Milestone One

Tim Weaver

OL 325 Total Rewards

Southern New Hampshire University

January 23, 2022

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.

i. Job descriptions for the benefits manager

The benefits manager provides the organization’s employees the monetary value for the work they do based on the policies of the company. Some of the company’s benefits include bonuses, packages, salary, etc. Therefore, a company uses employee benefits to identify, keep and motivate employees for the job well done.

Key responsibilities

All the benefits managers that are really passionate about dealing with other employees need to embrace the following few well-used and tested tips that others have tried benefit managers:-

Experience

· Diversity. Understand the word not just in the terms of ethnicity, religion or culture but norms, rituals, values, virtues and perception

· Learn to be neutral in all sense. As a benefit manager, an individual must never have a hidden bias or prejudice as it will cause them to put on multiple layers/coat of lenses to view people, their attitudes and their actions. Their concern and focus is only on their job performance.

· Balance the feelings between work and people. Work is work and people are people. They need people to work and work requires people. They would need to spend a lot of time reading people, observing people, finding out underlying reasons for their behaviours and actions and relate them to HOW the work has been done, what is to be improved on and how to improve them.

· Emotions, tensions and aggression sometimes run high. As a benefit manager, you must never lose your temper, shout, admonish or do very “unprofessional” things even though your boss might be screaming at you to do it. Your boss only knows his rights; not that of the employee or the union of which he/she belongs to or legal policies subjected by the government and the HR Ministry. Sometimes, you might need to “undo” your bosses’ orders or instructions because they infringe on any of those rights. If not, as the benefit, you will be first one to face court charges as you are the valid representative of the organization’s HR sector, not your boss.

Qualifications;

· A diploma in HR will be fine

· Good interpersonal skills and an approachable, warm and friendly demeanour. Don’t forget patience, intuition

· Learn a little (on your own) about your company’s business, the jobs that people do in the other departments of your company

· Pick up psychology on your own if your course did not first give you an impression you needed it.

· Knows the laws and policies of your country and your company

· Read up areas on ethics and morality and how it often happens as dilemmas in every office (because people never do what they say they do honestly, truthfully and to the letter).

ii. Job descriptions for the production worker

The production worker has five responsibilities. Materials delivery and inventory is the first job. Knowing what parts are needed for the next weeks production and finding out where these parts are at is the production workers job. Lean manufacturing demands that all parts be delivered in a timely manner so that parts are not stored for months and arrive in time to be put on the assembly line with minimal handling. Next, the production manager has to be aware of timelines and delivery dates so that all products produced are delivered to the customer on time. Third, there is a need to communicate with all levels of management. These include maintenance, human resources, customer service and labour relations (Lipińska-Grobelny & Wasiak, 2010). Next, budget is important. Not only must goods be produced on time but they must be produced for a reasonable cost that includes profit and overhead. Finally, product quality control is the responsibility of the production manager. Products need to be periodically reviewed for conformity to specifications. Raw materials need to be tested for compliance with specifications. The last step occurs on the loading dock making sure all products produced are packaged properly and loaded on the truck in a manner that will minimize damage during shipment. Source: Quality Control Engineer for Army Armament Command.

Key responsibilities

A production worker’s job is somewhat similar like project manager. He/she is responsible for managing and organising the entire operation of film production like needs of production staff, assisting day to day production tasks, managing production schedule and making sure that there shouldn’t be any delay etc.

The core skills for this role are the budgeting and accounting. He/she should be experienced in these two skills set as this would be the primarily responsibilities for production manager (Lipińska-Grobelny & Wasiak, 2010). He/she should be effective in creating budget and in order to make budget he/she should have a strong understanding of the film industry like staff costing, electrician rate, production assistant cost, catering service cost and other days to day expenses. Apart from budgeting and accounting there are other set of responsibilities which a production manager should showcase and there are:

· Leadership: he/she will be in charge of leading a whole crew. A production manager should know about work delegations. he/she should effectively discuss the day to day tasks with his/her crew and delegate it to them.

· Communication: be confident and communicate in way that is understandable and concise. a large portion of the day for production manager is going to be spent talking to people and making sure that everything is going smooth and on time.

· Negotiating: as a production manager he/she should be able to negotiate deals and contracts all the time as it’s his/her job to set the budget as wisely as possible.

· Maintain schedule: it is production manager job to make sure that production runs to schedule and reporting the progress to producers.

· To inspect the job, Process, working of workers etc.

· To maintain ERP of company.

· To increase the production with minimum rejection as well as to maintain report.

· Also there are many duties such to meet customer requirement, to interact with client, to maintain shop floor etc. Also production Engineer can work in any sector as per your interest.

