HRMT 200 : Human Resources Fundamentals

Running Head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Students ID:
Name of the University
Authors Note

1HUMAN RESOURCE MANAGEMENT
Table of Contents
Job description and specifications..............................................................................................2
Job specification Specifications.............................................................................................2
Factors influencing recruitment.................................................................................................3
Recruitment policy.................................................................................................................3
Designing online advertisement.................................................................................................4
Key responsibilities & duties..................................................................................................4
Academic qualifications.........................................................................................................5
Work experience.....................................................................................................................5
Identification of skills................................................................................................................6
Knowledge..............................................................................................................................6
Skills.......................................................................................................................................6
Ability.....................................................................................................................................7
Interview questions....................................................................................................................7
Reference list..............................................................................................................................9

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Job description and specifications
Designation: Manager of Compensation Services, Athabasca University, Athabasca,
AB
Role: the compensation manager will be responsible for establishing and monitoring
the salary structure of the company including each of the position within the organisation and
benefits related to each of the position (bls.gov, 2018). The manager will also be responsible
for researching on pay scales and commissioning for conforming the compensations within
the industry (truity.com, 2018). They may also schedule the compensation reviews of the
employees and support the evaluation of the employee.
Job specification Specifications
Educational qualifications: Bachelor’s degree in the field of finance and
management, preferred master’s degree for some of the positions. Athabasca University may
also emphasises on the benefits and compensation of coursework that might cover topics such
as behaviour and social science. Subject of finance and business management.
Employers of Athabasca University may emphasise on preference for candidates with
an experience in salary and employee compensation and certifications in compensation from
an international foundation.
Required skills: Effective analytical and researching skills, decision with private
information, contract co-operation skills, high communication skills, capability to work under
high pressure and capability with generally used digital programs (jobs.virginia.gov).
Compensation managers need to have the ability to manage confidential company and
information of the staffs in a respectful way. In this contract, cooperation skills are necessity
for fostering communication both orally and written method amongst all levels of the
employee (Chowhan, Pries & Mann, 2017). Moreover, compensational managers needs to

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have proper literacy in computer and needs to have flexible ability to operate digital devices
along with proper knowledge in foreign language. These will be additional benefits of the
selected candidates,
Average salary: Average annual salary for the designated position will be $111,430
Outlook of the job in between 2014-2024: The Bureau of employment and statistics
assumes that jobs role for the compensation manager in the university may increase by 6%
during the year 2014 to 2024.
Factors influencing recruitment
Recruitment policy
The internal factors that may affect upon recruitment is known as “endogenous
factors” present within the organisation. Internal factors that may affect the recruitment are
the recruiting procedure of the organisation while recruiting candidate internally. As stated by
Stone et al., (2015), the external factors that affect recruitment are the rate of unemployment
may have a strong impact on the strategies of recruitment. Completion, labour laws and
increasing demand may also increase the challenges in finding the suitable candidate that are
appropriate for the organisation (Adam et al., 2016).
As stated by Shin & Konrad (2017), recruitment strategies such as internal sourcing
when the employee is well aware of the company they can suggest suitable candidates for the
organisation. Another method of recruitment that may have impact is hiring of temporary and
part time employees in retaining adequate application. Cost of recruitment is another internal
factor that is required to be considered. Recruitment cost are needed to detrained while
internal and external sourcing of employees through online method. In this context, careful
HRP and forethought by the recruiters can helps limiting the cost of recruitment. In this, one

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of the cost saving method that can be used is recruit through multiple job openings (Palacios-
Marqués, Soto-Acosta & Merigó, 2015). These will help in reducing the turnover of stags and
reducing the requirement for recruitment thereby analysing the quality.
Designing online advertisement
Job title: Compensation Manager
Reporting to: Human resource manager
Salary: $111,430
Hours: 8-9 hours may be day or night shift
Location: 1 University Dr, Athabasca, AB T9S 3A3, Alberta, Canada
Purpose of the position (To manage the compensation and benefits in all the fields of
functions professions and management. The candidates need to have clear idea about Salary
grading structure, executive compensation management, and benefits of HR controlling and
budget forecasting systems).
Key responsibilities & duties
The main duties of the Compensation managers will be to research, develop and
manage the pay structure of the company. This will involve with the understanding and
analysis of the existing and future competitive markets for the staffs payment and advantages.
In addition to this, the compensation manager needs to find out ways to conform that salary
rates are fair and equitable for retaining and recruiting employees.
Responsibilities of the
role
Spent
time
Capabilities sought Must have or
optional
Solving of complicated
and mathematical skills
50% Strong conflict resolution and
analytical skills to sole
Compulsory

