1ol 325 Milestone One Guidelines And Rubricoverview The Importance Of ✓ Solved
1 OL 325 Milestone One Guidelines and Rubric Overview: The importance of compensation varies depending on the viewpoint, as stated by Barry Gerhart and Jerry Newman in Compensation. Society views compensation as a measure of justice; managers may view compensation as a major expense or a motivator; employees view compensation as an entitlement or as an incentive. Regardless of the viewpoint, fairness and equity are essential. Compensation must also be up-to-date, competitive in the market, and easy to understand. Aligned pay structures support the way the work gets done, fit the organization’s business strategy, and are fair to employees.
Organizations typically task an in- house human resource (HR) professional or hire an HR consultant to create and maintain the company’s pay structure. Prompt: In Milestone One, you will address the internal consistency component of a pay structure using the specially designed case scenario. Read the Final Project Case Study (linked to in your course) for detailed information on the requirements for this project. Specifically, you must address the critical elements listed below. Internal Consistency: A.
Create complete job descriptions for the benefits manager and production worker position using O*NET. Note: There may be several versions of these positions on O*NET. You should create personalized job descriptions that are tailored to the company. B. Calculate the job evaluation points for the administrative assistant, operations analyst, production worker, and benefits manager jobs.
Provide a rationale for assigning specific weights and degrees to the various jobs. Use the job descriptions you created in section one, as well as the job descriptions in Appendix A of the final project case study, as a reference. Note: The weights, broken down by the compensable factors, must total 100%. C. Create job families for all the roles at the Rockville location.
The families may be illustrated in a table or bullet format. List positions within each family based on the difficulty level. Provide a rationale for why jobs were assigned to the various families. Rubric Guidelines for Submission: Your final project will be a Word document, approximately 5–9 pages in length (plus a cover page and references) and must be written in APA format. Your Word document may include Word tables, Word lists, Excel screenshots, and rationale in written paragraphs.
Use double spacing, 12- point Times New Roman font, and one-inch margins. Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value Internal Consistency: Job Descriptions Provides complete job descriptions tailored to the company Provides job descriptions that are incomplete or are not tailored to the company Does not provide job descriptions required 25 2 Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value Internal Consistency: Job Evaluation Provides complete job evaluations for all identified job descriptions and explains rationale for assigning specific weights and degrees to the jobs Provides incomplete job evaluations for all or some of the identified job descriptions or does not explain rationale for assigning specific weights and degrees to the jobs Does not provide complete job evaluations for identified job descriptions and does not provide rationale for specific weights and degrees to jobs 35 Internal Consistency: Job Families Provides logical job families for all job roles and explains rationale for why jobs were assigned to the job families Provides illogical job families for some of the job roles or does not explain rationale for why jobs were assigned to the job families Does not provide job families and does not provide rationale 20 Articulation of Response Submission has no major errors related to grammar, spelling, syntax, organization, or citations Submission has major errors related to grammar, spelling, syntax, organization, or citations that negatively impact readability and articulation of main ideas Submission has critical errors related to grammar, spelling, syntax, organization, or citations that prevent understanding of ideas 20 Total 100%
Paper for above instructions
The importance of compensation as a component of human resources management cannot be overstated. Barry Gerhart and Jerry Newman (2010) highlight that compensation serves multiple purposes, including functioning as a measure of justice from a societal perspective, a significant expense for managers, and a motivator for employees. This makes it imperative to create a pay structure that emphasizes fairness and equity. This paper will cover the internal consistency of compensation structures through job descriptions for a Benefits Manager and a Production Worker, the evaluation of jobs within the organization, and the establishment of job families.
A. Job Descriptions
Benefits Manager
Job Title: Benefits Manager
Department: Human Resources
Reports To: HR Director
FLSA Status: Exempt
Job Overview:
The Benefits Manager is responsible for the administration of employee benefits programs, ensuring compliance with legal standards, optimizing benefits budgets, and designing new employee benefits plans.
Key Responsibilities:
- Administer and manage employee benefit programs, including health insurance, retirement plans, and wellness programs.
- Review and update benefit policies based on changes in laws and organizational needs.
- Conduct market research to benchmark benefits competitiveness.
- Provide guidance to management on benefits-related issues.
- Lead open enrollment periods and communicate benefits choices effectively.
Qualifications:
- Bachelor’s degree in Human Resources, Business, or a related field.
- Minimum of 5 years of experience in benefits administration.
- Knowledge of federal and state regulations concerning employee benefits.
- Excellent interpersonal and communication skills.
Production Worker
Job Title: Production Worker
Department: Manufacturing
Reports To: Production Supervisor
FLSA Status: Non-Exempt
Job Overview:
The Production Worker is responsible for operating machinery, manufacturing products, and adhering to quality control standards in the production process.
Key Responsibilities:
- Operate industrial machinery and equipment safely and efficiently.
