compensation presentation
DESCRIPTION
focus on compensable factorsTRANSCRIPT
PRESENTATIONON
COMPENSATION MANAGEMENT
Job Evaluation &
Job Structure
Prepared for:
Prof. Dr. Md. Mohsin-Ul Islam Course InstructorCompensation ManagementInstitute of Business
AdministrationUniversity of Rajshahi
PREPARED BY:
Group - A Kazi Tanvirul Islam. (L) (B040006) Shamsia Fahmida Rahman. (B040007) Zannatun Mustabi. (B040024)
Introduction• The case deals with a state enjoying economic
growth where tax revenues are up. As well as the workload is high for government employees. Recently there have been increasing complaints about pay. Some employees believe that their salaries are out of line. So four new job analyses, job descriptions and job structures were made. The jobs are categorized as Job-A, Job-B, Job-C and Job-D.
Job ANALYSIS
Job analysis is the procedure through which one can determine the duties and skill requirements of these positions and the characteristics of the people to hire for them.
In compensation, job analysis has two critical uses:
1. It establishes similarities and differences in the work content of the jobs, and
2. It helps establish an internally fair and aligned job structure.
Outcomes of Job ANALYSIS
Job Analysis
Job Description
Job Specification
Internal relationships
within the organization
JOB ANALYSIS
JOB DESCRIPTION
JOB EVALUATION
JOB STRUCTURE
FIG: DETERMINING THE INTERNAL JOB STRUCTURE
Job analysis information and facts
Job Description Job Specification
Job identificationJob summaryRelation to other jobsSupervisionMachines and equipmentsCondition of workHazards
EducationExperienceTrainingInitiativePhysical effortResponsibilityCommunication skillOther requirements
Job Evaluation
Job is evaluated on the basis of their content and is placed in the order of their importance.
* Job Ranking
* Job Classification
* Point Method
Using the point method Point method is the best & it establishes a
hierarchy of jobs on the basis of three criteria: Compensable factors; Factor degrees numerically scaled, Weights reflecting the relative importance of
each factor.
Focus on Compensable Factors
* Skill
* Responsibilities
* Efforts
* Working Condition
Factor degrees numerically scaled
1ST DEGREE: PRIMARY KNOWLEDGE ON ACCOUNTING AND FINANCE TO KEEP RECORDS.
2ND DEGREE: GOOD ANALYTICAL ABILITY IS REQUIRED FOR PREPARING ANALYTICAL DATA SET.
3RD DEGREE: ABILITY TO LEAD PEOPLE. 4TH DEGREE: CAPABILITY TO ACCESSES INFORMATION TO THE
STATEWIDE ACCOUNTING INFORMATION. 5TH DEGREE: ADVANCE KNOWLEDGE ON ACCOUNTING TO
INVESTIGATE ERRORS OR PROBLEMS IN PROCESSING OF FISCAL TRANSACTION.
Compensable Factor Degree Weight Total
1 2 3 4 5
Skill (30%)
Mental √ 20% 80
Experience √ 10% 50
Efforts (30%)
Physical √ 10% 30
Mental √ 20% 80
Responsibility (30%)
Effect of Error √ 20% 80
Innovation √ 10% 40
Working Conditions (10%)
Environment √ 5% 20
Hazards √ 5% 15
Total 390
JOB-A: DIRECTOR ACCOUNTS
IF 1 POINT IS EQUAL TO 100 THE AMOUNT OF SALARY IS, 390 × 100 = 39,000 TK. FOR THE POST.
Compensable Factor Degree Weight Total
1 2 3 4 5
Skill (30%)
Mental √ 10% 30
Experience √ 20% 80
Efforts (30%)
Physical √ 10% 20
Mental √ 20% 80
Responsibility (30%)
Effect of Error √ 10% 30
Innovation √ 20% 60
Working Conditions (10%)
Environment √ 5% 20
Hazards √ 5% 10
Total 330
JOB-B: ASSISTANT DIRECTOR ACCOUNTS
IF 1 POINT IS EQUAL TO 100 THE AMOUNT OF SALARY IS, 330 × 100 = 33,000 TK. FOR THE POST.
Compensable Factor Degree Weight Total
1 2 3 4 5
Skill (30%)
Mental √ 20% 40
Experience √ 20% 80
Efforts (30%)
Physical √ 10% 20
Mental √ 20% 60
Responsibility (30%)
Effect of Error √ 10% 30
Innovation √ 10% 20
Working Conditions (10%)
Environment √ 5% 15
Hazards √ 5% 15
Total 280
JOB-C: SENIOR OFFICER ACCOUNTS
IF 1 POINT IS EQUAL TO 100 THE AMOUNT OF SALARY IS, 280× 100 = 28,000 TK. FOR THE POST.
Compensable Factor Degree Weight Total
1 2 3 4 5
Skill (30%)
Mental √ 10% 10
Experience √ 20% 40
Efforts (30%)
Physical √ 10% 10
Mental √ 20% 40
Responsibility (30%)
Effect of Error √ 10% 20
Innovation √ 20% 40
Working Conditions (10%)
Environment √ 5% 15
Hazards √ 5% 10
Total 185
JOB-D: OFFICER ACCOUNTS
IF 1 POINT IS EQUAL TO 100 THE AMOUNT OF SALARY IS, 185× 100 = 18,500 TK. FOR THE POST.
Senior Officer Accounts
Senior Officer Accounts
Officer AccountsOfficer Accounts
Director Accounts Director Accounts
Assistant Director Accounts
Assistant Director Accounts
Job-A
Job-B
Job-C
Job-D
FIGURE: JOB STRUCTURE
Job Structure
Conclusion In the state the government employees complaints
about pay because their workload is increasing So we try to analyze the job analysis, job
description & job evaluation We assign the job title to each job. Evaluate the four jobs and based on it make the
Job structure. We make hierarchy of the positions & make salary
structure similar to the others.
THANK YOU
Have a Nice Day!