A Closer Look at Human Resources Salaries

Running head: HUMAN RESOURCE MANAGEMENT
Manage recruitment selection and induction processes
Name of the student:
Name of the university:
Author note:

1HUMAN RESOURCE MANAGEMENT
Answer a)
The compensable factors, which the professors need for the development of job
evaluation system in Eastern Province University are:
 Education
 Experience
 Mental skill- emotional control, goal setting, self confidence, stress relief
 Mental effort- memorizing the facts, cognitive learning, self evaluation and
assessment
 Physical efforts- Physical labour, undertaking challenging and enduring tasks (DeLon,
2019)
 Accuracy
 Patient contact
 Supervisory responsibility- control mechanisms, managing the performance
 Job hazards- risk assessment
 Job work environment- inclusive learning practices
The criterions for evaluating the performance are goal setting, cognitive learning, self
assessments, which helps in gaining an insight into the effectiveness of the exposed
performance. Along with this, mention can be made of point method, where the different
categories of skill, effort, responsibility and working conditions. These factors act assistance
for the Eastern Province University professionals in terms of developing the evaluation
systems for the performance (Verdecho et al., 2019) One of the means can be the
performance appraisals through the means of balanced scorecards. Saving these sheets in the
secured folders is an effective means for strategically managing the performance of the
human resources (the staffs). In case of the absence of one of the factors, the others suffice

2HUMAN RESOURCE MANAGEMENT
the need. Therefore, Tweedie et al., (2019) highlights the need for personality tests, which
can be undertaken after the evaluation of the performance exposed by the students of Eastern
Province University. This approach would be effective for assessing the extent to which the
candidates and employees are fit for the roles. In this context, risk assessment is vital in terms
of assessing the obstacles, which can degrade the efficiency in the operations. For example, if
the business analysis is resistant towards sharing the information with the other departmental
heads, it is a difficulty in terms of preparing the reports on the human resource management.
Creativity and analytical capability are also essential for understanding the compensable
factors in the job evaluation process. As a result of this, insight is gained into the highest
qualification within the desired workplace environment. However, Poltronieri et al., (2019) is
of the view that this creativity surpasses all other skills, competencies and abilities.
According to the arguments of van Assen and de Mast, (2019), 2.1 degree is ineffective
criterion for assessing the academic performance of the candidates. In case of the scoring
process, seem to be effective for measuring the score in creativity. The principles of fairness
added value and weightage to the selection process. The important evidences are considered
before awarding the marks in each of the criterion. Taking different tests might be a
complicated process for conducting the interview process. This is easier through the means of
evaluation systems, which enhances the clarity in the skills mix. Therefore, timelines can be
prepared for completing the necessary actions within the stipulated time (Mitchell &
Nørreklit, 2019).
Answer b)
The scaling of the factors listed can be done as follows:
Job title:
Business
Degree rating Points
allocate