Hrm 531 Week 2 Job Analysis Paper

carefully planned out and considered, the total closure or failure of the organization could be at hand in the near future. In our modern age, employers know that salary is not the only factor that should be considered and that salary alone will not lead to better or more highly profitable workers alone. This is why compensation planning is important and why pay should have some connection between performance and compensation. This is why the human resources department should consider many monetary and non-monetary factors when considering how to properly compensate and motivate employees (Dessler, 2013).

t is my opinion that Dr. Boseman adjust Ms. Kate’s salary immediately for the following reasons; her current work load is not equivocal to those arounds her for example, supervising interns. As mentioned in her letter she is only person on staff that is currently supervising interns, if Dr. Boseman was to lighten her load and share this responsibility with the others he would be unable to as she is the only person who holds the appropriate license for the task. Secondly, Ms. Kate’s has made it clear that her workload increased without additional compensation, this action could be a vital factor in an Equal Pay Act claim against the company. Ms. Kate further implicates the company by pointing out the gender of the recently acquired employees who are making more than her with less duties and less experience. To save the company the embarrassment of public scrutiny the right thing to do is to compensate her for the work she does and the talents she bring to the team. To adjust the newcomer’s pay would be unlawful

*And also to know the pay range for the position, after a successful trial, with the actual rate to be determined after an evaluation.

For this assignment, I am going to conduct a thorough analysis of a prospective employer. This includes an organization description, history, financial analysis, and industry profile. I am also going to identify a position I plan to pursue throughout this course as well as a position summary and benchmarks. The Employer I am going to analysis is SS&C Technologies, Inc.

The CCUA department is paying these specific employees approximately $950 a year per employee (roughly $79/month), which includes both health and life insurance. Benefits, such as health and life insurance, are a definite attraction for employees as the health care costs are on a rise and the more attractive the benefit package is, the more attractive the company is to potential employees and current employees (Haar and Kossack, 1990, p. 187). Even though the department has a lower base salary, we do not know how the department compares with other companies in terms of these benefits offered to data processors IIs or computer analysts. It would be beneficial for the department to have an idea about what their competitors are paying, so that they can ensure they are offering the same or better benefit packages; since benefits are becoming more of a priority during the hiring process. What is a company is offering a higher base salary, but the benefits are really not that great? The employee may decide to take the job offer from a different company who is offering a lower salary but better benefits. The CCUA department needs more information about other companies benefit packages in order to assess how accurate and competitive their $950/year per employee is in comparison to other

1. Describe the orchestra’s pay structure in terms of levels, differentials, and job- or person-based approach.

Because of her abilities and her dedication, she got promoted to manager within 3 years, and had everyone’s respect and trust. She was the decision maker and motivator of the tax department.

Dr. Boseman needs to reevaluate Ms. Kate’s pay scale. With her level of performance, experience, and added credentials, her salary should be closer to what the newly hired employee’s salaries are. Dr. Boseman will have to assess Ms. Kate’s value to the company and determine if a raise is appropriate. The company’s budget, workload, and many other factors may play a part of Dr. Boseman’s decision on how to handle Ms. Kate’s salary discrepancy with her peers. If Ms. Kate’s salary is not adjusted accordingly, then the company may be in violation of the Equal Pay Act of 1963 as well as Title VII. If the wage gap is not corrected, Ms. Kate could be protected under the Lilly Ledbetter Fair Pay Act. Her current salary may not only be corrected, but

Why? I would remind Peter Strong and Margo Arms not to confuse performance with responsibility and the original agreeance of assigning Rebecca to Pay Grade 4. I would however recognize that Rebecca is a valuable member of the team and holds the one and only receptionist position within the firm. As the receptionist, she will give clients the first and last impression of the firm. Her position is unique and she has several years of experience. Additionally, she represents the firm well and has been recognized by the firms executives, the president and most importantly the firms customers. According to Haden (2012), "When you find great, always make your best offer" (para. 5). I would recommend that Rebecca’s individual equity to the firm is reevaluated when determining her

Their wage idea is showcase salary before singular wage charges. Market wage is characterized as the total of all pay sources provided details regarding expense forms including acknowledged

* Agreed upon wage increases that do not consider the financial status of the organization.

Increasingly, organizations claim their pay systems are market driven, that is, based almost exclusively on what competitors pay. However, “market driven” gets translated into practice in different ways. Some employers may set their pay levels higher than their competition, hoping to attract the best applicants. Of course, this assumes that someone is able to identify and hire the “best” from the pool of applicants.

He wanted for us to evaluate a new compensation method for his employees. Under the new system the barbers will receive a flat salary of $4 per hour, and a commission of $ 6.00 for each haircut. In this case

A scope of other monetary approaches has moreover put descending weight on center wage (and low wage) specialists. These incorporate continuous endeavors to privatize open area capacities; debilitated work guidelines (for instance, with respect to extra time pay also, self-employed entity status); remiss authorization of existing work guidelines; a disintegrated well-being net, including changes to

Working at a company there are many different departments that people are able to choose from when they apply for that job. If people had the experience or background knowledge in a certain department, they are more likely to be able to apply to jobs that are higher up in the company. In each company many departments offer different kinds of pay. Some people are ok with what they start out with and some people are upset about why they are not getting more. In a company there may be a lot of employees that work for this particular company that need to get payed, but before people start asking for a pay