Finalizing Pay Structure

Internal consistency

By: Ayanna Knight

Course: Total Rewards 21EW5

Date: May 23,2021

Internal Consistency: Job descriptions

As far as this Milestone one is concerned that deals with addressing the internal consistency component of the pay structure, the involved people that will be of key considerations are benefits manager and also that of the production worker. Therefore, the job descriptions of these people will be analyzed and these will be in line with the case scenario that has been designed. When it comes to the job descriptions for a benefits manager, it is important to claim that one of the requirements for this job position is that the individual will be required to have a Bachelor’s Degree in Management or a related field. In case any individual comes with a higher level than that of a Bachelor’s degree, then the same individual will be advantaged and the company may also be at a point of giving the position to this individual.

The other requirement is that of a job experience where the individual is required to have a minimum of three or five years of working experience since this will mean that the person is well-equipped to deal with the roles and duties as well as responsibilities associated with this job position. There is also a requirement such as being an effective communicator and one who can collaborate with the other members of the organization especially the human resources department since this is a department that this individual will have to work with closely. Therefore, all of the above descriptions are those that are associated with this job among others such as holding a high professional conduct and ethics within the concerned organization.

The other job description is that of the production worker. Just like the other individual, this is a job that will require holding a Bachelor’s degree in production line or plant management. The reason for this requirement is that the person has to ensure production is done at a lowered cost so that the firm may realize some benefits out of the production activities that it will be engaging in. The individual or job position is also required to have skills for assembling as well as checking the parts of production and also making sure that all the machinery is at a point of running smoothly and also aiding in the shipment of the production items that may be required for production to take place. There is also a requirement such as being at a point of facilitating bulky production by integrating production lines and systems. Different products may be produced at the same time as opposed to producing a single commodity or producing different units singly. Effective communication and collaboration is also a requirement for this job since as a production worker, the individual will have to communicate and collaborate with the other workers in the line of production to avoid instances of working singly since the best results can be achieved when individuals work as a group instead of doing so singly.

Internal Consistency: Job evaluation

Job evaluation for an administrative assistant

Among the notable ways of evaluating an administrative assistant is based on the organizational skills. The assistant is required to have effective skills of organizing and the involved exercise is that of organizing the data of the organization in a manner that it may be seen appropriately, (Simpson, 2016). The other basis of assessment includes having effective communication skills, time management, as well as software use skills. The calculation will be as follows;

Total Costs (TC) = Fixed Costs (FC) + Variable Costs (VC).

Therefore, whenever the right person will be obtained, the total costs will be reduced since the costs of redoing jobs will be dealt away with or minimized to a great extent. As an example, if FC used to be $120, 000 while VC was $150, 000 then after acquiring the right employee, FC may decrease to $100, 000 and VC to $130, 000

Computation will be as; TC = FC + VC which is $100, 000 + $130, 000 = $ 230, 000 and this will be less than the previous cost which was $ 120, 000 + $ 150, 000 = $270, 000.

The rationale for assigning this job to job families is that a high need for checking the administrative costs is paramount and it can only be attained through working in collaboration, i.e., job families.

Job evaluation for operations analyst

The key elements of evaluating this person will be based on how well the person analysis the operations, policies as well as the procedures of the firm. The same individual will also be evaluated on the skills possessed or competencies of identifying any shortcomings within the organization in case they tend to appear or any available opportunities for improving as well as developing. The calculation of the aspects of this person will be based on the profitability level of the firm.

As an example, Profit = Revenue obtained – the costs of operating or production.

Therefore, after getting the right person for the job position, profit will rise and this may be as follows;

If revenue generated has increased to $ 220, 000 and the costs of operating has been $ 150,000,

Then profit will be $ 220, 000 - $ 150,000

= $ 70,000

The rationale for assigning the jobs to job families is that the operation costs of a company needs to be kept under check and this requires a thorough analysis which may be done through working closely, i.e., similar jobs in the field.

Job evaluation for a production worker

The key aspects of evaluating this worker will be based on how well the individual aids in proper functioning of the assembly lines within the factories and also in the warehouses. The individual can also be evaluated based on how well he or she reduces injuries that may be experienced in the lines of production, (Sirbu, 2014). The other point of evaluation will be based on producing different units in conjunction instead of producing units singly. As a result, the calculation will also be based on Total costs of operating.

TC = FC + VC

When the production worker is evaluated as above, TC will reduce. Let’s say FC will be reduced to a lower value of $ 140,000 from $ 160,000 and VC reduces to $ 150,000 from $170,000;

Then TC will be $ 140,000 + $ 150,000 = $ 290,000 which is reduced from the previous value of $ 170,000 + $ 160,000 = $ 330,000.

The rationale for assigning jobs to job families entail trying to tell how producing units may be done through integrating operations instead of producing units singly. The activity is one that could be done best by engaging in grouping related activities.

Job evaluation for a benefits manager

The benefits manager will be evaluated based on how well the person prepares fair as well as attractive benefits and bonus programs. The person will also be evaluated based on how effective that the benefit packages are in line or in terms with the level of satisfaction of the employees. The calculation will also be based on the profitability of the company. As such, profit will be revenue generated minus the costs of operating and compensation costs and the main focus will be on the costs of compensating people.

Profit = Revenue - (TC + Compensation costs).

Therefore, when the managers compute benefits and compensation programs effectively, then the compensation costs will decline and this will boost the level of profit for the company.

The rationale for assigning jobs to job families entail trying to ensure that benefits given to the employees are those that are minimal by working in collaboration as a way of ensuring that the profitability level of the company remains at the peak. The reasoning behind this aspect is that related jobs or activities have to be classified together so that benefits and compensation amounts might not negatively affect the financial position or capability of the firm through spending large sums of money to compensate the workers.

Internal Consistency: Job families

References

Mike Simpson. (2016). Administrative Assistant Job Description and evaluation (Skills, Duties, Salary, Certification & More).

Sirbu J. (2014). Analysis and evaluation of jobs. Important elements in the workplace and what they mean for an organization.

Dilys Robinson. (2018). Job families and other taxonomies.