E.Evans HRM 5002 2.docx

E.Evans HRM 5002 2.docx - NORTHCENTRAL UNIVERSITY...

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NORTHCENTRAL UNIVERSITY ASSIGNMENT COVER SHEET Student: Earl Anthony Evans THIS FORM MUST BE COMPLETELY FILLED IN Follow these procedures: If requested by your instructor, please include an assignment cover sheet. This will become the first page of your assignment. In addition, your assignment header should include your last name, first initial, course code, dash, and assignment number. This should be left justified, with the page number right justified. For example: Evans, E HRM5002-2 1 Save a copy of your assignments: You may need to re-submit an assignment at your instructor’s request. Make sure you save your files in accessible location. Academic integrity: All work submitted in each course must be your own original work. This includes all assignments, exams, term papers, and other projects required by your instructor . Knowingly submitting another person’s work as your own, without properly citing the source of the work, is considered plagiarism. This will result in an unsatisfactory grade for the work submitted or for the entire course. It may also result in academic dismissal from the University. HRM 5002 Dr. Ali Soylu Ph.D. Section 1: Compensation Programs HRM-5002: Compensation Issues in Human Resources Management I cannot say that this week was a great learning experiance. I am more confused this week than last week. Faculty Use Only <Faculty comments here> <Faculty Name> <Grade Earned> <Date Graded>
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ANALYZING FACTORS 2 MBA5002-2 Assignment: Analyze the Factors Involved in a Job Analysis and Job Evaluation Process Earl A. Evans Dr. Ali Soylu Ph.D. December 16, 2017
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ANALYZING FACTORS 3 The Compensation Factors The Human Resources Manager’s (HRM) functions are multifaceted. However, one of the responsibilities of the HRM is to help with forming compensation plans. Analyzing factors that constitutes a job analysis and a job evaluation process is one of the most important responsibilities. They must also understand the how the final outcomes ensure fair and consistent organizational pay structures, so that employees may enjoy transparency in the structure and understand how it aligns with the strategic objections of the company. That is what will be describe in this writing. Creating a Job Analysis A job analysis seems to be an extremely large amount of work and can be tedious and intimidating, but is essential to the hiring process. May, (n.d.), asserts that a job analysis gives comprehensive information concerning tasks and activities performed in a specific job. The job analysis, just like any analysis, is a matter of collecting specifics like the responsibilities, the skills required, and the abilities needed to accomplish duties of the position and assessing them (Opm.gov., 2017). The foundation of the job description is the job analysis, the job description itself is a mechanism of attracting the right person for the job and/or organization. Conducting a thorough analysis helps to make certain the right person is in the right position, not only for the company’s purpose, but the individual’s wellbeing as well (Opm.gov., 2017).
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