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Responsibilities of the
role
Spent
time
Capabilities sought Must have or
optional
for dealing with the
compensation benefits.
problem.
Capabilities to develop
pay grades that rule the
levels of employees
30% Effective management skills
and database handling skills
for comparing the pay rates of
all the employees
Compulsory
Technical entry of salary
data
20% Excel and Microsoft database
skills
Needs to have
Academic qualifications
(Bachelor degree skills with major in Mathematics or business management. Candidates with
MSc in Economics or accounting and HR will be preferred. Should have communication and
writing skills capability.)
Work experience
(2-3 years’ Experience in HR management or Compensation benefits management will be
given additional preference)
Manager Signature:
Date:

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Identification of skills
Knowledge
 Knowledge about principles and processes required for personal recruitment,
selection, training, compensation management, employment relation, and
compensation and information system about employees.
 Knowledge about business management processes engaged in strategic planning,
allocation of resources, human resource planning, tactics of leadership, method of
production, negotiation of people and different resources (villanovau.com, 2018).
 Knowledge about structure and content about English Language consisting of
meaning and spelling of different words and grammars
 Mathematical, accounting knowledge including arithmetic, algebra, geometry,
statistics, and the application of this knowledge.
Skills
 In depth understanding of written sentence and paragraphs in work associated
documents
 Active skills of listening for providing full attention to other people’s issues, taking
ample time to evaluate their points, making proper questions and not interrupting at
unsuitable times.
 Critical reasoning capability, with the use of logic and reason for identifying the
strength and weakness for another solution to the problem and conclusion to conflict
(Hong, Li & Minor, 2016).
 Need to have skills to consider the comparative cost and advantages of potential
activities for choosing the suitable one.

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Ability
 Ability to be careful about the details and thorough checking while completing the
tasks
 Analysing different information and using of logic for addressing work associated
issues and problems
 Ability to behave patiently with all other employees along with displayable of good
nature work and cooperating behaviours,’
 Ability to maintain composure managing emotions and acceptance of criticism while
dealing patiently with high stressful situation within workplace.
Interview questions
1. Purpose to determine the skills, abilities and knowledge
 What are your strength and efficiency for the position?
 Where do you place yourself in case of some improvements?
 What according to you is the cost significant accomplishment of your work period?
 Describe the most challenging working day from work experience.
2. Purpose to determine the level of intelligence needed for the job
 How would you deal with multiple salary database of the employees within
workplace?
 Describe a short hypothetical issue related to salary within the workplace.
 Concisely explain a position in which you have help that requires you to evaluate the
facts and prepare a final salary structure.
3. Purpose to determine the responsibility and capability to be accountable for their actions.
 Describe the failure in your life or workplace and the reason behind its happening’

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 Explain a project that is required to complete
 How do you approach a person from another language?
4. Purpose to demonstrate if the candidate opinion about their job as a challenge
 What do you think is the best and least about your existing position?
 What are your opinions about the characteristics of the individual that is appropriate
for the position?

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Reference list
Adam Cobb, J. (2016). How firms shape income inequality: Stakeholder power, executive
decision-making, and the structuring of employment relationships. Academy of
Management Review, 41(2), 324-348.
bls.gov (2018) Compensation and Benefits Managers: Occupational Outlook Handbook: :
U.S. Bureau of Labor Statistics.. Retrieved from
https://www.bls.gov/ooh/management/compensation-and-benefits-managers.htm
Chowhan, J., Pries, F., & Mann, S. (2017). Persistent innovation and the role of human
resource management practices, work organization, and strategy. Journal of
Management & Organization, 23(3), 456-471.
Hong, B., Li, Z., & Minor, D. (2016). Corporate governance and executive compensation for
corporate social responsibility. Journal of Business Ethics, 136(1), 199-213.
jobs.virginia.gov (2018) Compensation and Benefits Manager. Retrieved from
http://jobs.virginia.gov/careerguides/CompManager.htm
Palacios-Marqués, D., Soto-Acosta, P., & Merigó, J. M. (2015). Analyzing the effects of
technological, organizational and competition factors on Web knowledge exchange in
SMEs. Telematics and Informatics, 32(1), 23-32.
Shin, D., & Konrad, A. M. (2017). Causality between high-performance work systems and
organizational performance. Journal of Management, 43(4), 973-997.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource
Management Review, 25(2), 216-231.

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truity.com (2018). Compensation or Benefits Manager. Retrieved from
https://www.truity.com/career-profile/compensation-or-benefits-manager
villanovau.com (2018). Retrieved from
https://www.villanovau.com/resources/hr/compensation-benefits-manager-job-
description/#.W92WBJMzbIU