Job Structure for E-Sonic - Essay Example

• Introduction

An organization’s compensation practices assist it to gain competitive edge in the market. Formulating effective compensation system that is sustainable in nature is an art as well as science. Human resource managers who possess critical perspectives can only efficiently compensate employees of a company. Without critical HRM, various companies cannot retain, attract or motivate best of the employees. Compensation Systems that are internally consistent possess the potential to address relative value of all the jobs offered by an organization compared to the jobs offered by its strong competitor in the market. Internally consistent job structures are promoted via each organization’s job principles and structures. The jobs that demand higher qualification, multiple complex analysis and more responsibilities come with a higher package compared to that of the jobs which have relatively less complexities. The focus of this essay is to formulate internally consistent job structure for E-sonic.

• Discussion
  • Job Description

Executive Assistant

Eligibility: Should possess knowledge on basic market operations along with financial analysis. Candidates having college degree and work experience for at least more than four years can apply for this position. Apart from these, candidates should know how they can build effective relationship with the clients.

Roles and responsibilities: Executive assistant will have to perform the roles of administrative assistant as well as some additional ones (Armstrong & Taylor, 2014). The candidates will also be responsible to analyze effectiveness of leadership in E-sonic.

Skills: For this position candidates should know how to conduct meetings effectively and assist top-leaders of the organization.

Administrative Assistant

Eligibility: Candidates should at least have high-school diploma. The eligible candidates who are having some experience in degree level studies are preferred for this designation (Bratton & Gold, 2012). Those who are experienced in the field of technology and recording will also be getting first preference.

Roles and responsibilities: Administrative assistant has to look after the cost reduction procedures and other clerical functions.

Skills: Should be capable of multi-tasking. The candidate must know how to deal with work pressure and thrive in dynamic corporate environment. Good communication skill is also required for this post.

Office Manager

Eligibility: High school diploma and relevant experience is required for this position. He or she should know how to make office environment work-friendly.

Roles and responsibilities: Office manager’s responsibilities include scheduling regular maintenance, monitoring all equipments, promoting cost-savings and office budgeting.

Skills: Should be efficient in inter-personal skills so that he or she can assist in promoting efficient and smooth operations within the office premises of E-sonic.

Copy Writer

Eligibility: The candidate should have at least four years degree in advertising, marketing or creative functions. One who possesses more than one portfolio will be given more preference for the position.

Roles and responsibilities: Copy writer’s responsibility includes drafting of advertising copy for promoting internet music portal of E-sonic.

Skills: Proficient use of language and polished writing skill are the two important skills that a copy writer must possess.

• • Job structures

Executive Assistant

Earning opportunity of both executive and administrate assistants are almost same. Executive assistants may have to monitor the immediate senior’s administrative duties as well as manager’s daily activities (Thompson & Phua, 2012). Apart from these, sometimes he will have to collaborate with the marketing department of E-sonic and map out different seminars and conferences. Mostly they provide administrative support like administrative assistant but it is a more high-profile job.

Administrative Assistant

Like executive assistants, administrative assistants can earn more than thirty dollars per hour. However, they will have to spend a lot of time in front of the computer to compare and contract leadership of other organizations. The candidates who will have additional educational qualification will get opportunity for promotions (Gomez-Mejia, Berrone, & Franco-Santos, 2014). Sometimes the administrative assistants may have to perform certain tasks on behalf of his or her immediate senior; such tasks include taking messages, coordinating appointments and sending e-mails.

Office Manager

The position that is designated to the office manager is not a mere entry level one. It is expected from them that they will possess relevant experience in the same field (Bamberger, Biron, & Meshoulam, 2014). An office manager’s salary will be typically between the ranges 18,000 dollars and 30,000 dollars. With work experience their salary will be raised to 50,000 dollars depending on individual performance and contribution towards the company.

