Employee Compensation

Thus, an accurate and concise job analysis is perhaps the single most important tool in the process of the job

1. Evaluate the jobs and prepare a job structure based on its evaluation. Assign titles to each job, and show your structure and title and job letter. (This organization places a major emphasis on the important role of teams.)

This information has continuing utility with regard to the types of jobs studied for such personnel activities as job design, job description/classification, staff selection/promotion, staff training/development, and performance appraisal. This report provides illustration of three possible management uses. First, however, a description of the original Task Force work and the results derived from it will be provided.

The organization is divided into following departments: Rooms Department, Revenue department, Events department, Front House department, Housekeeping department and Chief Repair & Maintenance department. Furthermore, responsibilities are assigned to various hierarchical levels and managers are evaluated according to difference between the budgeted and realized costs.

Information related to the tasks, responsibilities, knowledge and skills serves as a realistic basic for hiring people. Job vacancy is advertised on the basic of job description and job specification. Job analysis provides understanding of what an employee is expected to do on the job. Such understanding serves as the basic for meaningful forecast of job performance.

The beginning of the process of hiring a new employee starts with an analysis of the job description for the position that is open. It is critical that the hiring manager

Rank the selected jobs under each factor (by each and every member of the job evaluation committee) independently.

According to Rose Johnson of Demand Media, the objectives of instituting a compensation deal can be distributed into three specific parts – motivation, retention, and compensation law. To deliberate on how compensation influences employees’ behavior, it is only relevant to emphasize on the motivation of the employees. The idea of compensation stimulates the drive of an employee to strive their best to meet up to the expectations of the organization goals. The

• Dividing work to be done into specific jobs and departments. • Assigning tasks and responsibilities associated with individual jobs • Coordinating diverse organizational tasks. • Clustering jobs into units • Establishing

to line up with the organization business strategy, but also with what people are looking for. If you provide it and maintain it, you will see the result in the company being productive, growth and employees motivated and happy. Noe, Hollenbeck, Gerhart and Wright mentioned it, “the pay and benefits that employees earn play an important role in motivating them. This is especially true when rewards such as bonuses are linked to the individual’s or group’s achievements”. When it comes to compensation company need to put into place compensation and incentives that will drive, motivate and challenge employees. When they have these types of compensation in place this will enhance the employees to do their best. Also it will make them push

Assessing the departments goal and whether or not they have been achieved, if they have not been achieved assess why.

While the organization has evolved in size over the years including the layers of management, the management approach remains similar. The President and CEO leads the company. There are four departments that each have a Vice President assigned to it. Each Vice President oversees the department and has a Director to develop it. Each Director has a Manager for administration of daily activities and tasks. The reporting process is essentially a ladder from the bottom to the top and top to bottom.

Organizational Chart: official company document showing who reports to whom as well as general responsibilities of senior management.

• Explain the responsibilities of the organization and strategies employed to meet them, towards all stakeholders.(P3)

Here the CMD appoints the head of different departments like finance, business development, quality assurance, supply chain, purchase.