Transformation of HR Department at SGL

Running head: TRANSFORMATION OF HR DEPARTMENT AT SGL 1
Transformation of HR Department at SGL
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TRANSFORMATION OF HR DEPARTMENT AT SGL 2
Transformation of HR Department at SGL
The organization reward techniques must be based on the work analysis through job
evaluation, which involves pay survey in order to determine pay policies, merit guidelines for
measurement of performance metrics, and a clear communication to the employees for the
budget plans. According to (Milkovich, Newman & Gerhart, 2014) the design of a competitive
compensation strategy must involve a survey of the industry compensation in order to determine
the compensation offered by the peers in the industry. In order to make information for the
transformation of the HR department at SGL, a survey of the salary scales of the HR
professionals and identification of the seven benchmark HR jobs in the industry will be
performed.
a. Survey and Benchmark Jobs
(1) A Survey on Salary Scales for HR Professionals in Singapore and the Seven
Benchmark Jobs
Job Description Compensation
HR Business Partner Salary - S$71,823, Bonus - S$9,127, Profit
Sharing - S$2,500
HR Manager Salary - S$71,715, Bonus - S$11,795, Profit
Sharing - S$2,500
HR Specialist Salary - S$44,359, Bonus - S$6,673, Profit
Sharing - S$923
HR Generalist Salary- S$37,619, Bonus - S$6,067, Profit
Sharing - S$1,400
HR Officer Salary - S$31,967, Bonus - S$(1899 – 18,402)
HR Administrator Salary - S$30,125, Bonus - S$(986 - 51,448)
HR Assistant Salary - S$27,562, Bonus - S$4,936, Profit

TRANSFORMATION OF HR DEPARTMENT AT SGL 3
Sharing - S$2,150
Source: (Payscale.com, 2018)
The survey of the compensation of the human resources professionals in Singapore
employed seven identified benchmarks. The total rewards system for the human resources
professionals in the country consists of three components. The reward systems consists f the
basic wage, which is outlined as salary in the table, the bonus, and the profit sharing
compensations. The human resources partner receives the highest compensation, whereas the
human resources assistant had the least compensation.
The compensation programs for the reward systems of human resources professionals in
the country can be seen to vary. Some of the profit sharing and the bonuses vary, which is
basically dependent on the regions or city in which the work is located, the individual skills and
the professional experience of the individual. Human resources professionals who have attained
high educational levels acquire a lot of skills and their compensation can be expected to be
higher than those with minimal qualifications and less skills in the same job category. In
addition, the human resources professionals who have extensive experience within the same job
category would earn much higher than the similar personnel with similar qualifications but little
experience.
b. Workload and Appropriate HR Ratio
(1) Research on Workload of Typical HR Professional in Singapore
Human resources management has been described as the management of people and
work through provision of human resources services such as recruitment, selection, training, and
hiring. Kooij (2015) further points that through human resources practices, positive work and
performance can be achieved. However, in Singapore, a typical human resources professional
facing a number of issues related to the workload. According to (Khatri, 1999; Khatri, 2002)
human resources professionals in Singapore and other Asian countries face several issues. The
author identifies some of the issues as the lack of HR competencies and a lack of strategic
approach to human resources management.