Question

There has been little communication regarding how the company is doing since your arrival as the Human Resource Manager of Acme Manufacturing. Leadership of the company has noticed this as well, and the CEO has called you to her office for a meeting.

The CEO explains that the company does not have a compensation structure for the nonrepresented management employees. She explains that there is a need for an overall job analysis process and that this work must be completed and approved by the board during its meeting in 2 months. She hands you a report from an external consultant to the board's Compensation Committee outlining the elements needed, as follows:

• Develop and explain the different requirements that could be used in the recruitment and selection process for managerial positions in the corporation. This should include a discussion about what may be unique about managerial requirements as compared to other roles.
• Explain the important steps of job analysis, job design, job description, and job specification as they relate to this project. Ensure that you provide substantial detail in your response.
• How would you evaluate the relative worth of these management jobs in the company using the job evaluation process? Where would these managerial roles fall within the company’s compensation structure? Ensure that you explain how you made this decision.

Prepare a 5–7-page report for the CEO that responds to the 3 requirements listed above. The report will be given to the Board of Directors, so it must be formatted professionally, and you should cite any references used in proper APA format.

Answer 1

Question 1: Develop and explain the different requirements that could be used in the recruitment and selection process for managerial positions in the corporation.What may be unique about managerial requirements as compared to other roles?

Answer: Recruitment process is the first step of manpower sourcing in the organization where we decide and set the parameters to look for eligible prospective candidates for the job.

A pool of candidates is made during recruitment process where we assess the applications as per our HR needs and select the best ones for selection process.Selection is the negative process where we mostly reject or screen out the selected applicants got from the requirement process who do not fit into our requirements and finally opt the only desired and well suitable applicants for the job placement.

Different requirements used in recruitment and selection process for managerial position in the corporation are -

i.Size of corporation- We could only employ Manpower to that much extent only that are manageable and affordable within the premises of the corporation.We need not to oversize the staff .

ii.Salary - The salary would be based as per the qualification,experience,referrals of the prospects and the budget allotted to HR Department.Hence there would be variable salary structure all across the departments due to relative work productivity of the employees.

iii.Work Culture- We would employ only those prospects who seems to well fit into our work culture as per evaluation done between the recruitment process as any misfit employee would surely cause problems in the management in long run which would need to be avoided.

iv.Economic Cycle- The current business scenario, Growth rate ,The state of current economy would determine our policy to hire or fire Human resource in the corporation.

v.Growth rate of organization- The current financial state would be an important factor in hiring the employees as we could only afford to hire employees when we are in financially healthy and growth state and would avoid Recruitment during distress period in the corporation.

vi.Skill- Skills required by the corporation and the skills possessed in the prospective employees would be a deciding factor to induct the candidates who could work for best productivity for the corporation.

vii. Multi role job specification- Our corporation need a manager of multi skilled player who could perform any assigned task in any department as per the arisen need of the corporation it could reduce the burden to hire extra manpower.

Uniqueness about managerial requirements as compared to other roles-

> Managerial roles are more demanding post than other roles due to its multi role feature.

> Managerial roles need greater qualification and expertise than other roles thus their role becomes more important than other roles in the corporation.

> Managerial roles supervises the other roles thus they enjoy greater autonomy in their work than other roles

> Managerial roles needs challenging work which are not their in other roles

> Managerial roles are the lifeline of corporation as it is this role which pervades in the entire workforce of the organization and supervises the work.

Question 2: Explain the important steps of job analysis,job design,job description and job specification as they relate to this project.

Answer: Steps in Job analysis-

i.Time for conducting job analysis- The appropriate time should be taken for Human resource planning before a long time when the actual need arises for getting manpower,so that proper recruitment process should be done in time and placing the right candidates on time .

ii.Collection of information related to job- The Dynamic requirement in the job, work procedures required would be made in this process after going through past employees recommendations and the expert analyst's suggestions.

iii.Preparing job description- This includes describing the activities and mannerism in which the job is ought to be done by the employees

iv.Prepare job specification- It mentions the minimum eligibility criteria /mandatory work skills required in the person for the job advertised.

v.Report preparation- The job analyst make it and report to the top management which includes the hiring policies,best work practices,compensation policies for the efficient running of the corporation.

Steps in Job Design -

i.Decide the contents for the job

ii.Decide the manner and the work procedures to get the job done

iii.Optimize the work by proper allocation process of the work to each workers across the staff line

iv.Division of labor would be done so that the best man is placed for the right job as per his competency

v.Organizational relationship - the management should clear the chain of command which would prevails throughout the work system within the organization

vi.specification of job would be done so that employees will be adequately known of their responsibilities and attributes of work.

vii.Job simplification would be done by making the work realistic and ease of doing for the employees

Steps in Job description-

i.Job Title-It would mention the type and domain of work

ii.Duties- it will present the enumerated tasks assigned to the jobs

iii.Skills and competencies- it will include the required skills and competencies required for the job position

iv.Relationships- It will present the work affiliation of the employees to their departments ,superiors and across the staff line

v.Salary- It will state the compensation policies ,pay scale ,incentives attached to the job

Steps in Job specification-

i.Educational qualification- It will mention the minimum educational qualification required to apply for the post and which would be extensively required in doing the work

ii.Experience- It includes all te prior work experience in the form of apprenticeships,internships and on job training required in order to make eligible contenders for the job

iii.Skills and knowledge- The technical,administrative and managerial expertise required is mentioned here

iv.Personality Traits- The desired traits of managerial competency and business acumen are stated here which are assessed in the candidates and are taken into consideration in providing the jobs .

Question 3: How Would You evaluate the relative worth of these management jobs in the company using the job evaluation process?

Answer: The evaluation of the management jobs of the newly recruited managers would be done through rigorous monitoring of the progress report of their work .some of those techniques are as follows -

i.Defining Goal- The established work standards and ethics protocols would at first established and made understand to the employees so they work in adherence to it throughout their career.

ii.Performance rating- The performance measures of the employees would be measured on various appraisal rating charts so as to have a real time analysis of performance graph

iii.Performance feedback- The feedback of review panels of the HR Team would be regularly taken and the employees will be given their performance review on regular intervals so that they improvise their work procedures.

iv.Self evaluation system- In this mechanism the immediate superior would make his subordinate accountable for the work and the subordinate would be regularly mentored so that both work for continuous reform in the performance in constructive manner.

v.Documentation of employee progress- The well manner full description of the employee's work performance would be tabulated in annual report of the employee review so that the management can get an overview of the employee's work throughout the year and could decide for their promotion and future appraisal.

Question 4: Where would these managerial roles fall within the company's compensation structure?

Answer: The managerial roles would fall in company's mid to high wage scale compensation structure.as managerial roles are taken by Management graduates or professionals with relevant experience and expertise that is why we ought to well pay them as per their work contribution which are mostly significant to the corporation.

But in order to relax the budget constraints we could aptly divide the compensation structure in following manner for better financial management with respect to compensation structure-

i.Fresher trainees- We would pay them relatively on minimum low payment scale as compared to senior managers as they do not possess much experience and it would take them significant time to advance in corporate ladder.

ii.Mangers of mid level positions- Mangers holding position in executive positions in the departments would be paid a sober compensation as they possess work experience and skills so we ought to pay them a slightly better package

iii.Senior top level management - The top functionary level managers with broad range of experience and expertise would be paid the highest compensation as their contribution are of extreme importance.