Tìm hiểu về hệ thống tiền lương của 1 vị trí Compensation Information of HR Specilist

Tìm hiểu về hệ thống tiền lương của 1 vị trí Compensation Information of HR Specilist. Mức lương trung bình của vị trí chuyên viên nhân sự So sánh mức lương trung bình giữa các vùng Các trang web Glassdoor và Salary.com Biết mức lương trung bình để làm gì? Nếu sử dụng mức lương trung bình sai thì gây tác hại gì cho cá nhân và doanh nghiệp?...Compensation information is available than ever before. Click on the website www.salary.com or on www.glassdoor.com. This site provides pay data on hundreds of jobs in cities all over the United States in many different industries....1. which jobs are paid more or less? is this what you would have expected

Compensation information

about

Hr specialist

A human resources specialist is responsible for

a specific type of human resources work in an organization.

These specialists are far more common in large companies than in small ones, and also

frequently work in HR consulting firms, such as Aon Hewitt or Deloitte Consulting.

An HR specialist's work depends upon the specialty, though there is often some amount of overlap.

Salaries for a Human Resources Specialist position for two cities and the U.S.national average are provided below.

1 Salaries for a Human Resources Specialist

Location 25thpercentile Median 75thpercentile

U.S National Average $48,887 $55,005 $61,443

Base Salary

1 Salaries for a Human Resources Specialist

Total cash (Base + Bonus)

Location 25thpercentile Median 75thpercentile

U.S National Average $49,134 $56,721 $62,173

1 Salaries for a Human Resources Specialist

=> Human Resources Specialist jobs in New York are paid more due to the higher cost of living when compared to Boulder and the U.S national average Several factors affect the differences in salary rates: employer size, industry, geographic location, and employee credentials (education, years of exp, etc) An individual employer is also constrained by ít ability to pay.

With salary data for HRS position are provided in question 1 The amount of the bonus as

a percentage of the base salary is:

in all situations and is quite small, just approximately 3%

➔ Thus analysis of bonuses for other jobs would be necessary to determine if there are someanomalies in the reporting and analysis of bonus pay data

=> However, I find that the value of stock options has a big impact on employee motivation And it is seen as a kind

of bonus that businesses use to retain employees.

3 the value of stock options

Data on the value of the stock options

is included in the benefits that the HRS

receives That's why I don't have data on it.

I believe I have found acceptable matches for these positions because I have been equipped with relevant knowledge and skills.

4 descriptions for jobs

The HR related job descriptions are the exact

jobs I would like to apply for in the future Because I

am majoring in human resource management, it is

desirable after graduation to work in related jobs.

5 pay levels

6 asking price

Data may be used:

1 Information about Average Salary Levels in this website and others, especially in the same area or the same industry.

2 Make a compare between responsibility of the job I am applying for and other position which have the same job title in different companies

3 Emphasizing the certificate I have or Working Experience.

FACTORS INFLUENCE FOR MY “ASKING PRICE”::

(1) My working experience, Certificate, Responsibility of the Job….

(2) My Negotiation Skills

over 8,63 times differences

Data Source: https://www.glassdoor.com/

7 Differences between locations

1 Same Job Title , Different Responsibilities - depends on the Organizational Structure

2 Cost-of-Living Considerations

3. Professional certifications, licensing and advanced education:

8 Compare median - low - high salary

1 Collecting Salary Levels from employers’ job postings

2 Asking Users to fill out a survey about their SALARY, JOB TITLE, COMPANY (Area) as well as WORKING

EXPERIENCE.

→ Aggregating data and Calculating the Average.

9 Ways to develop salary data

Although the tool is good, the data is limited, thus, It is difficult to see the

career promotion and corresponding salary levels For instance, with the

position of HR Specialist, only 11 SALARY LEVELS of difference companies

have been collected and analyzed Therefore, the information is for

reference only, not reliable enough.

9 Provides enough information?

9 WHAT impair the accuracy of data

LACK OF INFORMATION

Websites only use data

based on their platforms,

while a website may be

popular in some regions,

but not in others.

DISHONESTY

Website users may do surveys quickly and do not care about the results Employers may put salary levels on job ads higher than

they actually are.

9 Implications of using inaccurate salary data

For individual: Not only should we know

about earnings when choosing a career, but

it is also imperative to have this information

when negotiating the salary with a current

or prospective employer It will allow us to

determine whether a job offer is fair.

In other words, we are likely to be paid less

than what we contribute to the company, for

a long working time.

For companies: HR officers often take

advantage of this data to build a payroll scale Therefore, accessing the wrong data will cause the enterprise's payroll system to be erroneous, affecting labor costs and operating costs of enterprises.

11 SOLVE THE PROBLEM

What to do to justify paying one of the employee either higher or lower than the results shown on the website?

- In this case, it is easy for the employee to feel frustrated So,

we need to calmly listen and answer their questions

- Telling them about the variable that affects Salary Levels, which we discussed above Helping them to have a grasp of the fact that the same job title doesn't mean the same salary.

✗ ✓

THANKS!

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