Conducting an Interview

HRM:568

Dr. Jack Huddleston  

May 22, 2016

HR functions and an assessment of their significance in adding value to my HR department in support of the company’s vision and mission 

My company has selected three favorable human resource functions that will support its vision and mission. The functions will help in adding value to my human recourses department. They are the most suitable in the current situation.

a) Recruitment

Recruitment processes are determined by how many positions are filled and the amount of time taken to fill those particular positions. There are recruiters who play a key role in providing staffing services and recruitment for prospective employees. Recruitment in the human resource department involves the advertisement of job postings, sourcing candidates. Candidates are screened and hiring processes coordinated as well (Lee, 2013). In this case, the managers are the ones given the final task of selecting the candidates.

b) Compensation and benefits

Compensation and benefits function ensures that all the employees rightfully get every penny that belongs to them. The function will ensure that all compensations and benefits are deeply looked into in accordance with labor relations. The function will need to be handled by only one human resource specialist, but who holds the experience of a dual expertise. The functions will include; the evaluation of competitive pay and setting of compensation structures. The specialist is also expected to negotiate the rates that are charged for health coverage with the insurers. Retirements, benefits, and savings will also be looked into.

c) Training and development

As a company that values our employees, we are determined to provide our employee with tools that are necessary for their success. It will be unjust and inconsiderate if we just bring new personnel on board without equipping them fully. It will be against the company’s culture. There is, therefore, need to ensure smooth ushering in of new employees by giving them enough training. This function will ensure that professional development and leadership training are provided. Leadership training will be required by the promoted staff and the newly employed. The entire process is required to help the management team to be able to handle employees at a higher departmental level. Opportunities for professional development are for those looking for promotions or employees who are still going on with their education.

Job description for a compensation and benefits specialist

Overview

We are looking for bright and qualified individual to fill in the place of Compensation and benefits specialist. The main duty is to administer and oversee smart benefits and perfect rewards for the employees. General work will be to assess the needs of personnel and draft targets of programs that will raise the level of performance, satisfaction and organizational trust(Lee, 2013). The goal will be to retain, attract and motivate the high quality of employees.

Responsibilities

(a) Define an equitable, fair and competitive compensation package which is aligned with organization objectives and will fit our company’s business goals and strategies.

(b) Development of a consistent compensation plan that is in line with the organizational objectives and culture.

(c) Ensure that all legal procedures are considered during compensation.

(d) Use various techniques and methods and decisions made on indirect financial, direct financial or nonfinancial compensation be data based.

(e) Assessment of employees’ needs, to know the things that motivate them and also engage them.

(f) Preparation of job analysis, job evaluations, job descriptions and jobs classifications.

(g) Participation in labor and salary market surveys(Ferrazzi, 2012). This is for you to be updated with prevailing benefits and pay rates.

(h) Deployment of success metrics and communication strategies.

(i) Being aware of the emerging trends, best practices and issues facing the entity in the competitive industry.

(j) Conducting of periodic audits and preparing reports.

Requirements

i. Ability to prove that you have enough experience in the field and you have worked before as a compensation and benefits specialist.

ii. Possess enough working knowledge of job analysis and job evaluation systems.

iii. Be updated with the current rules and regulations in the labor sector

Familiarity with different types of benefits and incentives

iv. Extensive knowledge of MS Office and HRIS

v. Strong analytical and quantitative skills.

vi. Be a holder of BS degree in human resources, finance or business administration.

Recruitment and selection method to attract the best quality candidates for these positions

The selection method suitable will be that of ascertaining jobs skills. It is known very well that a CV can be sugar coated. Putting the candidates into task will help them prove themselves and this will have made sure that the company has the right employees. The overall best-recruiting method for my organization will be internal sourcing (Ferrazzi, 2012). Internal sourcing will work for the organization because most of the candidates will already be well informed and familiar with the company’s operations. As far as experience is concerned, internal sourcing will be the right direction to take.

Considering that most of the candidates will be from the organization, training costs will also be minimal. In the case of the best selection method to facilitate choosing the best candidate, structured interviews give candidates an equal ground to provide information and are consistently and accurately assessed. Structured interviews are the most popular method and are more personal as opposed to assessment methods. The method can evaluate a competency which is difficult to measure using assessment methods. The candidates’ responses are evaluated and rated using the same scale.

Compensation and benefit package

2) Taxes are to be applied on a basis of 7.65% of the individual incomes for all employees. Health insurance is mandatory for the benefit of all employees in this organization. Every employee will be allocated $2000 per annum for medical insurance and a combined benefit of $4000 per annum.

3) Group disability and life insurance package. Short term disability is medically catered for by the organization. Coverage begins after the 12-week medical leave until the age of 50 when the problem is completely handled and the employees back on their feet.

4) Tuition reimbursement plan. The organization should provide funding for each reimbursement for every employee. 1% is allocated per salary, and every employee gets a $400 allocation annually. This way, training and development, as well as employee education, will be looked into.

The compensation and benefits package is a true investment to the organization as well. Considering the provision of pension funds, the entity is bound to have secured the future of its employees. Employees are clearly considered in the whole package as well, as evidenced by the inclusion of insurance schemes and medical covers. Employees in the organization end up feeling highly encouraged and are more productive as their sensitive problems are equally taken care of. Productive and motivated personnel are bound to increase the effectiveness of operations in the entity. Increased productivity means increased sales. Increased sales reflect to increased profitability of the organization. Increased profitability leads to increased competitive advantage as a result of the increased returns in the entity. The implementation of this benefit package is, therefore, highly beneficial and will help increase the average return on investment in my organization in the competitive industry.

References