According To The Reading, The Company Has A Financial 445218

According To The Reading The Company Has A Financial Obligation To

1. According to the reading, the company has a financial obligation to its employees. The issue of organizations having the ability to pay the employees can be an important factor during the negotiation process. In efforts to make certain the organization has the ability to meet the financial responsibility to the employees, some things should be considered. Not only do the organization look at the financial obligation, they should also look at the worth or importance of the job.

Within the reading, some processes that can be done to accomplish this goal has been mentioned. Based on what you have learned in this unit, define job analysis. Identify and discuss in detail two things that are a result of the job analysis. (225 Words) 2. Social security, unemployment insurance, and workers’ compensation are employee benefits required by law and are not negotiated. Based on the reading in this unit, identify and discuss the 5 groups of those benefits that are mandatory issues for negotiations. Provide an example of each. (225 Words) Reference: Carrell, M. R. & Heavrin, C. (2013). Labor relations and collective bargaining: Private and public sectors (10th ed.). Upper Saddle River, NJ: Prentice Hall.

Paper For Above instruction

Job analysis is a systematic process used by organizations to gather, examine, and document information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. This comprehensive understanding of a job helps organizations make informed decisions about various employment-related activities such as recruitment, training, performance appraisal, and compensation. By conducting a job analysis, organizations can ensure they are aligning job expectations with organizational goals and maintaining fairness in compensation and other employment terms.

Two significant outcomes of job analysis are job description and job specifications. A job description is a detailed statement that outlines the duties, responsibilities, and scope of a specific job. It serves as a guide for both employees and management, clarifying what is expected from the role and providing a basis for evaluating performance. For instance, a job description for a customer service representative would specify tasks such as handling customer inquiries, processing orders, and resolving complaints. On the other hand, job specifications detail the qualifications, skills, education, and experience required to efficiently perform the job. This helps in the recruitment process by ensuring that candidates meet the necessary criteria to succeed in the role. For example, a job specification for the customer service role might require a high school diploma and excellent communication skills. Both outcomes are essential in aligning organizational needs with individual capabilities and ensuring fair and effective employment practices.

Regarding employee benefits, certain statutory benefits are mandated by law and are not subject to negotiation in labor agreements. These include social security, unemployment insurance, and workers’ compensation, which provide financial protection to employees in various circumstances. The five groups of mandatory benefits for negotiation include:

1. Retirement Benefits: Includes pension plans and retirement savings programs, such as employer-sponsored 401(k) plans. For example, an employer providing a defined benefit pension plan that guarantees income after retirement.
2. Health Benefits: Coverages such as health insurance, dental, and vision plans. For instance, employer-sponsored health insurance plans that cover hospital and medical expenses.
3. Paid Leave: Such as vacation, sick leave, and paid parental leave. An example would be a firm offering two weeks of paid vacation annually.
4. Insurance Benefits: Including life insurance and accidental death and dismemberment insurance. For example, providing life insurance policies that pay beneficiaries upon the employee’s death.
5. Other Mandatory Benefits: These include legally mandated programs like family and medical leave, and federal disability programs. For instance, Family and Medical Leave Act leave entitlements allowing employees unpaid leave for qualifying family reasons.

In conclusion, understanding the outcomes of job analysis aids organizations in creating accurate job descriptions and specifications, which inform fair compensation and effective personnel management. Additionally, recognizing mandatory benefits for negotiations ensures compliance with legal obligations while addressing employees’ needs effectively.

References

• Carrell, M. R., & Heavrin, C. (2013). Labor relations and collective bargaining: Private and public sectors (10th ed.). Upper Saddle River, NJ: Prentice Hall.
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