Copy Writer

Initially candidates have to enter the organization as junior copywriters but with dedication and experience they can be promoted as senior copywriters (Harper, 2015). For junior copywriters the salary will be set in between 20,000 dollar and 25,000 dollar per annum (Buller & McEvoy, 2012). After 3 years of experience they will be promoted to middleweight copywriters, where their salary will enter the range of 25,000 to 45,000. The copywriters who will gather 15 years of experience in the company can earn up to 80,000 dollar per year.

Administrative

Benefits

Executive Assistant

Copy writer

Administrative Assistant

Office manager

• • Build Point Evaluation Method
    • Selection of benchmark jobs

The companies which have rolled out online music stores will recruit employees who can carry out both the offline and online operations. For instance, benchmark jobs for this industry are software engineers and developers, copy writers, administrative assistant, executive assistant, office manager 24*7 customer care executives, analysts for conducting market research on this field and specialist of different genres of music to help customers (Child, 2015). Apart from the above mentioned benchmark jobs, content writers are also required for this industry.

• • • Compensable factors based on the above mentioned benchmark jobs

Some compensable factors of the benchmark jobs are responsibilities, skills, working conditions and effort (Jiang, Lepak, Han, Hong, Kim, & Winkler, 2012). Pay structure and other rewards for the benchmark jobs will be determined by the effort required by an employee to complete the job. Apart from these, working conditions and skill sets of an individual will also matter for determining the compensation (Anderson, John, & Keltner, 2012). For instance, customer care executive may have to work in night shifts. As a result, they deserve higher amount of compensation because their sleep cycle get disturbed in the process.

• • • Factor degree statements

The factors that determine compensation for benchmark jobs are problem solving skills, innovation, initiatives, openness to flexibility, requirement of teamwork and communication skills. Factor degree statement is sometimes also known as profile statement. It helps to define particular requirements for each sub-factor.

• • • Weights are determined for each compensable factor

Administrative

Compensable Factor

Relative Percentage Value

Initiatives

30 percent

Responsibilities

25 percent

Skill

20 percent

Working condition

10 percent

• • Calculation of point values (for each E-Sonic Jobs)
    • Point value for compensable factors

Factor: working condition (flexibility)

Description of characteristics

Degree

Point value

No such requirement of flexibility

1

10

Scheduling of task can vary from one another

2

20

Tasks demand moderate amount of flexibility from the employees

3

30

Compensable Factor

Relative % Value

Total Possible Points

Total points allotted for compensable factor

Initiatives

30%

1200

1200*.30=360

Responsibilities

25%

1200

1200*.25=300

Skill

20%

1200

1200*.20=240

Working Condition

10%

1200

1200*.10=120

Administrative Job Structure

Compensable factor Degree

1

2

3

4

5

Total

Initiatives

72

144

216

288

360

360

Responsibility

60

120

180

240

300

300

Skill

48

96

144

192

240

240

Working Condition

24

48

72

96

120

120

Administrative Assistant

Compensable factor degree

1

2

3

4

5

Total

Initiatives

72

144

216

288

360

144

Responsibility

60

120

180

240

300

324

Skill

48

96

144

192

240

420

Working Condition

24

48

72

96

120

540

Executive Assistant

Compensable factor degree

1

2

3

4

5

Total

Initiative

72

144

216

288

360

72

Responsibility

60

120

180

240

300

312

Skill

48

96

144

192

240

408

Working Condition

24

48

72

96

120

432

Office manager

Compensable factor degree

1

2

3

4

5

Total

Initiative

72

144

216

288

360

288

Responsibility

60

120

180

240

300

588

Skill

48

96

144

192

240

684

Working Condition

24

48

72

96

120

780

Copy Writer

Compensable factor degree

1

2

3

4

5

Total

Initiative

72

144

216

288

360

288

Responsibility

60

120

180

240

300

468

Skill

48

96

144

192

240

708

Working Condition

24

48

72

96

120

804

Administrative

Benefits

Office manager{780}

Copy Writer {804}

Administrative Assistant {540}

_

Executive Assistant {432}

_

Factor: Skill (strong communication)

