Hr Practitioner Guide Essays

17082 Words Aug 21st, 2013 69 Pages
Practitioner’s Guide to Total
Rewards and Compensation

By: Alix Echeverri
April 2013

Table of Contents Executive Summary 5 1. Job Analysis 6 1.1 Definition of the key ingredient/activity 6 1.2 Rationale of its importance 6 1.3 Potential impact on organizational outcomes 7 1.4 Organizational symptoms that suggest that the function is not being performed correctly 7 1.5 Key descriptive models 8 Figure 1.1 – Decisions in Designing Job Analysis 9 1.6 Key steps in executing the prescribed models, processes or techniques 9 Figure 1.2 – Start of a Job Analysis 11 1.7 Issues that could prevent this function from being successfully executed 11 1.8 Critical success factors/activities that must be completed in
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The intent of this assignment is to develop a user-friendly tool that may be applied in the workplace to document Compensation processes and to guide a practitioner in completing the critical steps of each process. The purpose of this assignment is to assist in describing each component of a compensation management system, to develop a practitioner's guide for several of the key compensation management tasks covered in HR511 Total Rewards.

The reading course material required for this class, and the information reviewed throughout the course are the foundation for the content of this Guide. Each of the five key compensation processes will be reviewed in the context of: 1. The importance of the process 2. The goals of the process 3. The impact of this process on the organization 4. The key models/perspectives 5. The recommended practices 6. Related legal and ethical issues

I must acknowledge the Internet as a most valuable tool that helped me in the research and completion of this project. The reference page indicates the sources I tapped for the purposes of accessing information.

1. Job Analysis 1.1 Definition of the key ingredient/activity
Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data
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