Jahangirnagar University: Submitted To
Jahangirnagar University: Submitted To
Jahangirnagar University: Submitted To
Submitted To
Nusrat Jahan Arefin
Assistant Professor
Department of Public Administration
Jahangirnagar University
Submitted By
Asif Hasan
Roll- 210116
Department of Public Administration
Jahangirnagar University
Date of Submission:
8th July 2021
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Ans to the Question No- 1
The factors that influence internal pay structures: There are two types of
factor that can influence pay structures. Internal pay structures is one of
them. Here is some factors-
1. Compensation policies,
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2. Organizational ability to pay,
3. Job analysis and job descriptions,
4. Employee Related,
5. Trade union’s bargaining power.
I think Compensation policies are most important to influence internal pay
structure. Because It provides general guidelines for making compensation
decisions. The first thing employers should consider when developing
compensation package is fairness. It should be vital and maintain internal
and external equity. The policy should include the company’s philosophy
related to the major components of incentive compensation, including the
strengths and weaknesses of each and how the overall plan provides
optional alignment of interest with shareowners.
The policy should provide broad guidelines by which the company will
use alternative forms of compensation, and the relative weight in relation
to overall compensation if “others” form of compensation will be utilized.
An organization often, formally or informally, establishes compensation
policies that determine whether it will be a pay leader, a pay follower, or
strive for an average position in the labour market.
Pay leaders– They are organizations that pay higher wages and
salaries than competing firms. This helps to retain and attract high
quality and productive employees.
The market rate– These are the average pay that most employers
provide for a similar job in a particular area or industry, it is also
known as going rate.
Pay followers– These are companies that choose to pay below the
market rate because of poor financial condition or a belief that they
simply do not require highly capable employees.
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Ans To The Question No- 4
The major decisions involved in job analysis:
1. Why perform the job analysis?
By performing a job analysis, human resources personnel can clarify the
role's needs, as well as define employer expectations; essentially
everything you need to write the most accurate job description and
produce the best job advert for your recruitment needs.
2. What information is needed?
Job analysis should collect information on the following areas: Duties and
Tasks The basic unit of a job is the performance of specific tasks and
duties. Information to be collected about these items may include:
frequency, duration, effort, skill, complexity, equipment, standards, etc.
3. How to collect information?
Methods of Data Collection for Job Analysis
Observation
Interview
Questionnaire
Checklists
Critical Incidents
Diaries or Log Records
Technical Conference Method
4. Who to involve?
The Job Analysis may be conducted by a member of the employer's
Human Resources department. This analysis may be in conjunction with
the job incumbent, the incumbent's supervisor, and possibly subject matter
experts.
5. How useful are the results?
Job analysis is crucial for first, helping individuals develop their careers,
and also for helping organizations develop their employees in order to
maximize talent. The outcomes of job analysis are key influences in
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designing learning, developing performance interventions, and improving
processes.