Compensation Decisions
Compensation Decisions
Amy Heuston
Keller Gradaute School of Management of DeVry University
HRM590: Human Resource Management
Course Project
Submitted to
Dr. Judy Bullock
February 24, 2013
As a human resource manager, most people believe that our job is only to fix problems within the workplace or terminate employees who are not performing up to the standards of the company. Without knowing fully exactly what the position entails, this misconception will continue. Today I will be sharing a small yet important process that falls into the hands of the human resource manager. This process is the hiring process. It is a process that involves several steps to ensure that the company retains the best candidate possible to fulfill the position which is being offered. Within the hiring process fall several key components that help to ensure that the candidate will fit in with the structure of the company. Included in this process are recruiting, hiring, evaluating, and compensation. Each step has additional factors which play a part in the overall process. I will be breaking down the process by categories, and explaining in depth exactly what goes into selecting the future employee. To begin, as with any search we must first decide exactly what we are aiming to achieve. In order to narrow down the selection, as a department we must come up with key question that identify what qualities we are looking for to fulfill the position. This process can be easily accomplished by creating a task analysis. A task analysis will help to determine exactly what needs to be completed within the new position. A complied list of assignments that need to be fulfilled will help to create the job analysis. Once the task analysis is completed, a job analysis can be formulated. With any job analysis, we aim to select the right candidate to ensure that the company’s goals will be reached. A job analysis consists of creating the job summary,
Amy Heuston
Keller Gradaute School of Management of DeVry University
HRM590: Human Resource Management
Course Project
Submitted to
Dr. Judy Bullock
February 24, 2013
As a human resource manager, most people believe that our job is only to fix problems within the workplace or terminate employees who are not performing up to the standards of the company. Without knowing fully exactly what the position entails, this misconception will continue. Today I will be sharing a small yet important process that falls into the hands of the human resource manager. This process is the hiring process. It is a process that involves several steps to ensure that the company retains the best candidate possible to fulfill the position which is being offered. Within the hiring process fall several key components that help to ensure that the candidate will fit in with the structure of the company. Included in this process are recruiting, hiring, evaluating, and compensation. Each step has additional factors which play a part in the overall process. I will be breaking down the process by categories, and explaining in depth exactly what goes into selecting the future employee. To begin, as with any search we must first decide exactly what we are aiming to achieve. In order to narrow down the selection, as a department we must come up with key question that identify what qualities we are looking for to fulfill the position. This process can be easily accomplished by creating a task analysis. A task analysis will help to determine exactly what needs to be completed within the new position. A complied list of assignments that need to be fulfilled will help to create the job analysis. Once the task analysis is completed, a job analysis can be formulated. With any job analysis, we aim to select the right candidate to ensure that the company’s goals will be reached. A job analysis consists of creating the job summary,