- Follow production schedules to meet output goals.
- Conduct quality control inspections at various stages of production.
- Maintain work area and equipment to ensure safety standards.
- Collaborate with team members to optimize production processes.
Qualifications:
- High school diploma or GED equivalent.
- Previous experience in a manufacturing environment preferred.
- Ability to lift heavy objects and stand for long periods.
- Basic math and reading skills.
---
B. Job Evaluation
The job evaluation process provides a systematic method for assessing the relative worth of jobs within an organization. This section focuses on evaluating the positions mentioned above: Administrative Assistant, Operations Analyst, Production Worker, and Benefits Manager. A point-factor system will be applied, using compensable factors such as skills, effort, responsibility, and working conditions.
| Job Title | Skills (30%) | Effort (25%) | Responsibility (25%) | Working Conditions (20%) | Total Points |
|---------------------|--------------|--------------|---------------------|-----------------------|--------------|
| Benefits Manager | 24 | 20 | 25 | 16 | 85 |
| Administrative Assistant | 18 | 16 | 16 | 12 | 62 |
| Operations Analyst | 26 | 22 | 24 | 17 | 89 |
| Production Worker | 15 | 22 | 18 | 20 | 75 |
Rationale for Weights
The specific weights assigned to each compensable factor were selected based on the nature of the job roles.
1. Skills (30%): This factor emphasizes the education and expertise needed. The Benefits Manager requires specialized knowledge of benefits administration, thus receiving a higher score.
2. Effort (25%): The physical and mental demands of the role were considered. The Production Worker has a physically demanding job, justifying a higher emphasis on effort.
3. Responsibility (25%): The extent to which the job impacts the organization was essential. The Operations Analyst has significant responsibility in data analysis and decision-making, hence the higher evaluation.
4. Working Conditions (20%): This factor considers the work environment. Production Workers are exposed to a manufacturing setting that can have hazards, leading to a higher rating in this category.
The total points reflect the relative worth of each role to the organization, with a considerable gap between the higher-end roles like the Operations Analyst and Benefits Manager compared to the Administrative Assistant and Production Worker.
---
C. Job Families
Creating job families provides a clear structure regarding how different roles fit within the organization. Below are the job families identified for the Rockville location, categorized based on the complexity of tasks and required skills.
Job Families
1. Administrative Job Family
- Administrative Assistant
- HR Coordinator
- Office Manager
2. Production Job Family
- Production Worker
- Machine Operator
- Quality Control Inspector
3. Analytical Job Family
- Operations Analyst
- Data Analyst
- Financial Analyst
4. Management Job Family
- Benefits Manager
- HR Manager
- Production Supervisor
Rationale for Job Families
Jobs were categorized into families based on a combination of common skills, responsibilities, and the necessary qualifications. For instance, the Administrative Job Family includes roles that focus on supporting organizational functions through office management skills. The Production Job Family encompasses roles that involve direct involvement in the manufacturing process.
The Analytical Job Family comprises positions that are centered on data analysis and decision-making, which is integral to driving business strategy. Finally, the Management Job Family contains leadership positions that require overseeing operations and strategic direction, necessitating a higher level of responsibility and skills.
---
Conclusion
The development of a compensation structure should take into account various factors including internal consistency and market competitiveness. The job descriptions created for the Benefits Manager and Production Worker serve to delineate clear expectations within the organization, while job evaluations ensure a transparent and fair assessment of roles. Furthermore, establishing job families helps to organize roles logically, enhancing clarity and operational efficiency. Each step taken in structuring compensation is vital for the organization’s overall success, fostering a culture of fairness and motivation.
References
1. Gerhart, B., & Newman, J. (2010). Compensation. South-Western Cengage Learning.
2. Milkovich, G. T., & Newman, J. M. (2020). Compensation (11th ed.). McGraw-Hill Education.
3. O*NET Online. (2023). U.S. Department of Labor. Available at: [www.onetonline.org](https://www.onetonline.org)
4. Bock, L. (2015). Work Rules!: Insights from Inside Google. Twelve.
5. Cascio, W. F. (2018). Managing Human Resources (10th ed.). McGraw-Hill Education.
6. Wright, P. M., & Boswell, W. R. (2002). Desegregating HRM: A Review and Future Directions. Journal of Management, 28(3), 501-517.
7. Becker, B. E., & Huselid, M. A. (1998). High Performance Work Systems and Firm Performance: A Synthesis of Research and Managerial Implications. Research in Personnel and Human Resources Management, 16, 53-101.
8. Dessler, G. (2020). Human Resource Management (15th ed.). Pearson Education.
9. Armstrong, M. (2020). Armstrong's Handbook of Performance Management. Kogan Page Publishers.
10. Heneman, H. G., & Judge, T. A. (2009). Staffing Organizations. South-Western College Publishing.