Written Assignment #1: Job Analysis Review
I feel that my job analysis is good for a receptionist position since it has so many various duties. However, there are a few things that I would change in my job description. For starters I would restructure the job description clarifying that the Human Resources (HR) Receptionist is responsible for “providing secretarial, clerical and administrative support in order to ensure that municipal services are provided in an effective and efficient manner” (Northwest Territories Municipal And Community Affairs, 2005). The secretarial duties would encompass answering the phone, scheduling appointments, send/receiving mail, etc. The clerical and administrative duties would entail data collection, creating/reviewing reports, reviewing/verifying state and federal laws for department purposes, etc. I believe that stating this will provide better qualified candidates with skills tailored to the job.
For the knowledge, skills and abilities (KSA) I would add multitasking. I didn’t think about it before, I mentally written it off as an inherit trait, but it is a necessary skill that every receptionist needs. With customers coming in and out, phones ringing and reports due, multitasking and prioritizing is a must. In addition to that I would add using the copier machine, fax machine and printer to the task list. I didn’t add them before because with my administrative background using these are obvious. However there are still some generations that don’t use these devices often enough to use them proficiently.
Written Assignment #2: Recruiting/Selection Review
I’m please with my recruitment plan, although I would place the job announcement in the newspaper. It may include some serious readers in my candidate pool. I would also put in the job announcement that we are looking for individuals with perky and upbeat personalities since the receptionist is often the first person you will see. I don’t feel that the placement process needs to be changed. The details the process will reveal about the candidate are necessary in determining the best candidate for the position. You need to be able to know if the person hired will be able to handle the necessary day to day functions of the job, if not the company will lose money restarting the selection and hiring process.
The evaluation process is a good process the only thing I would add to it is self evaluation. I know that this isn’t the normal process for positions such as a receptionist, but I think its good to get the employee point of view of their job. It’s also good to see if the employee point of view matches the supervisors. The discrepancies between the two could provide assistance in clarifying the areas that need improvements.
Compensation Literary Review
A compensation plan can be defined as an incentive for an employee to fulfill the companies goal. Its use benefits the company and the employee. As always compensation needs to fit into the companies budget. There are many different forms of compensation. Compensation can come in the form of health benefits, tuition reimbursement, retirement plans, stock shares and of course pay bonuses, so how do we determine compensation. There really is no set way to do so. This question was posed to Innovative Employee Solutions website. They answered with a quote from Joseph Kilmartin, Director of Compensation at Salary.com stating “employers need to look past compensation alone and focus on the total rewards the position offers, which includes salary plus bonuses, benefits, paid time off and other non-monetary incentives”. I take this to mean that when your looking to do a onetime compensation you need to look at the whole picture not just the employees performance on the project. Money alone doesn’t keep at their job, so we must think about the employees skill set, how they work with others.
Mr. Kilmartin also suggest that we look at the salary range for others in the field in the regional location to get a better gauge on the local quality of candidates. Salary.com gave me another way to view performance based salary compensation, “bonus targets and their associated payouts reflect a range of expected levels of performance” (Salary.com, n.d.). I kept this in mind when I completed the compensation plan. The article also used an example on how athletes receive bonuses based on a certain amount of games won. With that in mind I filled out the compensation plan based off performance improvement.
Those who improved greatly or maintained excellent work performance received a larger increase than those who didn’t. “51% of employees feel that the performance reviews upon which bonus compensation is based are inaccurate”, (LearnVest.com, 2012). This is not shocking, every once in a while we hear on the news on how a company is fraudulently using their compensation program. Annual evaluations and contracts with a clear compensation plan should be used to stop things like this. “Pay policies are often attached to particular jobs rather than tailored entirely to individual employees” (noe, 2012). This is also another contributing factor that should have been used to prevent fraudulent use of the the program and prevent a negative view from the employees.