Hr Practitioner Guide Essay

17071 Words Aug 23rd, 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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One of the crucial parts of this process is to meet with Subject Matter Experts to help identify the key responsibilities, tasks, and knowledge, skills and abilities of the classification. Subject Matter Experts are incumbents, first‐level supervisors or hiring managers, or employees who previously were in the classification. An effective and accurate job analysis helps an organization align its business objectives with employee performance to create an internally aligned organization whereby all active members clearly understand where they are in terms of skills and performance, where they are going and the consequences and benefits of completing their defined expectations.
1.2 Rationale of its importance
Job analysis can be used for an organization's: 1. Strategic Goal Planning 2. Recruiting and Selection 3. Diversity 4. Employee Retention 5. Performance Management 6. Compensation Management 7. Training and Development 8. Risk Management 9. Legal Compliance (e.g., ADA and Affirmative Action)
Job Analysis is used to show the relatedness of employment procedures used by the employer. Job analysis results in the identification and documentation of the essential functions of a job (or job classification), the

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