Assignment As An HR Manager: Part Of Your Job To Analyze

Assignment As An HR Manager Part Of Your Job Is To Analyze the Staff

As an HR Manager, part of your job is to analyze the staffing levels within the organization. You have to hire to fill one position within the organization. You can choose the organizational position you currently work or a future position. For this assignment, create a new position, and write a description of the needs it fills in the organization, the job description, and the compensation and benefits package. You will create and submit your assignment by using ecree. Just start writing.

Your work will be saved automatically. You’ll see some feedback on the right-hand side of the screen, including text and videos to help guide you in the writing process. When you’re ready, you can turn in your assignment by clicking “Submit” at the bottom of the page. Write a five to seven (5-7) paragraph paper in which you: Explain three or four job components in the job description and specifications for the job. Explain what will be included in the compensation and benefits package related to the job.

Use at least three (3) quality resources in this assignment. Note: Wikipedia, blogs and similar websites do not qualify as quality resources. Format your assignment according to the following formatting requirements: This course requires use of new Strayer Writing Standards (SWS). The format is different than other Strayer University courses. Please take a moment to review the SWS documentation for details.

Include at least 1 reference to support your paper. Start from a Previous Draft Word Count: 0 Title Page Title: Class: BUS310083VA:Human Resource Management Assignment: As an HR Manager part of your job is to analyze the staffing levels within the organization. You have to hire to fill one position within the organization. You can choose the organizational position you currently work or a future position. Write an essay in which you explain three or four job components in the job description and specifications for the job, then explain what will be included in the compensation and benefits package related to the job. Student: Annette Olmeda Date: IntroductionBody Paragraph 1Conclusion Sources

Paper For Above instruction

In today’s dynamic organizational environment, HR managers play a vital role in strategic staffing and organizational development. Creating a new position involves a meticulous analysis of specific job components, along with designing a competitive compensation and benefits package. This process ensures the organization attracts qualified candidates capable of fulfilling strategic goals and operational needs. For this paper, I will outline a newly created position—the Digital Marketing Manager within a technology firm—and discuss the essential job components, along with the compensation and benefits that will support attracting top talent.

The first critical component of a job description is the job title and key responsibilities. The title “Digital Marketing Manager” encapsulates the primary focus of the role, which is overseeing the company's online presence and digital marketing strategies. Responsibilities include developing marketing campaigns, analyzing market trends, managing social media channels, and measuring campaign performance. Clear delineation of responsibilities ensures alignment with organizational goals. Additionally, the job description should specify the required skills and experience, such as proficiency in digital analytics tools, SEO/SEM strategies, and prior experience managing marketing teams. This component ensures candidates understand the scope and expectations of the role.

Another essential component is the educational and experiential requirements. The ideal candidate should hold a bachelor’s degree in marketing, communications, or related fields, with a preference for candidates with a master’s degree. Relevant experience typically includes at least three years in digital marketing roles, with demonstrated success in managing campaigns and leading teams. Technical skills, such as expertise in Google Analytics, AdWords, content management systems, and graphic design software, are also critical. Providing precise requirements helps filter applicant pools and ensures the organization administers a fair and efficient hiring process.

The third component pertains to work conditions and organizational expectations. The Digital Marketing Manager will primarily work in an office setting, with some flexibility for remote work, which caters to modern workforce preferences. The role involves regular teamwork, collaboration with graphic designers, content writers, and data analysts, and occasional travel to industry events. Expectations include meeting campaign deadlines, managing multiple projects simultaneously, and reporting performance metrics to senior leadership. Defining these conditions clarifies the work environment and supports candidates' understanding of their daily duties and organizational culture.

A crucial aspect of the staffing process is the compensation and benefits package designed to attract and retain top talent. For this position, the organization will offer a competitive salary aligned with industry standards, supplemented by performance-based bonuses. The benefits package will include comprehensive health insurance, including dental and vision coverage, a retirement savings plan with employer matching, paid time off, professional development allowances, and flexible working arrangements. Such a robust compensation package not only motivates employees but also ensures organizational competitiveness in the talent market. The goal is to promote job satisfaction and long-term engagement, which are vital for organizational success.

In conclusion, creating a new position such as the Digital Marketing Manager involves a careful analysis of job components that include responsibilities, required skills and experience, work environment, and organizational expectations. Complemented by a comprehensive compensation and benefits package, this approach ensures the attraction and retention of highly qualified professionals. Strategic staffing decisions like these support an organization’s growth, competitiveness, and ability to meet evolving market demands. Effective job design and rewards systems are integral to sustaining a motivated and skilled workforce that drives organizational success.

References

  • Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
  • Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2021). Fundamentals of Human Resource Management (8th ed.). McGraw-Hill Education.
  • Bureau of Labor Statistics. (2023). Occupational Outlook Handbook: Marketing Managers. https://www.bls.gov/ooh/-management/marketing-managers.htm
  • Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2019). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.
  • Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice (15th ed.). Kogan Page.
  • Chartered Institute of Personnel and Development (CIPD). (2021). Developing a Job Description and Person Specification. https://www.cipd.co.uk/knowledge/fundamentals/emp-law/recruitment/job-desc-factsheet
  • Society for Human Resource Management. (2022). Compensation and Benefits Basics. https://www.shrm.org/resourcesandtools/hr-topics/compensation/pages/default.aspx
  • Snape, E., Redman, T., & Bamber, G. J. (2017). Managing Human Resources. Pearson.
  • Mello, J. A. (2019). Strategic Human Resource Management. Cengage Learning.
  • Huselid, M. A., & Becker, B. E. (2011). Bridging Micro and Macro Domains: Workforce Differentiation and Strategic Human Resource Management. Journal of Management.

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