V Skill HF-D4.7-003 cross-sector 9 umiejętności
Applying reward and job evaluation
Grading jobs with an evaluation system, substantiating salary proposals within the applicable scheme and explaining reward choices to the employee and executive team.
W jaki sposób serwis hrmforce to mierzy
- Metoda oceny
- Knowledge test · rho 0.40 (SD 0.13)
- hrmforce narzędzie
- Knowledge test (client-specific), Work sample test
- Kompetencje (50-ramowe)
- Accuracy
- Możliwość szkolenia
- high
- Prognoza popytu na lata 2026–2030
- stable
Test of declarative job knowledge, usually assembled per client.
Kotwice behawioralne
| Poziom | Zachowanie na tym poziomie |
|---|---|
| N1 Guided | Looks up the correct salary scale for a job and checks the data in the personnel system. works under supervision and follows instruction · routine, one variable at a time · own task |
| N3 Proficient | Grades a job with the chosen system, substantiates the classification in writing and explains the outcome to the person involved. sets own approach and seeks input proactively · several variables, some ambiguity · own team or process |
| N5 Leading | Sets the reward policy and job architecture of the organisation, tests market competitiveness and accounts for the choices to works council and supervisors. sets the standard and the policy · strategic, under high uncertainty · organisation, value chain or profession |
N2 i N4 celowo nie zostały przypisane do konkretnych punktów odniesienia. Oceniający umieszczają je pomiędzy punktami odniesienia, zgodnie z konwencją O*NET.
Podstawowe umiejętności
Umiejętności te dziedziczą ścieżkę oceny oraz punkty odniesienia behawioralne tej konstrukcji.
| T | Umiejętności | Definicja | Prognoza popytu na lata 2026–2030 |
|---|---|---|---|
| V | Applying a job evaluation system Job evaluation | Grades a job with a recognised system on characteristics such as knowledge, responsibility and complexity. | stable |
| V | Writing a job description Job description writing | Describes purpose, tasks, responsibilities and requirements of a job in a fixed organisational format. | stable |
| V | Substantiating a salary proposal Salary proposal | Determines a proposal within the pay scale based on experience, market data and internal relativities. | stable |
| V | Determining pay scale and step Pay grading | Determines the correct scale and step for an employee based on job grading and years of experience. | stable |
| V | Analysing pay differences Pay equity analysis | Investigates whether equal jobs are paid equally and explains differences between groups of employees. | rising |
| V | Designing variable pay Variable pay design | Designs a bonus or allowance scheme with criteria, measurement, cap and a check on perverse incentives. | stable |
| V | Explaining a benefits package Benefits communication | Explains which benefits apply, what can be exchanged and what the tax consequences of that are. | stable |
| T | Submitting payroll changes Payroll administration | Submits changes in hours, scale, allowances and leave to payroll processing on time and correctly. | declining |
| V | Benchmarking reward policy Reward benchmarking | Compares own salaries with market data and proposes adjustment of scales or allowances. | stable |