Human Resource Management

Running head: HUMAN RESOURCE MANAGEMENT
1
Human resource management
Name:
Institution:

HUMAN RESOURCE MANAGEMENT 2
Question 1a
Workers’ pay and compensation frequently represent the largest expense for most
corporations around the globe. As business globalises and grows beyond their national borders,
there is a huge need for a transnational perspective that accounts for drastic fluctuations in the
prices of labour between the career and market levels. The organisation ought to strike a balance
between the efficient and cost, and HR professionals around the world need the most
comprehensive, reliable and up-to-date information to inform their decision in salary
negotiations and planning (Nankervis, Baird, Coffey & Shields, 2016, pp. 13). The world of
work is constantly evolving and this means that HR professionals will also need to stay ahead of
the changes. Numerous factors such as global and regional businesses, improving workforce
diversity and technological changes are impacting the HR leaders and professionals. The
qualities and skills which HR professionals need currently comprise the business acumen,
collaboration, intercultural, influence, resilience and agility. The largest gaps which the next
generation managers will require to close are around key professionals attributes and skills
(Fareed et al., 2016).
The salary survey is done with many owners to examine salary ranks for particular job
classes and is usually piloted either by sector, region or career grouping for comparability drives
(Robert, 2018). Salary survey can offer important info to entice, back and hold workers within
the setting of a general HR and organisation plan. Thus, if used and designed appropriately, a
pay survey can offer crucial benchmarking data for matching the benefits and salary (Robert,
2018).
To benchmark the SG-Local (SGL) with its Headquarters in Singapore, the following
table by Robert Walters’s salary scale of HR professionals will be utilised. The benchmark jobs
in the HR department will include; HR business partners, organisation development,
compensation and benefits, HR generalist, training and development, recruitment, and HRIS
(Robert, 2018).

HUMAN RESOURCE MANAGEMENT 3
Role Permanent wage per annum SGD ($)
3-6 YRS’ EXP 6-12 YRS’ EXP 12+YRS EXP
2017 2018 2017 2018 2017 2018
Commerce and
industry in Singapore
HR business
consultant
70-110K 70-110K 110-200K 110-200K 200-350K 200-350K
Organisation
development
70-100K 70-100K 100-250K 100-250K 250-320K 250-320K
Compensation and
benefits
60-120K 60-120K 120-220K 120-220K 220-350K 220-350K
HR generalist 50-100K 50-100K 100-200K 100-200K 200-400K 200-400K
Training and
development
55-90K 55-90K 90-165K 90-165K 165-250K 165-250K
Recruitment 50-100K 50-100K 100-140K 100-140K 140-250K 140-250K
HRIS 45-75K 45-75K 75-120K 75-120K 120-170K 120-170K
The job description of above benchmark jobs
HR business consultant works as an internal consultant by examining internal company
current HR packages and commending a solution. He/she is responsible for advanced,
specialised and administrative duties in a designated human resource program or area.
Organisation development plans, develops, administers and implement HR programs for
the company’ workers. He/she integrate and develop human resource programs and links project
to realize strategic business and operational objectives.
Compensation and benefits; the job description is to manage an organisation
compensation and reward programs. Because they are designed to attract and retain valued
workers, the work of these professionals is important in the organisation's HR subdivision.