Hr Practitioner Guide Essays - 17082 Words

Practitioner’s Guide to Total Rewards and Compensation By: Alix Echeverri April 2013 Table of Contents Executive Summary 5 1. Job Analysis 6 1.1 Definition of the key ingredient/activity 6 1.2 Rationale of its importance 6 1.3 Potential impact on organizational outcomes 7 1.4 Organizational symptoms that suggest that the function is not being performed correctly 7 1.5 Key descriptive models 8 Figure 1.1 – Decisions in Designing Job Analysis 9 1.6 Key steps in executing the prescribed models, processes or techniques 9 Figure 1.2 – Start of a Job Analysis 11 1.7 Issues that could prevent this function from being successfully executed 11 1.8 Critical success factors/activities that must be completed in†¦show more content†¦The intent of this assignment is to develop a user-friendly tool that may be applied in the workplace to document Compensation processes and to guide a practitioner in completing the critical steps of each process. The purpose of this assignment is to assist in describing each component of a compensation management system, to de velop a practitioners guide for several of the key compensation management tasks covered in HR511 Total Rewards. The reading course material required for this class, and the information reviewed throughout the course are the foundation for the content of this Guide. Each of the five key compensation processes will be reviewed in the context of: 1. The importance of the process 2. The goals of the process 3. The impact of this process on the organization 4. The key models/perspectives 5. The recommended practices 6. Related legal and ethical issues I must acknowledge the Internet as a most valuable tool that helped me in the research and completion of this project. The reference page indicates the sources I tapped for the purposes of accessing information. 1. Job Analysis 1.1 Definition of the key ingredient/activity Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about dataShow MoreRelatedOutsourcing : Human Resource Activities1299 Words   |  6 Pagesand responsibilities on HR in organizations, it outsources some of its organizational activities to line managers to carry out. Although, this form of practice does not involve training, hence I will say it is quite cheap for organizations to carry out because it relieves itself from some duties but it tend to limit the capabilities of the HR practitioners in organizations i.e. instead of adopting the need to in-source, they outsource. 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When one speaksRead MoreThe Hilton Chain Double Tree3464 Words   |  14 Pageschecking Tripadvisor and our SALT (satisfaction and loyalty tracker) is part of the daily routine of every manager/supervisor and of the HR in order to ensure that every team member is working in the right direction to contribute to achieve our annual targets. Considering how important is the contribution of every single team member to achieve our targets the HR practitioner role is absolutely central for the organisation success: first of all at Double Tre e we aim to hire the right people. Every team memberRead MoreStrategic Human Resource Management1158 Words   |  5 Pagesâ€Å"Strategic Human Resource Management† Introduction Human resource management (HRM) has it own challenges, but management is more focus on what HR can offer their organization in the future. Looking back to the evolution of human resource field, it has followed the history of business in the United States and most western countries. HR has evolved from personal management to human resource management and from HRM to the modern term of Strategic Human Resource Management (SHRM). The purposeRead MoreManaging Diversity Through Human Resource Management1056 Words   |  5 Pageshelp researchers identify key areas for future research and guide practitioners to formulate and implement diversity appropriately. A diverse workforce comprises a multitude of beliefs, understandings, values, ways of viewing the world, and unique information. Rapid internationalization and globalization has enhanced the significance of workforce diversity via cross cultural and multi cultural exchange. Major Issues amp; Objectives of HR Diversity Management Effective diversity first started toRead MoreCipd Level 34041 Words   |  17 PagesQualifications Framework.. The central purpose of the HRP is: * Those who are new to HR * People who are interested in a move into HR * Those who are working in HR in a support role and wish to develop their knowledge and skills * Line managers who are involved in HR and those who have responsibility for HR activities and decisions within an organisation without a specialist function * HR staff who do not have sufficient qualifications to undertake CIPD intermediate or advance