Position and Compensation Classifications

 

Prior to beginning work on this discussion forum, review this week’s readings and Weekly Lecture.

Identifying the proper classification for each position is an important responsibility of the HR department. Depending on the size of the organization, there are various ways that a classification is decided and put into practice. Larger organizations require specific levels of approval of the classification before implementation, whereas with smaller organizations, the determination is often made by the HR director.

For this discussion, take the role of the HR director in a small organization. The organization is adding two new positions to the workforce, and it is your responsibility to determine the classification and compensation categories for each position. Carefully determine the role of each position and the responsibilities of the position within the organization. Determine the logical classifications for each position. Define and defend each category selected for the position and your reasoning for selecting the options. Support your decisions with resources that defend your choices.

Position 1:

This position is responsible for customer service and responding to the complaints of the consumer. The employee will work a 6-hour day, three days a week, with a rotating shift. This position will report to a supervisor and will have no direct reports.

Position 2:

This position is responsible for all accounts payable and accounts receivable. The employee enters all information into a data system and develops monthly reports for the CFO of the organization. This position has four direct reports that perform a variety of accounting duties. This position works an eight-plus-hour-a-day schedule, five-plus days a week, depending on need.

Classification and Compensation Categories:

Role title

Level

Hourly

Salary

Exempt

Non-exempt

Full-time

Part-time

Full-time temporary

Part-time temporary

NO WORD COUNT.

Week3 Lecture

In Week 3, students will evaluate various job classifications as well as compare job descriptions versus job postings. Additionally, students will utilize job analysis data for the development of a job design.

As we are learning, there are many variables that drive behaviors and outcomes within the organization. Knowledge and confidence are the Human Resource Manager’s best friends. Having the right material at the right time is the first step to success. This week, students will review jobs and their classifications. You will find that much of your time will be dedicated to researching and locating the right tool for the task at hand. As you move through the weekly activities, you will discover that there may be more than one right answer. Selecting the best option and supporting your reasoning will be an ongoing responsibility during your role as the Human Resource Manager.

The Job Description

The job description is the foundation for establishing expectations and accountability for the employee. It is the Human Resource Manager’s responsibility to determine the key ingredients of the job description, the order in which they should appear, and the format used to both describe the position and how to post the position.

What does ‘the order they should appear’ mean? Well, each position has a purpose within the organization and each position has certain qualities that must be found in the applicant. When laying out the job description, are skills the most important aspect of the position or is education the most important area? The layout of the job description attracts the applicant to the position. If education is the most important but not included until the very bottom of the description, the applicant may miss the education aspect of the position and apply for something they are not qualified to perform.

Mader-Clark (2103) walks you through every element of the job description and provides sound reasoning and examples to help you develop an understanding as to the reason why structure is important.

Discover, Dissect, and Diagnose: Anatomy of a Job Description

The job description plays an important role for job evaluations and performance reviews, as well as in the success of the individual within the organization. All areas of the process rely on the proper analysis and construction of the job description. There are times that the job description and the job posting are one in the same. However, there are some key differences between a job description and a job postings.

There is a distinct difference between a job description and a job posting. The Human Resource Manager needs to review the template and explore the importance of various content needed to accomplish the intended task. As the Human Resource Manager, this task is a matter of research and decision-making.

This task defines the characteristics of the job description and how they apply to the development of a job posting. The HRM must determine the necessary contents of each to achieve the desired outcome. You will develop a comfort level with terminology and application.

Help wanted advertisement reads: Help Wanted. Wanted for immediate employment: Graduate of a relevant course or technical competency, no experience required. Meticulous, honest, loyal, punctual, dependable. Willing to pur in long hours, lacks interest in office politics or gossip. Duties include repetitive activities, detailed observation, and organization. Competitive salary with benefits package. Write to…

Retrieved from

http://jobshouts.com/how-to-create-a-help-wanted-ad/

It is not enough to analyze and design a job, the position must be properly classified and meet all legal requirements. Misclassifications are problematic and costly for employers and employees. It is the responsibility of HR to evaluate the position and determine the appropriate classification for the job and the resulting compensation category.

References

http://jobshouts.com/how-to-create-a-help-wanted-ad/