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%.

i. Job evaluation for the administrative assistant

Compensation factor Job evaluation for administrative assistant

Degree (1,2,3,4)weight Points

Skill (50%)

Level of education120%20

Degree of technical skills130%30

Responsibility (30%)

scope of control210%20

Impact of Job220%40

Effort (20%)

Degree of problem-solving220%10

Task complexity110%10

Total points130

ii. Job evaluation for the operations analyst

Compensation factor Job evaluation for administrative assistant

Degree (1,2,3,4)weight Points

Skill (50%)

Level of education110%10

Degree of technical skills220%20

Responsibility (30%)

scope of control330%30

Impact of Job220%20

Effort (20%)

Degree of problem-solving320%20

Task complexity210%10

Total points110

iii. Job evaluation for the operations analyst

Compensation factor Job evaluation for administrative assistant

Degree (1,2,3,4)weight Points

Skill (50%)

Level of education330%30

Degree of technical skills440%40

Responsibility (30%)

scope of control220%20

Impact of Job440%40

Effort (20%)

Degree of problem-solving550%50

Task complexity330%30

Total points210

iv. Job evaluation for the benefits manager

Compensation factor Job evaluation for administrative assistant

Degree (1,2,3,4,5)weight Points

Skill (50%)

Level of education330%30

Degree of technical skills550%50

Responsibility (30%)

scope of control440%40

Impact of Job550%50

Effort (20%)

Degree of problem-solving440%40

Task complexity550%50

Total points260

The Rationale for Assigning Specific Weights and Degrees to the above Jobs

A pay survey must often be conducted by the benefits manager to ensure the pay structure is competitive across every department within the organization. In addition, the market pay data must be collected from the appropriate labour markets for every benchmarked job to ensure all the pay survey data collected are valid (Lee et al. 2014). One of the most useful data to be used is the regional pay data that is collected because most of the administrative assistant, operations analyst, production worker, and benefits manager jobs will be filled with various candidates. Moreover, there is often a significant need to develop a harmonized pay survey and give it to the industry competitors for appropriate action. Another important source of the pay survey information is the descriptive organization data which belongs to the size, industry and annual revenue and the compensation data. However, the education level for each candidate is often important in driving a complex control and impact of every job. Although a company might often need an administrative assistant to perform most of the duties, such an employee who cannot effectively perform their duties can paralyze the entire organization in most cases. However, in case an operations personnel or analyst stopped identifying certain problems that affect the organization or evaluate the issues then such problems would negatively affect the company (Sostrin, 2013). That is so because the degree of their task’s complexity is much higher than that of an administrative assistant. Finally, the job of a manager is another one that can be more complex in nature and that would require an individual to perform the job duties assigned to them while managing others also, and that usually lead to the complexity of the position.

B. 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.

Job Families

Job Family Name	Nature of Work	Examples
Top Managers	Driving force behind the company; he or she will make things happen, put together the resources to support the company and take the product to the market place.	Chief Executive Officer (CEO) or President Chief Operating Officer (COO), Vice President of Operations or General Manager Vice President of Marketing or Marketing Manager Chief Financial Officer (CFO) or Controller Vice President of Production or Production Manager
Key personnel	Leaders for the operation and has overall responsibility for the financial success of the business. The operations manager handles external relations with lenders, community leaders and vendors. Frequently, this individual also is in charge of either production or marketing for the business. This person will set in motion the vision, strategic plan and goals for the business.	Operations manager. Quality control, safety, environmental manager. Accountant, bookkeeper, controller Office manager.  Receptionist.  Foreperson, supervisor, lead person Marketing manager Purchasing manager Shipping and receiving person or manager. Professional staff
Engineers/technicians	The work of an engineer typically includes designing and programming system-level software: operating systems, database systems, embedded systems and so on. They understand how both software and hardware function. The work can involve talking to clients and colleagues to assess and define what solution or system is needed, which means there is a lot of interaction as well as full-on technical work. Software engineers are often found in electronics and telecommunications companies. A computing, software engineering or related higher degree is often needed.	Software engineer Systems analyst Business analyst Technical support Network engineer Technical consultant Technical sales Web developer Software tester
Business Experts	One could argue that the absolute minimum is just sales/biz. And you then contract development – not advisable, but doable to develop an MVP – perhaps this is what David was referring to with just the Entrepreneur in the beginning. Even in mature companies the 'sales guys are always selling stuff we haven't built yet' – often true and much of the time necessary. Sell the vision, build an MVP (min. viable product), validate with customers, rinse, and repeat. Once you have the nucleus of a product that genuine customers with money have bought/WILL buy, then the next add is probably dedicated sales:	Entrepreneur/sales/business in one package Tech

Sales and marketing

You need to get customers lined up ready to buy before rev1 is ready. with customers lined up you will probably need to add to the tech team and if you can afford it a product person to focus FT on getting rev1 finished in alignment with customer needs.

Sales/biz/entrepreneur Tech Sales

References

Lee, Y., Choo, J., Cho, J., Kim, S. N., Lee, H. E., Yoon, S. J., & Seomun, G. (2014). Development of a standardized job description for healthcare managers of metabolic syndrome management programs in Korean community health centers. Asian nursing research, 8(1), 57-66.

Lipińska-Grobelny, A., & Wasiak, K. (2010). Job satisfaction and gender identity of women managers and non-managers. International Journal of Occupational Medicine and Environmental Health, 23(2), 161-166.

Sostrin, J. (2013). Beyond the job description: How managers and employees can navigate the true demands of the job. New York: Palgrave Macmillan.

