Pay Structure
The Human Resource Manager
These are individuals whose primary responsibilities include hiring, developing, and taking care of the employees. The various functions contained are training and performance monitoring. Some of the give out assistance on finance and study leave to help employees gain an approved CIPD qualification. Their primary duties include planning and coordinating an organization’s workforce to have the best employee’s talents use. Also, they tend to develop a link between the management of the organization and its employees. Serve as consultants when it comes to advising other managers on issues concerning human resource, oversees the recruitments, interviews, selection and hiring processes in the organization and handle problems that are experienced by the staff(Johnstone,2016).
All organizations always want to attract, motivate, and keep employees that are qualified, and they have a match on the jobs they are well suited.HR managers have an accomplishment in this as they tend to direct human resource functions.Their work revolves around the employee’s well-being as they oversee their relations, secure regulatory compliance, and administer payrolls, training, and much more. They ensure work is always completed on time (Gutierrez-Gutierrez et al., 2018). Some human resource managers look at the organization’s human resource department, including the compensation and benefits program.HR manager salary is based on self-reported lass door is $80,663 while at the Bureau of Labor it is higher as per the reports i.e., $102,780(Eaton & Voos,2016).
Internal equity is the employees ‘perception of their responsibilities, the working conditions, and the rewards in comparison with the other works that are in the same position in the same organization. On the other hand, is external equity refers to a job’s pay rate in one company compares to that of another company. According to Pynes, the data types and performance standards that are used should only be based on an analysis of a current job. Also, the performance should be developed considering the critical tasks and the different responsibilities of each position. They should be standards that are measurable through observing and quantifying methods (Sady & Hanvey, 2018). A distinction is made between the evaluation of two sectors in this book that is the public and the nonprofit sectors. The health care researchers are compared with the lectures in different institutions. The health care organizations are made up of team-based surroundings that only put interest in continued improvements and the outcomes measuring.
The traditional outcome appraisal techniques are on reexamination. However, the problem for many health givers is that despite the outstanding performance, outcomes that are not acceptable often occur. Still, then the evaluation will not be they are evaluated according to their behavior and compensated as per their job done, not the unacceptable outcomes. On the other hand, university Professors have a relation to the teaching, research, and service dimensions. Students can always do the lectures teaching evaluation but never in a position to judge the study in which the professors engage it. The chairperson of the department is the only individual who can evaluate service and research and compensate or give payment to the professor.
A job evaluation plan is a tool that assists in one’s startup to determine the intrinsic value of a job for the assignment of an appropriate level of salary. It defines the compensable factors, and these factors are used in the assessment of job relativity in an organization. The four main primary compensable factors of a job evaluation plan that determine pay are; skills this is generally the experience years, education level, and one’s ability. Another factor is responsibilities. It consists of the list of duties in that specific position, the direct reports number, and fiscal accountability. The third factor is a mental and physical effort, which is generally the concentration degree and the physical effort level and frequency. The fourth and last are the working conditions concerned with environmental factors such as the location and more (Livy, 2019).
According to Pynes’s book, the typical evaluation of performance on the assessment is a top-down process that involves a supervisor to t subject assessment. Jobs encompasses several different tasks and responsibilities, but the managers cannot evaluate an employee on functions and responsibilities, not observes. In the elimination of this dilemma, more organizations are having implementation appraisals known as the 360-degrees evaluations. The compensable factors that are included here are the responsibilities. It tries to give out an assessment that will lead to compensation using the tasks that have been carried out by the employees (Ensher et al., 2018).
References
Eaton, A. E., & Voos, P. B. (2016). ORGANIZATION, COMPENSATION, AND. Advances in industrial and labor relations, 6, 63-109.
Ensher, E. A., Crocitto, M., & Renard, M. (2018). Compensation and benefits. In Teaching Human Resource Management. Edward Elgar Publishing.
Gutierrez-Gutierrez, L. J., Barrales-Molina, V., & Kaynak, H. (2018). The role of human resource-related quality management practices in new product development. International Journal of Operations & Production Management.
Johnstone, S. (2016). Human resource manager. In Encyclopedia of Human Resource Management. Edward Elgar Publishing Limited.
Livy, B. (2019). Job evaluation: A critical review. Routledge.
Lussier, R. N., & Hendon, J. R. (2019). Fundamentals of Human Resource Management: Functions, Applications, and Skill Development. SAGE Publications, Incorporated.
Sady, K., & Hanvey, C. (2018). Pay equity. In Wage and Hour Law (pp. 171-184). Springer, Cham.