Group Members

Saba khan, MMS193051

Shree khan, MMS193050
Course: Industrial psychology
Instructor: Dr. Khuram shehzad
Assignment #. 2
Assignment: JOB ANALYSIS

CAPITAL UNIVERSITY OF SCIENCE & TECHNOLOGY

ISLAMABAD

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 JOB ANALYSIS OF (HR MANAGER) JOB:

1. Job description (JD)

Summary:
Develops policy and directs and coordinates human resources activities, such as employment, compensation,
labor relations, benefits, training, and employee services by performing the following duties.

Essential duties and responsibilities:

 Analyzes wage and salary reports and data to determine competitive compensation plan.
 Writes directives advising department managers of Company policy regarding equal employment
opportunities, compensation, and employee benefits.
 Consults legal counsel to ensure that policies comply with federal and state law.
 Develops and maintains a human resources system that meets top management information needs.
 Oversees the analysis, maintenance, and communication of records required by law or local governing bodies,
or other departments in the organization.
 Identifies legal requirements and government reporting regulations affecting human resources functions and
ensures policies, procedures, and reporting are in compliance. Studies legislation, arbitration decisions, and
collective bargaining contracts to assess industry trends.
 Writes and delivers presentations to corporate officers or government officials regarding human resources
policies and practices.
 Recruits, interviews, tests, and selects employees to fill vacant positions.
 Plans and conducts new employee orientation to foster positive attitude toward Company goals.
 Keeps records of benefits plans participation such as insurance and pension plan, personnel transactions such
as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government
reporting.
 Coordinates management training in interviewing, hiring, terminations,promotions, performance review,
safety, and sexual harassment.
 Advises management in appropriate resolution of employee relations issues.
 Responds to inquiries regarding policies, procedures, and programs.
 Administers performance review program to ensure effectiveness, compliance,and equity within organization.
Administers salary administration program to ensure compliance and equity within organization.
 Administers benefits programs such as life, health, and dental insurance,pension plans, vacation, sick leave,
leave of absence, and employee assistance.
 Investigates accidents and prepares reports for insurance carrier.Coordinates Safety Committee meetings and
acts as Safety Director.
 Conducts wage surveys within labor market to determine competitive wage rate.
 Prepares budget of human resources operations.
 Prepares employee separation notices and related documentation, and conducts exit interviews to determine
reasons behind separations.
 Prepares reports and recommends procedures to reduce absenteeism and turnover.
 Represents organization at personnel-related hearings and investigations.
 Contracts with outside suppliers to provide employee services, such as temporary employees, search firms.

Supervisory responsibilities:

 Provides management direction and counseling. Supervises clerical assistant and temporary staffing as
needed.

Qualification:

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  To perform this job successfully, an individual must be able to perform each essential duty
satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability
required. Reasonable accommodations maybe made to enable individuals with disabilities to perform
the essential functions.
Education and experience:

 Bachelor’s degree (B.A.) from four-year College or university; or one to two years related experience
and/or training; or equivalent combination of education and experience.

Language skills:

 Ability to read, analyze, and interpret the most complex documents. Ability to respond effectively to
the most sensitive inquiries or complaints. Ability to write speeches and articles using original or
innovative techniques or style. Ability to make effective and persuasive speeches and presentations on
controversial or complex topics to top management, public groups, and/or boards of directors.

Certificates, licenses, Registration:

 PHR or SPHR certification preferred.

Physical demand:

 The physical demands described here are representative of those that must be met by an employee to
successfully perform the essential functions of this job. Reasonable accommodations may be made to
enable individuals with disabilities to perform the essential functions.
 While performing the duties of this job, the employee is regularly required to sit; use hands to finger,
handle, or feel; reach with hands and arms; and talk or hear. The employee is occasionally required to
stand and walk. The employee must frequently lift and/or move up to 10 pounds. Specific vision
abilities required by this job include close vision, distance vision, depth perception, and ability to
adjust focus.

2. JOB SPECIFICATIONS:

Human Resources Director Experience:

 7-10 years of progressively more responsible positions in human resources, preferably in a similar
industry in two different firms.
 Experience supervising and managing a professional staff.
 Experience as a trusted resource as a member of a senior level executive team.
 Experience in multiple locations and globally is a plus for the HR director job candidates

Education:

 Bachelor's Degree in Human Resources, Business, or a related field required.

 Masters Degree in Business or Human Resources Management or a related field preferred.
 J.D. a plus.
 SPHR designation will receive consideration but is not required.

Required Skills, Knowledge, and Characteristics:

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  Strong effective communicator in writing, business presentations and in interpersonal
communication.
 Highly developed, demonstrated teamwork skills.
 Demonstrates a high degree of confidentiality in interpersonal interaction.
 Exhibits an unusual degree of common sense in working with co-workers and the executive team.
 Experience directing the efforts of a team of diverse human resources professionals.
 Demonstrated ability to increase productivity and continuously improve methods, approaches,
and departmental contribution while remaining cost-sensitive.
 Demonstrated commitment to evidence-based, measurable HR products, services, and activities.
 Must exhibit a commitment to continuous learning.
 Expert in employment law to keep the company safe from lawsuits and has a proven ability to
work well in consultation with an employment law attorney.
 Strong commitment to and interest in employee relations and communication.
 Demonstrated ability to see the big picture and provide useful and strategic advice and input
across the company and on the senior executive team.
 Ability to lead in an environment of constant change.
 Experience working in a flexible, employee empowering work environment. Structured or large
company experience will not work here.
 Familiarity and skill with the tools of the trade in human resources including HRIS, Microsoft
Office suite of products, file management, and benefits administration.
 Experience in organization development and change management.

JOB EVALUATION:

Job evaluations are often confused with job analysis, but the two activities differ drastically. A job analysis
is the systematic process of examining specific tasks and responsibilities related to a job, typically for
writing a job description.

Job Evaluation Methods:

Four primary methods of job evaluations used to set compensation levels are point factor, factor comparison,
job ranking and job classification. Historically, job evaluations were internal comparisons of job worth;
however, in recent years employers have begun to use a combination of internal comparisons and external
market benchmarking.
Conducting Job Evaluations:
Many job evaluation methods are subjective. Evaluators' decisions about which jobs are worth more can be
personal and emotional. If the team members know the job incumbents, they may consider employees'
personal qualities as job factors. Outside consultants can help the team have productive and objective
discussions about job factors and their relative weights.Base pay, which establishes the standard of living, is
the foundation for total compensation. It also indicates the value the organization places on an employee's role
and contributions
A typical job evaluation project includes these common steps:

1. Specify the project's parameters, and gain approvals and support from senior management.
2. Select an appropriate evaluation method or system.
3. Collect job data consistent with the method or system. This step includes specifying trustworthy data
collection techniques.
4. Analyze data, document job content and evaluate jobs.

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 5. Use points to develop job worth hierarchy, and group jobs into grades based on appropriate breaks, or
take another fair, understandable, defensible and practical approach.
6. Allocate jobs to the existing pay structure, or develop a new one.
7. Document system development, and establish operating procedures, including policies for
reconsidering decisions or a formal appeals procedure.
8. Gain final approvals.
9. Implement and administer system.

Finally, organizations should employ a robust management-employee communications program to help

employees understand how the organization makes pay decisions.
PERFORMANCE CRITERIA:
Hr manager performance measure on the following standards
1. Talent Acquisition/Recruitment. ...
2. Compensation Management. ...
3. Benefits Administration. ...
4. Training and development. ..
5. Performance Appraisal and Management. ...
6. Employee and Labor Relations. ..
7. Compliance Management…