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A Human Resource Management Approach
STRATEGIC COMPENSATION
Prepared by David OakesChapter 7Building Internally Consistent Compensation Systems
Internal Consistency Compares value of a job against others Represents job structure or hierarchy Job descriptions are its cornerstone Recognizes differences in job characteristics
Job Structure Processes Job analysis A descriptive procedure Identifies & defines job content Job evaluation Reflects value judgments Compensation systems set pay levels
Worker Requirements Skills Education Experience Licenses Permits Special abilities
Job Analysis Process Determine job analysis program Select & train analysts Direct job analyst orientation Conduct the study Summarize results: write job descriptions
Job Analysis Data Gathering Methods Questionnaires Interviews Observation Participation
JOB ANALYSIS UNITS Elements Tasks Position Job Job family Occupation
S O C Standard Occupational Classification System Office of Management and Budget Replaces DOT Lists 23 Occupational Groups, 98 Minor Groups 452 Broad occupations 822 Detailed occupations
Sources Job incumbents
Supervisors
Job analysts
Writing Job Descriptions Should Include Job title Job summary Job duties Worker specifications
Legal Considerations Equal Pay Act Must justify pay differences FLSA Determine exemption status ADA Determine essential job functions
ADA GuidelinesEssential Job Functions Position has an essential function Requires high skills or expertise Decided case - by - case Non - essential jobs are marginal
O*NET Categories Experience requirements Occupational requirements Occupation specific requirements Worker requirements Worker characteristics Labor market characteristics
ExperienceRequirements Experience & training Related work experience On - site training On - the - job training Apprenticeships Licensing Licenses & certificates Formal education
Occupation Requirements Occupational skills Occupational knowledge Tasks Duties Machines Tools Equipment
Worker Requirements Basic skills Cross - functional skills Knowledge Education
O*NET Sources Libraries, public & academic U.S. Government Printing Office http://www.doleta.gov American Psychological Assoc An Occupational Information System for the 21st Century: The Development of O*NET
Universal Compensable Factors Skill Effort Responsibility Working conditions
Job Evaluation Process Steps Select technique Choose committee Train members to evaluate Document plan Communicate with employees Set-up appeals process
Point Method Steps Select benchmark jobs Choose compensable factors Define factor degrees Determine weight of factors Determine point value Verify factor degrees & point values Evaluate all jobs
Job Evaluation Qualitative Approaches Simple ranking plan Paired comparisons Alternation ranking Classification plans
Alternatives To Job Evaluations Market pay rates Pay incentives Individual rates Collective bargaining