Determining the Proper Job Classification Introduction Assume
you are an HR Consultant that has been hired to help Comfort
Assisted Living with a recent grievance that was filed by one of
its employees. You will not be working on the legal aspects of the
case, but you will help the company determine if the employee’s job
classification is correct. Comfort Assisted Living has an HR
Department but would like to obtain an outside opinion. The
employee, Gregory Williams, is currently working as a Senior HR
Specialist for Comfort Assisted Living. His current job duties are
provided in the Supplemental Information document posted in our
classroom. Mr. Williams has been in the position for 5 years and
had consistently received “outstanding” ratings on his performance
evaluations until this year when he received a “meets expectations”
rating. A month ago, he saw a job announcement that Comfort
Assisted Living placed on Monster.com for a Deputy VP of HR. Mr.
Williams was angered by the job announcement because he felt he was
already performing the duties stated in the announcement. When he
asked his supervisor about the job, he was told that the Deputy
position was a new one that was being created and that he would
have to apply for the job just like everyone else. Mr. Williams
disagreed and felt his current position should be reclassified to
that of a Deputy VP of HR. He has filed a grievance with Comfort
Assisted Living and you have been hired to determine if Mr.
William’s current job is equivalent to the new Deputy position. You
have been told upfront that it has been years since the company
conducted a job analysis for its HR positions so you might have to
begin there before making your determination. Also, you have heard
from employees that work with Mr. Williams that he has been
slacking on the job lately. According to them, he routinely comes
in late, takes extra long lunches, and does not submit all of his
work on time. At least one of his coworkers said Mr. Williams was
having health issues and that he might have to undergo
chemotherapy. Another coworker said the health issues weren’t with
Mr. Williams, they were with his young daughter, who has a
mysterious illness that doctors are having difficulty diagnosing.
You’ve checked his leave records and nothing is on file regarding
an FMLA request and there is no documentation regarding possible
medical issues. In completing this assignment, you will showcase
that you can conduct a job analysis and use the results to develop
a job description, which will help address organizational
needs/concerns. You will also demonstrate that you have an
understanding of the ethical issues involved with job analyses, job
evaluation, and job design. Additionally, you will show that you
understand the HR context and have mastery of the fundamental
student competencies identified by UMUC’s Graduate School
including: communication and critical thinking. Steps to Completion
Review the information in the Supplemental Information file and
relevant course material regarding the nature of a job analysis and
its relationship to job descriptions and job classifications.
Determine what additional information you will need in order to
determine if Mr. Williams is justified in his claim. Decide which
of the four most commonly used methods of job analysis
(observation, interviews, questionnaires, functional) you will use
and be prepared to defend your choice. Determine how you will
overcome some of the most common problems in performing a job
analysis. Our course material discusses several of them. Review and
understand the key ethical considerations when conducting a job
analysis and designing a job description. Conduct an internet
search to find job typical job descriptions for Senior HR
Specialists. Compare and contrast the components in those
descriptions with the information given regarding Mr. Williams’s
current job duties
Supplemental Information for Week 6 Job Analysis and Design
Deputy VP, HR – Job Announcement
The Deputy VP of HR is responsible for participating in the
development of the Company and Human Resources objectives,
philosophy, and strategic planning in relation to programs and
trends in Human Resources management. Administers Human Resources
policies and procedures as they pertain to all employees within the
company. Provides direction to Human Resources administrative staff
in regard to Human Resources policies, EEO, wage and salary
management, benefits, and training. Provides leadership and
direction for diverse and complex functions. Contributes to the
development of the organization’s business strategy. Interprets
business strategy and develops organizational objectives to align
with this strategy. Typically manages multiple teams of
professionals.
Requirements
– Oversees the development, implementation, and coordination of
policies and procedures for the Human Resources department to
establish and maintain an effective department through managing,
advising, and motivating department employees.
– Counsels management and employees on disciplinary actions and
performance problems.
– Oversees government, legal, and regulatory requirements and/or
complaints in various areas.
– Partners with business leaders to achieve organization and
business alignment.
– Partners with senior management to develop strategic HR goals,
policies, and programs that align with business initiatives.
– Leads department personnel, including direct supervision, hiring,
training, and performance management.
– Consistent exercise of independent judgment and discretion in
matters of significance.
– Develops Human Resources strategies for business groups that
includes workforce planning, pay-for-performance, talent
management, talent acquisition, and succession.
– Generally requires 12+ years related experience supporting all
levels of employees-with heavy concentration on front-line/field
employees highly preferred.
– Strong ER & employee engagement experience highly
preferred.
Mr. Williams’s current Senior HR Specialist Job
Duties
Duites
Serve as a link between management and employees by handling
questions, interpreting and administering contracts and helping
resolve work-related problems.
Analyze and modify compensation and benefits policies to
establish competitive programs and ensure compliance with legal
requirements.
Advise managers on organizational policy matters such as equal
employment opportunity and sexual harassment, and recommend needed
changes.
Perform difficult staffing duties, including dealing with
understaffing, refereeing disputes, firing employees, and
administering disciplinary procedures.
Plan and conduct new employee orientation to foster positive
attitude toward organizational objectives.
Identify staff vacancies and recruit, interview and select
applicants.
Plan, direct, supervise, and coordinate work activities of
subordinates and staff relating to employment, compensation, labor
relations, and employee relations.
Plan, organize, direct, control or coordinate the personnel,
training, or labor relations activities of an organization.
Represent organization at personnel-related hearings and
investigations.
Administer compensation, benefits and performance management
systems, and safety and recreation programs.
Current Key Organizational
Structure for Comfort Assisted Living
Proposed New Structure for the HR
Department of Comfort Assisted Living
