Due Week 9 And Worth 160 As An HR Manager Part Of Your Job

Due Week 9 And Worth 160as An Hr Manager Part Of Your Job Is To Analy

Due Week 9 and worth 160 as an HR Manager, part of your job is to analyze the staffing levels within the organization. You need to create a new position within the organization by developing a comprehensive job description, identifying the organizational needs it fills, and outlining the compensation and benefits package. The assignment involves selecting a current or future organizational position, creating a detailed description, and justifying its necessity.

Develop a 5–7 paragraph paper that explains three or four key components of the job description and job specifications for the new position. Describe the specific elements included in the compensation and benefits package related to this role. Be sure to adhere to Strayer Writing Standards, and include at least one credible reference to support your discussion.

Paper For Above instruction

The creation of a new position within an organization is a strategic process that requires careful analysis of staffing needs, organizational goals, and market standards for compensation. For this exercise, I propose the introduction of a "Remote Customer Experience Coordinator" (CEC) role within a mid-sized technology company. This position aims to enhance customer satisfaction by providing dedicated support and ensuring seamless communication between the company and its clients. The need for this role arises from an increasing demand for personalized customer service in a remote work environment, which aligns with the company's strategic goal to improve client retention and foster long-term relationships.

The job description for the Remote Customer Experience Coordinator includes several critical components. First, the role involves managing customer inquiries and resolving issues via multiple channels such as email, live chat, and phone. Second, the CEC is responsible for gathering customer feedback, analyzing satisfaction data, and providing insights to improve service delivery. Third, the role requires collaboration with sales, marketing, and product development teams to communicate customer needs and advocate for service improvements. Fourth, the coordinator will develop and maintain customer support documentation to ensure consistency and efficiency in service delivery. These components collectively contribute to a comprehensive understanding of the responsibilities, skills, and qualifications necessary for the position, as well as the impact on organizational success.

In terms of compensation and benefits, the package for the CEC position should align with industry standards to attract qualified candidates. The base salary could be set in the range of $45,000 to $55,000 annually, depending on experience and geographic location. The benefits package would include health insurance coverage (medical, dental, and vision), a retirement savings plan such as a 401(k), paid time off, and flexible work arrangements to support remote work. Additional perks could encompass professional development opportunities, like online training and certifications, along with performance-based incentives to motivate high-quality service. A competitive benefits package not only attracts skilled candidates but also promotes job satisfaction and long-term retention.

Implementing this new role will support the organization’s strategic goals of enhancing customer experience and operational efficiency. Moreover, it aligns with current industry trends emphasizing remote work and personalized customer engagement. Properly defining the job components, specifications, and compensation package ensures the organization can attract suitable talent and foster a motivated, high-performing team. As HR professionals, framing these elements effectively is essential for organizational success and sustainable growth.

References

  • Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
  • Huselid, M. A., & Becker, B. E. (2011). Bridging Micro and Macro Domains: Workforce Reduction, HR Analytics, and Organizational Performance. Journal of Organizational Behavior, 32(7), 1079-1082.
  • Mathis, R., & Jackson, J. H. (2019). Human Resource Management (15th ed.). Cengage Learning.
  • Society for Human Resource Management (SHRM). (2023). Compensation and Benefits Practices. Retrieved from https://www.shrm.org
  • Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Intersection of People and Business. Society for Human Resource Management.
  • WorldatWork. (2022). Compensation Programs Today. Retrieved from https://worldatwork.org
  • Armstrong, M. (2014). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
  • Barney, J. B., & Wright, P. M. (1998). On Becoming a Strategic Partner: The Role of Human Resources Management. Human Resource Management, 37(1), 31-46.
  • Johnson, P., & Indvik, J. (2020). Advanced Strategies for Compensation and Benefits. Harvard Business Review. Retrieved from https://hbr.org
  • Schuler, R. S., Jackson, S. E., & Tarique, I. (2011). Framework for Global Talent Management: Challenges and Opportunities. Journal of World Business, 46(4), 366-374.

Related Assignments