V Skill HF-D4.7-003 cross-sector 9 kompetenser
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.
Hur hrmforce mäter detta
- Bedömningsmetod
- Knowledge test · rho 0.40 (SD 0.13)
- hrmforce instrument
- Knowledge test (client-specific), Work sample test
- Kompetens (50-ramverk)
- Accuracy
- Utbildningsbarhet
- high
- Prognos för efterfrågan 2026–2030
- stable
Test of declarative job knowledge, usually assembled per client.
Beteendeankare
| Nivå | Beteende på denna nivå |
|---|---|
| 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 och N4 är medvetet inte förankrade. Bedömarna placerar dem mellan förankringarna, i enlighet med konventionen O*NET.
Grundläggande kompetenser
Dessa kompetenser ärver bedömningsvägen och beteendeankarna för detta konstrukt.
| T | Kompetens | Definition | Prognos för efterfrågan 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 |