Running head: Designing Compensation Systems and Employee Benefits Designing Compensation Systems and Employee Benefits Janice R. Young Dr. Andrew McLeod Business 409 Strategic Compensation November 22, 2011 DESIGNING COMPENSATION SYSTEMS AND EMPLOYEE BENEFITS Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. Job analysis and job evaluations are the fundamental cornerstones of any best practice in a human resource approach. It provides a really good understanding about the jobs in the company, how there structured, how there organized and how they are correctly and fairly graded. This is very important for the company and the employee. Job analysis is the process of obtaining valid job information that aids management in making decisions.
The knowledge, skills, and abilities of current employees needs to be identified” (Ulferts, Wirtz, & Peterson, 2009). The ability to know what the employees’ opinion on whether an ideal work culture exists allows for a more accurate assessment of the employees. An employee that works in isolation yet in his/her ideal work culture wants co-workers it would be difficult to accurately assess the employees’ social skills and abilities. The accurate identification of above mentioned knowledge, skills, and abilities are essential competencies to conducting strength, weakness, opportunities, and threats (SWOT) analysis in assessing the internal state of the organization. After the internal state of the organization are identified the competencies for identifying external opportunities and threats presents themselves.
Therefore, job analysis has to be examined and developed to enhance an organisation’s competitive advantage and ensure the ongoing skill development of individuals. By looking at the advantages and disadvantages in current trend of job analysis, appropriate and specific strategies can be concluded to make sure an organisation can utilise job analysis at its maximum potential. The first question that one needs to ask: is job
Task B Your work role For this task you will need the following: • A copy of your contract of employment or employment agreement. If you don’t have a written contract of employment eg if you are employed as a personal assistant, discuss your terms and conditions with your employer and make notes to help you to complete the task; • A recent payslip or pay statement; • Access to your workplace policies and procedures or notes from a discussion with your employer if you are employed as a personal assistant. i. Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement. • Hours of work contract – This is the hours I am contracted to work • Job title – This states my job title • Holiday entitlement – The amount of holiday the i am
The motivators are typically related to intrinsic factors meaning work motivation coming from within a human being. These include: a sense of achievement, recognition, responsibility and opportunity for personal growth and advancement. The two-factor theory suggests that the intrinsic rewards will more likely motivate individuals rather than the possibility of extrinsic rewards, meaning the hygiene factors, such as salary enhancement, security or improved working conditions. From the beginning a thorough induction process “Welcome to the World of ECCO” is presented to new employees so they can learn everything about the company and the importance of their role, which encourages intrinsic factors such as recognition and personal involvement in their new workplace. Herzberg’s theory is relevant in this case as it argues
The council advertised a job advertisement and attached a job description and person specification. People who see this advertisement can, if they feel they are suitable for the role, they can apply or if they feel they don’t have the correct qualifications or are overqualified, and then they can see that they are not able to apply for the vacancy. This is helpful because people who are interested in applying for the position can clearly see what the business is looking for in terms of qualifications and the person looking to apply will be able to identify whether they posses the correct skills to apply for this role. This way, the business won’t receive lots of applications from people with irrelevant skill or experience making the recruitment process simpler. When applying for the apprenticeship with the Lewisham Council, I had in hand the job description and person specification which helps me to tailor my application to the job including information which is relevant to the job.
Recruitment plans will also include what steps will be included in making a decision for the job opening also known as the selection process. When putting your recruitment plan together do not simply look at the candidates resumes. Resumes can be professionally put together and not actually depict the individual. Similarly interviews can go smoothly but, they do not inform employers if the candidate will perform exceptionally reaching and exceeding goals. The selection process is the second step in finding the perfect employee.
Training programs are important to develop and have such kind of employee. 2. List the methods of training carried out by Tesco. Describe how training needs are identified. Tesco offers employee both on-the-job training and off-job-training.
Meaning of human resources Program development and administration of human resources to improve the performance and quality while meeting the needs and their satisfaction. Then it shows the division of a company that is focused on activities relating to employees. Elements of the HRM process NIKE 1) Recruitment Recruitment is the process of identifying and attracting qualified candidates to fill vacancies in the organization. Suitable candidates can be obtained through external and internal recruitment sources. Example, external recruitment is advertising, employment agencies and campus.
What qualities are you looking for in the person you are hoping to appoint? This may sound like a very obvious starting point but it is vital for both parties to grasp exactly what it is needed from candidate in terms of skills and experience. Remember the whole point of the interview is to prove you are the person that they want and are looking for. There is a much better chance of being able to do that if you actually ask the interviewers straight from the start what their ideal candidate would be. What scope is there for personal development at your company?