We're all familiar with titles like chief executive officer, chief financial officer and chief operating officer. We have even grown used to chief technology officer, chief marketing officer and chief diversity officer.
Once you begin the process of determining the right accommodation for an employee or applicant, using a problem-solving approach, you should:
Job analysis involves the gathering of job information from both direct and indirect sources.
Job descriptions are generally clear, brief and written in a telegraphic style. The following checklist offers general writing tips, along with specific tips for developing job titles, Principle Duties and Responsibilities, and Job Specifications.
Transforming a traditional salary structure into a broadbanding system is a well-documented trend in the field of compensation.
The following terms will be useful in stating the duties and responsibilities of jobs. The list will help you avoid using unclear expressions.
Traditionally, compensation analysts or generalists in the human resources function prepare job descriptions based on information gathered through job analyses.
Following are two sample employee communications, announcing an impending job analysis project. The first was furnished courtesy of John A.
One way to avoid losing an employee is to make sure you’ve hired the right person in the first place. Behavioral interviewing provides insights into how an applicant will perform on the job.
Confused about writing a job description? A well-crafted job description is a valuable communications and planning tool, that includes four major elements.
Each business has the burden to show that it has correctly classified an employee as exempt in accordance with the rules under the Fair Labor Standards Act.
A job description is exactly what it says it is—a written description of a job. Writing a good job description isn't as easy as it might appear to be, however.
A salary structure, consisting of various pay grades, is a fundamental component of a wage and salary administration program.
The FLSA's final white-collar exemption rules, effective August 23, 2004, have an impact on virtually all employers.
A job description should always be up-to-date and accurately reflect the employment position.
One simple way to analyze your pay structure is to: