Discussion Questions For Research Paper

Complete Name: Unit 3 Student Name: McCarter, Kendra Nicole

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1. Recruitment, Examination, and Selection

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2. What are the various forms of examinations used in screening employees for public employment?

Student Answer: There are a variety of examinations often utilized in screening employees in the public sector: Assessments that evaluate the minimum qualifications for the position; evaluations of training and/or education; written examinations that evaluate applicable knowledge or skills; job performance tests and/or simulations

106). There are four primary approaches to job evaluation. The first, Ranking, is perhaps the simplest. Ranking employs a system whereby human resource managers rank jobs in an organization based on a single factor, such as difficulty or education required to effectively perform the job (Nigro & Kellough, 2014, p. 106). Ranking connects higher compensation to jobs that are ranked higher in the organization. The difficulty, however, with a simple ranking approach is that it does not reach deeply into evaluative criteria. The Point method is a more complex form of job evaluation that requires human resource managers to assign points to a number of compensation characteristics based on skill level, responsibility, effort required and working conditions; those jobs with higher points then receive higher compensations (Nigro & Kellough, 2014, p. 107). The Factor Comparison Method is far more sophisticated than the first two. This method utilizes the characteristics of the Point method, without assigning points, while managers also analyze findings in comparison to market rates of pay (Nigro & Kellough, 2014, p. 108). The final method, Job Classification, allows human resource managers to categorize jobs into groups with relatively the same value to an organization. Managers then categorize the jobs

In the initial stage of developing a salary structure, human resource managers must gather the appropriate market data. This process involves seeking pay from a number of different, but comparable, departments in the surrounding region. For example, if a municipal law enforcement department were creating a salary structure for its department, it would seek out at least two different surrounding municipalities’ department’s pay structure. Then, managers would identify benchmark jobs within those structures that are comparable to their own. Benchmark jobs are easy to understand and match to, and will appear in multiple surveys, enabling the use of multiple sources. Once an organization develops those benchmarks and organizing pay grades, budgetary analysis – comparing where the organization may rise in its salary structure to become competitive in the market – indicates where the idea salary structure levels are and where the organization might meet those levels. After the necessary adjustments are made, an organization must seek management approval; in the case of public sector salary structures, this will include governmental bodies and officials. (Nigro & Kellough, pp. 109-10; Kellough, n.d.)ReferenceKellough,