Practiotioners Guide Essay

17089 Words 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 order to
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Job Analysis
2. Job Evaluation
3. Designing Pay Levels, Mix and Pay Structures
4. Pay for Performance
5. Performance Appraisal and Links to the Compensation System.

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

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