Internally Consistent Job Structures. Management Essay
Section 1 introduces you to the specification of internally consistent job structures. Through writing job descriptions, the development of job structures, and
both the development and implementation of a point evaluation method to quantify job differences objectively, you build the framework for internal equity.
In Section 1, you will focus on building an internally consistent compensation system. An internally consistent compensation system design will clearly define the
relative value of each e-sonic sample job, creating a job hierarchy and an objective rationale for pay differences.
As an e-sonic consultant, you are offered a sample of e-sonic jobs in Section 1. Currently, e-sonic employs 100 people and will be hiring many more. However, for
the purpose of this simulation, you are asked to work with the sample of four jobs offered (see Appendix 2 for sample jobs, located in the MyManagementLab
project tab). Limiting the number of jobs removes one level of complexity from the simulation and allows you to focus on learning the functions of compensation
system design. The framework you develop classifying sample jobs can easily be adapted in the future to include all e-sonic positions.
Section 1 Outline:
1. Create Job Descriptions
2. Create Job Structures
3. Build Point Evaluation Method
a) Select benchmark jobs.
b) Choose compensable factors based upon benchmark jobs.
c) Define factor degree statements.
d) Determine weights for each compensable factor.
4. Calculate Point Values for e-Sonic Jobs
a) Determine point value for each compensable factor.
b) Use the job evaluation worksheet to calculate point values for each position.
c) Distribute points for each compensable factor across degree statements.
d) Rate jobs using point method.
e) Individually rate jobs to ensure reliability.
f) Resolve any discrepancies in point totals.
g) Rank jobs in each job structure according to results of your point evaluation.
Compensation System Design
Student’s Name
Institution Affiliation
Compensation System Design
Salary structures are an indispensable part of the operational compensation plans. Also, they play an essential role in ensuring that the pay ranks for different job groups are internally justifiable and are externally economical. Job descriptions are the foundations for developing job structures. A robust compensation package facilitates inordinate external competitiveness while employing and maintaining talent. It is a fundamental element to the success of any business as competence and consistency are extremely essential in the development and stabilization of any commerce transaction. A huge global market for digital content is available and every nation has an exceptional opportunity to acquire a share of these proceeds. For e-sonic, corporate infrastructures and reporting relationships must be established early enough in order to help with acquiring new talent for the available positions.
Internally Consistent Job Structures
Internal consistency compares the value of every job within an organization against other jobs within the firm. The approach enables individuals to come up with job structures based on this comparison. The internal consistency concept began and became customary for a vast majority of organizations to develop an established pay scale for different similar positions in their firms. It is aimed at rationalizing pay in an organization to achieve internal consistency and equity (Lai, H. H. 2011). The analysis covers four positions in the e-sonic; the position of an Executive Assistant, that of a Copywriter, an Administrative Assistant, as well as that of an Office Manager. The Office Manager and Executive Assistant positions require advanced sets of skills and requirements while both the Copywriter and Administrative Assistant positions are both the lowest positions in the employment hierarchy.
Administrative Assistant
The position provides support to different units and departments. The responsibilities of an Administrative Assistant comprise of but are not limited to daily support and administrative tasks such as data entry, filing, general correspondence, clerical, administrative support, travel scheduling, answering phone calls, and managing meeting invitations among others. As such, resilient skills for multi-tasking are crucial. Administrative Assistants are required to support different business units and the Office Manager directly in charge of them. A degree with an inclination to business administration is desired. Additionally, outstanding computer skills are a must. At least 1 to 2 years’ expertise in customer service, administration, or recording technology is favored.
Executive Assistant
The position is in charge of providing support to both the mid and top-level management levels in the company. The individual will be needed to accomplish all the duties obliged by the position of the administrative assistant but with extra duties. An undergraduate degree with an inclination in business administration is favored. At least two to five years in administrative, recording technology or customer service background is needed. Robust financial...
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