Job Analysis Paper, psychology homework help

User Generated

xurvmre

Humanities

Description

Write a 1,050- to 1,400-word paper in which you address the following:

  • Conduct a job analysis for your selected job (Accountant) using one of the job analysis methods and discuss how it could be used within an organization.
  • Evaluate the reliability and validity of your job analysis.
  • Evaluate different performance appraisal methods that might be applied to your chosen job.
  • Explain the various benefits and vulnerabilities of each performance appraisal method.

Include at least two references.

Format your paper consistent with APA guidelines.

User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer

Attached.

Running head: COMPENSATION AND BENEFITS

Compensation and Benefits
Name
Institutional Affiliation

2
COMPENSATION AND BENEFITS

Compensation and Benefits
A person-focused compensation rewards employees for competency at work as well as
exemplary performance in the workplace. It is popular with small companies, and it is usually
effective where the jobs are few and similar in nature. An easy and inexpensive system involves
ranking of various job positions as well as the assessment of performance within the
organization. It is one of the fastest growing personnel innovations, and many organizations have
picked up this method of compensating employees (Finney, 2013).Pay for knowledge refers to a
system where the focus is on an individual’s ability to improve their knowledge capacity or
education thereby increasing the salary that they acquire. Skill based compensation is focused on
the use of payment methods to pay the most productive employees higher wages. The pay for
knowledge system has some levels and these levels determine the salary that a person receives.
The first workplace of this system occurs when an employee is hired.
The second level occurs when a person progresses once they have performed their job in
a manner that is fitting to the particular organization. The third level occurs when a person can
perform a certain number of jobs and at the same time coordinate various job capacities to the
maximum level. When a person can competently perform work at all these levels then they will
have successfully progressed in the scale of employment (Ho, Wu, & Lee, 2014). Pay for
knowledge is the preferred system for many organizations and it is believed that it offers many
advantages to employees such as flexibility, leaner staff, and greater stability in the workforce as
well as higher productivity. Skill-based pay occurs when the positions in the work place are often
distributed according to the value of the available position as well as the effectiveness of the
employee in that particular position. The focus is often on the position as opposed to the

3
COMPENSATION AND BENEFITS
individual. Their performance often differentiates individual salary and job level, and they
receive benefits through the evaluation of all these aspects. Skill-based pay is usually more
focused on the particular skills as well as the knowledge that an individual possesses.
Skills based pay often increases the flexibility as well as the productivity of the employee
and decrease the cost of business. The employee can receive a diverse set of jobs and at the same
time, an organization can have a variety of employees with d ifferent sets of skills. Organizations
with these systems are often able to operate with a lower number of employees than required in
the traditional systems(Meker & Barlas, 2015).It is often useful when changes in the product or
service often called for increasing resources, and this can often be-be handled with existing
employees rather than adding more staff within the company. The use of skills-based systems is
often advantageous because organizations using this system may require fewer job
classifications. Other job categories may significantly reduce the burden that comes with
managing employees and at the same time ensuring that there is equity in the company.
Employees may also be less concerned with moving to higher job levels and focused on
acquiring new skills in the workplace.
Communication that is within the company may also make people have a better
understanding of certain job varieties and organizations using skill-based systems may
experience lower turnover rates and increased recruitment. It is often because of these job
positions over the employees a chance to improve their work performance and satisfy the work
needs. Skill based systems may have their disadvantages, and there are some limitations when it
comes to these operations (Bowey & Thorpe, 2012).The cost of wages for these systems is often
disadvantageous, and they may be difficult for an organization to implement. Organizations will
need to pay attention to the number of skills that they pay at a particular price and many times

4
COMPENSATION AND BENEFITS
these costs increase significantly. Another effect of these systems is the fact that they may bring
considerable costs, especially in time and resources. Employees may also be intimidated by the
various skills that an organization may require. Task-based compensation is often based on the
changing nature of job requirements, and the focus is often set on selecting individuals who can
perform their job requirements according to the rising expected standards of work performance
in the workplace. It often involves selecting persons who perform the set tasks that are associated
with a particular job position.
These task-based jobs are usually assigned to specialized workers who have professional
expertise in a particular field of professionalism. Competencies are often attained directly from
the particular job designation as well as the expected tasks that are derived from these job
positions. Knowledge and skill based pay usually consist of additional compensation for the
attainment as well as the development of certain skills that employees may possess (Crossby,
2015).Often, the pay for knowledge system has led to improved performance in organizations
and has been implemented to great extents. The pay method has evidently affected work
performances as well as helped to reveal continuity intentions within the workplace.
Understanding the performance –pay relationship is vital to employees especially if the pay is
partly contingent on the performance. It is often difficult to estimate the utility of marginal effort
and especially how much more effort should be exerted in such job environment.
Usually, understanding the nature of performance-pay contingencies occurs strictly based
on one’s experience, and this may demand the considerati...


Anonymous
Nice! Really impressed with the quality.

Studypool
4.7
Trustpilot
4.5
Sitejabber
4.4

Similar Content

Related Tags