Description of characteristics

Degree

Point value

Only basic written skills will be required for sending e-mail

1

10

For completing tasks, employees may have to communicate with each other more frequently

2

20

All the employees require to work in peers or with clients

3

30

Factor: Responsibilities (Teamwork)

Description of characteristics

Degree

Point value

Solo working without help of subordinates or superiors

1

10

Few tasks or some portion of a particular task may require teamwork or assistance from others

2

20

Employees may require to collaborately work for a particular project

3

30

Factor: Effort (initiative)

Description of characteristics

Degree

Point value

Any initiative is not required to perform tasks as it is allocated by the seniors

1

10

Minor initiatives may be required from the employees so that the tasks can be completed on time and much efficiently

2

20

Employees will have to seek for solutions pertaining to critical problems. For increased level of difficulty, initiatives may be required

3

30

• • • Using job evaluation worksheet in order to determine point values for each designation

Job evaluation worksheet: (hourly rate is divided for each factor)

Job

Hourly rate

Pay for effort

Pay for skill

Pay for working condition

Pay for responsibilities

Administrative assistant

11 dollars

2.50

5.50

0.50

2.00

Executive assistant

21 dollars

3.50

9.00

1.50

7.00

Office manager

15 dollars

3.50

6.00

1.50

4.00

Copywriter

9 dollar

2.00

4.50

0.50

2.00

• • • Distribution of points across degree statements for each compensable factors

Degree statement:

Weights

Compensable factors

Degrees

40 percent

Effort required

1 2 3 4 5

30 percent

Responsibility

1 2 3 4 5

20 percent

Skills required

1 2 3 4 5

10 percent

Working Conditions

1 2 3 4 5

Total points assumed for administrative assistant = 200

Total points assumed for executive assistant = 240

3 degrees of effort = 3* 30 = 90

2 degrees of skill= 2*40 = 80

1 degree of working condition= 1*10 = 10

3 degrees of responsibility= 3*20 = 60

Total points assumed for office manager = 100

Total points assumed for copywriter = 100

• • • Rating of jobs

Jobs

Rate

According to value

Executive assistant

1

Most valued

Administrative assistant

3

Least valued

Office manager

2

Value of medium-weight

Copywriter

3

Least valued

• • • Ensuring reliability according to individual rate jobs

Jobs

Parameters to assess reliability

Exceptional

Administrative assistant

Yes

Executive assistant

Yes

Office manager

Yes

Copywriter

Yes

• • • Ranking of each jobs as per the results of point evaluation

Designation

Skills

Responsibilities

Effort

Ranks

Administrative assistant

Medium weighted skills required

Less than executive assistant

Effort required is less than executive assistant

2

Executive assistant

More number of skills required

Most

More than administrative assistant

1

Office manager

Less skills required than executive assistant and copy writer

Less than administrative assistant

Least

3

Copy writer

More skills required

Medium

Most

4

• Factor degree statement
  • Degree statement for writing ability

Definition: It is the capacity to communicate effectively with others. The communication mostly takes place in written form.

First degree: In this degree, simple sentences and phrases are printed by using past and present tense along with normal work order.

Second Degree: Write complex and compound sentences by using proper end punctuation, adverbs and adjectives.

Third degree: Write essay and reports with punctuation, format, grammar and spelling. Correctly use of parts of speech in this degree.

Fourth degree: Prepares expositions, business letters, reports and summaries by following all the rules which also include grammar, punctuation and style

Fifth degree: Writes speeches for press releases.

First Degree

Second Degree

Third Degree

Fourth Degree

Fifth Degree

Positions

Degrees

Administrative assistant

Executive assistant

Office manager

Copy writer

• Conclusion

Human resource department of an organization can formulate more rational and consistent job structure if they use scientific job evaluation methods. In the above essay it is portrayed how point method can be used to find values for each E-Sonic job. Firstly, compensable factors need to be determined and their point values should be calculated. Later these points are distributed in degree statements so that jobs can be rated accordingly.