Job Analysis and Pay Model Structure - Case Study Example

16th October Job analysis and pay model structure In the contemporary business atmosphere, managers are faced with various challenges ranging from inadequate financial resources to high costs of recruitment and training of employees. In addition, managers are focused at maintaining the productivity of their employees as a strategy of facing off their competitors as well increasing the profitability of their firms. Key strategies that have been emulated by majority of organisations include high salaries, annual bonuses and rewards, regular evaluation and appraisals, holidays among other motivation factors. This papers keenly discusses how Mary Curie, a doctor would establish a strong human resource that will make her organisation successful. Job evaluation Job evaluation entails a methodical approach of determining the significance of a job in comparison to other jobs within a firm. One of the importances of job evaluation is that it reduces the inequalities that exist in salary structure. Secondly, it enables specialization thus enhancing the performance of the employees. Thirdly, it assists in selection of the employees. Fourthly, it improves the relationship between managers and employees. Stone and Raymond 36 argue that job evaluation also enables the managers to understand the importance of new jobs in an organisation. One of the major functions of the nurse that Mary Curie intends to hire will be to ask question about the medical history of the patients as well as evaluate vital signs depicted by the patients. Secondly, the nurse will be responsible for assessing whether the patients require an urgent medical attention or they can wait while other patients with severe cases are addressed. Thirdly, the nurse will be responsible for administering medication and follow-up the progress of the patients while in the hospital premises or in their homes. To ensure positive relationship between the hospital and the patients, it is the responsibility of the nurse to ensure that accurate records are kept for easier monitoring of the patients history. Internal structure To ensure attainment of the organisational goals, Curie should ensure strong internal structure. Being a qualified doctor, Mary Curie will act as the chief executive officer. This implies that she will be responsible for making paramount decisions that will provide direction for the entire hospital fraternity. On the other hand, the new nurse will be answerable to Curie. Delegation of duties is an important strategy that Curie should adopt in her hospital thus ensuring coordination and sustainable internal structure. Pay structure In order to maintain productive employees, Stone and Raymond 19 depicts that it is essential for organisations to maintain an appropriate pay structure that put into consideration the qualification and the skills of the employees. In this regard, Mary Curie should ensure that the graduate nurse is adequately compensated with an aim of making him or her to effectively perform the duties as outlined in the job evaluation. To ensure that the graduate nurse is motivated during the performance of his or her duties, Curie should offer the nurse a monthly salary of $60,000. This would amount to $720,000 per year. Even though this salary appears to be high for the new venture that Curie intends to establish, the new nurse will be motivated in her or his duties thus attracting more customers. As a result of the efficiency in the delivery of services in the hospital, more people will visit the hospital thus increasing annual income resulting to offsetting of the initial high salary paid to the new graduate. Appraisal for the position To ensure that the performance of the nurse is in line with the goals of the organisation, it will be essential for Curie to undertake regular evaluation and appraisal of the nurse. One of the major importances of appraisal is that it will ensure Curie monitors the performance of the new nurse in regular basis. One of the major ways of appraising the nurse is by preparing a questionnaire that the visitors will be filing after receiving the services. The table below indicates some of the questions that Curie needs to prepare as a way of ensuring customers participation in the evaluation of the nurse. Was the nurse polite to you Yes No Did you receive any assistance from the nurse Yes No Were you served on time Yes No Can you seek our services again Yes No Can you refer someone else to our hospital Yes No In addition to the evaluation by the clients, it will be fundamental for Curie to regularly check whether the nurse is meeting his or her own goal as well as the goals of the hospital. This can be undertaken by counterchecking the achievements of the nurse against the preset goals. In this regard, Curie will identify any deviation thus emulating proper strategies to address the problems. Similarly, if the nurse performance is excellent, Curie will have adequate ground to either increase the monthly pay of the new nurse or provide more incentives such as car, house and annual bonus among other benefits. Incentive package Even though employees highly value high salaries and good working conditions, they equally like to be given incentives as a way of appreciating their work. Taking into consideration the large number of clients that Curie is focused at serving, there is great need to motivate her new nurse. One example of an incentive is working in shifts. Initially, the hospital may not have a lot of work but as it continue with its operations; the number of clients will increase thus becoming tiresome both for Curie and the new nurse. In this regard, Curie will need to recruit another nurse thus ensuring the two nurses work in shifts. As a result, the new nurse will have ample time to rest and address personal as well as family matters. Annul leave is another fundamental incentive that Curie cannot overlook. During the leave, the nurse will have an opportunity to undertake more training that will not only improve her skills but also it will improve the performance of the hospital. For the success of the hospital, it is imperative for Curie to involve the new nurse in the decision making process. Taking into consideration that the nurse will need to have at least 2 years experience and excellent leadership skills, he or she will be of great benefit to the new establishment. Through participating in decision making, the nurse will be highly motivated an aspect that will not only improve his or her performance but also it will enhance positive relationship between the management and the employees. Benefit program In addition to the various incentives that Curie will initiate in her new organisation, it will be significant to introduce various types of benefit to the new nurse. For example, Curie should introduce transport allowance as well as regular training. Such training will be a great opportunity that will ensure her employees develop thus improving their skills. Additionally, Curie should provide annual bonuses and holidays for the nurse. Despite the fact that Curie will be providing monthly pay to the nurse, it is vital that she also provide other benefits such as lunch and gifts. In this way, the new recruit will be loyal towards the hospital and remain committed towards his or her duties. Conclusion Establishment of strong human resource is an important aspect that new and existing firms cannot overlook. During the recruitment of new employees, most managers seek for experienced individuals thus putting at bay fresh graduate who are in dire need of employment. However, employers should not hesitate to employ fresh graduates since they can also train them while working. To maintain the productivity of the employees, employers should provide adequate compensation as well as incentives and benefits such as annual leave, holidays, transport and house allowances. Work Cited Stone F and Raymond J. Human Resource Management. Milton, Qld: John Wiley.2005.Print. Read More