	AllExperts > Human Resources
	Search

About Shirley McAllister, CPP, PHR
Expertise
I can answer questions pertaining to Compensation, Health Benefits, Retirement Plans, Payroll,Payroll taxes, Employee selection, Employee Termination, Training, and Employee Incentives. I have offices in U.S., Canada, UK, South Africa,Australia and NZ. I am most confident in the U.S. and Canadian but have knowledge of the internationals. I do not have extensive knowledge of South Africa, Australia and New Zealand. I do have some Human Resource Knowledge in those areas. Please do not ask me homework questions, I do not have time to answer them.

Experience
I currently hold both the U.S. and Canadian Payroll Certifications. I currently hold the SHRM PHR certification. I have worked in the Human Resources area with high emphasis on compensation and benefits for 25 years at the same company. My company is an international company and I work with our International offices whenever there is a Human Resource area needing addressed. I volunteer on the American Payroll Association hotline and have for the last 10 years or so. I answer many questions each week for other payroll and HR professionals, mostly on taxes, benefits and compensation issues. I have been the trustee for our 401K plan for Retirement benefits and our 125 Cafeteria Plan for Health Insurance benefits.

Organizations
SHRM, National APA, National DOLEA, State National Mentoring Network I.O.M.A. Advisory Board

Publications
I.O.M.A. BNA

Education/Credentials
Boise State University Human Resource Certificate Program PHR through SHRM CPP through American Payroll Association Payroll Administrator and Payroll Supervisor certification through Canadian Payroll Association Published writer of Payroll and Benefit articles in a payroll Publication 25 years experience in an International Company

Awards and Honors
Citation of Merit 8 years in a row for hotline service for A.P.A. Honor Award for child mentoring service through RSVP and National Mentoring A "Pat on the Back" award for outstanding leadership as a Youth Group Leader by "The Salvation Army." Runner up for Employee of the Year at my Company twice and Employee of the month 4 times.

Past/Present Clients
I used to answer questions on Ask.com when they had a similar quesition and answer section. I volunteer for APA hotline I also belong to several HR forums when I often answer questions

You are here: Experts > Jobs/Careers > Human Resources > Human Resources > HR planning and development

Human Resources - HR planning and development

Expert: Shirley McAllister, CPP, PHR - 10/19/2009

Question
Greeting

I have a question related to the HR department and the organizations as a whole.

well, I would like to understand and learn how an organization define its HR requirements?

Then, how does this help the organization when creating a job analysis (lets say a job in HR)?

Finally, how the HR department conduct job analysis within the organization?

Thank you

Answer
If a company has employees than it has HR requirements.

Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

You would take a look at the current needs of the company and the future projected needs of the company and that would tell you which HR needs your company has as an organization.

When looking at HR requirements for a job and analyzing the different components you would have to first figure out what it is the company needs the HR person to accomplish. What duties will be given to this HR position, what and how much authority, how much discretion in making decisions, to whom would the HR position report, what skills and education are needed.

A job description for this position should be written up.

Now if you are analyzing different jobs within the company for raises or range changes you would have to have each person mark which jobs they currently perform and the percentage of time they spend on each job. Do they make decisions alone or do they look to someone else to make major decisions and simply carry out those tasks given to them? Does the person supervise other employees? What experience and education is needed for this job?

Get a good feeling for how much work is clerical, executive, professional, and take a look at others with similar jobs. Try and fit this job into a classification on the jobs and labor scales and see if it matches with the market area jobs for pay range allocated or if the job has changed and a new job description and pay range must be allocated. If the current job description still applies is the range current for the market in your area or does it need adjusted?

Shirley

Ask a Question