,

External Competitiveness

Tim Weaver

Southern New Hampshire University

Total Rewards/ OL 325

February 6, 2022

Introduction

Human resource management is mostly presumed to be responsible for the recruitment and training of the task force, among other responsibilities like culture and character development in the workstation. The assumptions are valid, only that a lot has been left out in describing the full potential of the department and what it is capable of if the norms are implemented accordingly. The most important piece of the puzzle that is being left out is that the human resource department is the sole determinant of either success or downfall of an organization, explains: through strategic planning in managing and maintaining an organization’s asset which is the human workforce, a lot can be achieved. One of the common ways is through motivation and compensation, a good company knows the rule that well compensation to employees is an investment rather than an expense as many see it.

Well compensated and motivated employees will work extra harder as the odds of success would be doubled as they would not only be working their assigned tasks but also be targeting the motivation in place such as salary increments and allowance, trips, and sometimes educative workshops. In terms of salaries, the firm should be careful not to over or underpay as both result in serious consequences to the firm, underpayment means the salary is not competitive and the staff will quit to where they are properly acknowledged and appreciated for their inputs. Overpaying will strain the company’s budget (Toppinen et al., 2019). The balance between the two is what will determine the success of an organization, which leads to the significance of external competitiveness to a firm.

Through this model, it is a crystal of how salaries are generated to satisfy different professional roles as per their assigned responsibilities. They are calculated as below as per the survey conducted:

A: Weighted Means of the Base Pay

Administrative Assistant

These are individuals responsible for the day-to-day running of offices by managing and organizing the office work, their roles are key in an organization and so is their satisfaction compensation-wise.

Simple mean =

Simple mean = $ 35, 500

Weighted mean = equal weight to each job incumbents wage

Weighted mean = $ 35, 749.99

Operational Analyst

They are tasked with observing the company’s performance by reviewing the policies and evaluating them to ensure they are in line with the achievement of the firm’s objectives.

Simple mean =

=63,166.67

65,000

Weighted mean = $ 63,325

Production Worker

In this category, the personnel is mostly required in manufacturing and production firms where their technical skills are significant in the maintenance and running of the heavy production machinery.

Simple mean =

simple mean = $ 29,000

weighted mean = equal weight to each job incumbent’ wage

Weighted mean = $ 23,706.34

Benefits Manager

A benefits manager is the one responsible for the planning and organization of all the benefits in the workplace, they maintain an equilibrium between the two where the benefits and policies brought forward re of positive impact to the firm and are also in line with the government and company policies.

Simple mean =

Simple Mean = $ 62, 750

weighted mean = equal weight to each job incumbent’ wage

= weighted mean = $ 62,957.

Predicted Market Pay Rate

Job title	Weighted pay	Job Evaluation points
Administrative Assistant	35, 749. 99	130
Operations Analyst	63,325	210
Production Worker	23,706	110
Benefits Manager	62, 957	260

Adjusted Pay Rates

Job titles	Market Pay	Adjusted Pay Rates
Administrative Assistant	35749	36821.47
Operations Analyst	63325	65224.75
Production Worker	29115	29,988.45
Benefits Manager	62957	64,845.71

2

B: Predicted Bass Pay

Y = a+bx

Y= the predicted base pay.

Administrative Assistant

Y = 4380.039 + 244.5434(130)

Predicted base pay for administrative assistant = 36, 170.681

Operational Analyst

Y = a+bx

Y = 4380.039 +244.5434(210)

= 55, 734.153

Production worker

Y = a+bx

Y = 4380.039 + 244.5434(110)

Predicted base pay for Production worker = 31, 279.769

Benefits Manager

Y= a+bx

Y= 4380.039+244.5434(260)

The predicted base pay for the benefits manager is = 67, 961.323

C: Market Pay Line

D: Adjusted Pay rates

Job titles	Market Pay	Adjusted Pay Rates
Administrative Assistant	35749	36821.47
Operations Analyst	63325	65224.75
Production Worker	29115	29,988.45
Benefits Manager	62957	64,845.71

E: Pay Grades

As per the required information, when working out their maximums and minimums of their salaries, it was out that the two, Operational Analyst and Benefits Manager. The names above have their salaries ranging close to each other and it would make more sense if they are all categorized underne grade as shown.

Grade	Position
Grade A	Production Worker
Grade B	Administrative Assistant
Grade C	Benefits Manager Operational Analyst

F: Pay Ranges

Pay Grade	Minimum	Average	Maximum
A	26,989.2	29,988	32,986.8
B	33,138.9	36,821	40,503.1
C	58,360.5	64,845	71,329.5
	58,701.6	65,224	71,746.4

10

References

Competitiveness, I. A. E., & Region, C. E. M. A. C. 55. The constraints of a fixed exchange rate regime require careful attention to.

Toppinen, A., Sauru, M., Pätäri, S., Lähtinen, K., & Tuppura, A. (2019). Internal and external factors of competitiveness shaping the future of wooden multistory construction in Finland and Sweden. Construction Management and Economics, 37(4), 201-216.

adjusted pay rates 110 130 210 260 29988 36821 64845 65224 market pay

110 130 210 260 29115 35749 62957 63325

job evaluation points

pay rates

,