Each of these aspects has its own part within the overall strategic plan of the organization: Staffing includes the development of a strategic plan to determine how many people you might need to hire. Based on the strategic plan, HRM then performs the hiring process to recruit and select the right people for the right jobs.
Work Environment Compensation, benefits, and job analysis specialists held about 91, jobs in and worked in nearly every industry. Many specialists work for large firms, such as those found in the finance and insurance and healthcare industries.
Many also work for government or educational institutions. Compensation, benefits, and job analysis specialists typically work in offices. Work Schedules Most compensation, benefits, and job analysis specialists work full time during regular business hours. Many have a degree in human resources, business administration, finance, or a related field.
Not all colleges and universities offer an undergraduate degree in human resources, but many offer courses in human resources management, compensation analysis, and benefits administration. Students with a background in other disciplines, such as psychology or sociology, would also benefit from taking courses in business, management, finance, and accounting.
Work Experience in a Related Occupation For many jobs, compensation, benefits, and job analysis specialists must have previous work experience. Employers commonly require that the previous experience includes performing compensation analysis, benefits administration, or general human resources work.
Experience in related fields such as finance, insurance, or business administration can also be beneficial. Jobseekers without a degree in human resources must have relevant work experience.
Some workers may gain this experience through internships. However, most gain experience working in human resources. Licenses, Certifications, and Registrations Many professional associations for human resources professionals offer classes to enhance the skills and credibility of their members.
Some associations, including the International Foundation of Employee Benefit Plans and WorldatWorkoffer certification programs that specialize in compensation and benefits. Others, including the HR Certification Instituteoffer general human resources credentials.
Although not required, certification can show professional expertise and credibility.
In fact, many employers prefer to hire certified candidates, and some positions may require certification. Certification programs for management positions often require several years of related work experience to qualify for the credential.
Advancement Compensation, benefits, and job analysis specialists may advance to compensation and benefits manager or human resources manager positions. Workers typically need several years of experience to advance.
Personality and Interests Compensation, benefits, and job analysis specialists typically have an interest in the Persuading and Organizing interest areas, according to the Holland Code framework.
The Persuading interest area indicates a focus on influencing, motivating, and selling to other people. The Organizing interest area indicates a focus on working with information and processes to keep things arranged in orderly systems.
If you are not sure whether you have a Persuading or Organizing interest which might fit with a career as a compensation, benefits, and job analysis specialist, you can take a career test to measure your interests.
Compensation, benefits, and job analysis specialists should also possess the following specific qualities: Many compensation, benefits, and job analysis specialists perform data or cost analyses to form logical conclusions.
For example, they may analyze the cost of choosing a particular salary scale for a class of workers. Compensation, benefits, and job analysis specialists must understand basic finance and accounting.
Compensation, benefits, and job analysis specialists often work with employees throughout their organization to provide information on compensation and benefits.
They may give presentations or advise managers or employees about compensation policies or benefit plans.
Compensation, benefits, and job analysis specialists must think critically when evaluating job positions, salary scales, promotion practices, and other compensation and benefits policies. Compensation, benefits, and job analysis specialists must pay attention to detail, especially when ensuring that the organization is compliant with federal and state laws.
The median wage is the wage at which half the workers in an occupation earned more than that amount and half earned less. Most compensation, benefits, and job analysis specialists work full time during regular business hours.
Job Outlook Employment of compensation, benefits, and job analysis specialists is projected to grow 6 percent from toslower than the average for all occupations. As compensation and benefits plans become increasingly complex and costly, companies will need specialists to analyze and administer these plans and programs.
Due to healthcare reform and rising healthcare costs, organizations will need benefits specialists to analyze, choose, and update their benefits policies. Employee wellness programs are also becoming increasingly popular as a way to reduce healthcare costs. Organizations will need benefits specialists to design, analyze, or administer these programs.
To attract and keep highly qualified workers, organizations offer competitive compensation packages. To allocate their limited compensation funds effectively, many organizations are using strategies such as pay-for-performance plans, which may include bonuses, paid leave, or other incentives as part of the compensation package.Chapter 3 Review Questions for MAN final exam.
STUDY. PLAY. The gap between current workforce size and available workforce size is a critical part of the reconciliation process.
FALSE. In regression analysis, historical predictors of workforce size, like sales or new customers, are used to predict staffing levels. Job analysis processJob analysis process PB/Chapter 3/Haniza/PSA Identification of job analysis purposeIdentification of job analysis purpose To determine its need and desired output.
Spending human efforts, energy as well as money is useless until HR managers don’t know why data is to be collected and what is to be done with it. Job analysis (also known as work analysis) is a family of procedures to identify the content of a job in terms of activities involved and attributes or .
Human resource managers are concerned that as the workforce ages, increases in retirement, will lead to shortage of skilled workers in some fields. TRUE Federal laws prohibit labor unions from bargaining regarding any .
Sales manager job description Sales managers are responsible for helping their reps meet individual quota, getting the team to hit quota, forecasting sales and running sales reports, providing mentorship and training, recruiting, hiring, and onboarding new salespeople, and more.
Business Analysis; Business Analyst Job Description Becoming a successful business analyst takes core business skills and specialized knowledge that will advance a firm’s objectives, and contribute to its remaining competitiveness in a complex economy.
Business Intelligence and business analysis are a critical part of any organization.