
Group 2, Group 3 Etc.
Nature of performed by the employees.
Also the class show the variation in type of
job being performed

Factor comparing method

Under these method, instead of
ranking complete jobs, each jobs
is ranked according to the series
of factors. These factors include
mental efforts, physical efforts,
skill needed etc.
Wages are assigned to the job in
comparison to its ranking on each
job factor

Point Method
The point method is an extension of
the factor comparison method.
Each factor is then divided into levels
or degrees which are then assigned
points. Each job is rated using the job
evaluation instrument. The points for
each factor are summed to form a total
point score for the job.

CONCLUSION
The conclusion of whole document is that the main purpose
of conducting a job analysis is to prepare a proper job
description and job specification which in turns help to hire
the right quality of workforce into the organization at a right
place and with right skills.
Job description and job specification further
conclusion for job evaluation.

gives

This information is used to design effective jobs.

The process that an organization uses to create a job analysis
should be suitable to all level s of management from lower to
higher which helps to increase work efficiency in the
organization