Designing Compensation Systems and Employee Benefits
Janice R. Young
Dr. Andrew McLeod
Business 409 Strategic Compensation
November 22, 2011
DESIGNING COMPENSATION SYSTEMS AND EMPLOYEE BENEFITS
Describe the differences in the midst of commerce outline and job evaluation and how these practices help prepare internally consistent job structures.
Job analysis and job evaluations are the fundamental cornerstones of any best practice in
a human resource approach. It provides a really bully understanding about the jobs in the
familiarity, how there structured, how there create and how they are correctly and fairly
graded. This is very important for the company and the employee. Job analysis is the process of
obtaining valid job education that aids management in making decisions. The job analysis can
be used in preparing job evaluations as well as making decisions for compensation. Human
Resource professionals entrust on job analysis to obtain useful tuition related to various types
of jobs.
Many factors are considered when conducting an analysis much(prenominal) as: Identifying the confinement in
a particular job, examining how the task is performed, identifying the main area of responsibility
and finally identifying the personal demands which a job makes on an individual. Job
evaluations differ slightly in that the evaluation process identifies and measures each job against
established criteria and weighs the sex act value of jobs in a uniform and consistent dash (L.,
Berger & D., Berger,pg41).It helps to provide salary equality among all jobs in a salary structure.
After a job is evaluated, it is consequently assigned to the appropriate salary group. Internally, identifying
roles that perform similar utilisation across all areas of the organization helps ensure consistency of
comprise and titling for these positions and clarifies career...If you want to get a full essay, order it on our website: Orderessay
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