Your job as the Human Resource Systems Manager is to search the web, do library research and find appropriate tools that can interface with your current HRIS system. Review the HRIS Tutorial found in the Week 3 Lesson.

QUESTION

THE “RIGHT” COMPENSATION ADMINISTRATION PRODUCTIVITY TOOLS
To be considered complete, all written assignments must include proper citations within the body of the paper when relevant, as well as a Reference section. Failure to cite outside sources is plagiarism and will be treated as such! You must also include a title page. Do not include pictures or graphics. All documents must be in Word format and placed in the Dropbox by the assignment deadline. Quoted material in this assignment should be <5%.

ASSIGNMENT DESCRIPTION/SCENARIO
Consider yourself to be the Human Resource Systems Manager for a Global Corporation with about 15000 employees across various countries. Your company has 10000 of those 15000 employees in the U.S. You have been approached by the Corporate Compensation Manager asking your help to find specific Compensation Administration productivity tools for the US operations only.

The Compensation Department regularly must do some data intensive tasks such as:

1. Participating and analyzing specific salary surveys to compare your company’s compensation data with those of similar companies in similar or related industries. The compensation analysts must go through an annual exercise of benchmarking jobs and then inputting your company’s data into external salary surveying systems. After that the Compensation Analysts will engage in analyzing and comparing benchmarked survey data to internal data in the effort to update salary ranges for a Salary Ranges based Compensation System or do market pricing for a Market Based Compensation System.

Also, the compensation department must work with line HR managers and HR Reps. during the annual salary planning and budgeting process working in conjunction with the Finance Department.

The Compensation Manager wants to automate these tasks which are now done by Compensation Analysts by hand. So, the Compensation manager wants your help in finding automated Compensation Administration Tools.

Tools such as a Salary Survey Analyzer to automate the entire Salary Surveying process, 2) Salary Range Developer to automate the number crunching steps in updating Salary Ranges and Merit Matrices and 3) a Salary Forecasting and Budgeting Tool to automate this other annual number crunching process.

THE ASSIGNMENT
Your job as the Human Resource Systems Manager is to search the web, do library research and find appropriate tools that can interface with your current HRIS system. Review the HRIS Tutorial found in the Week 3 Lesson.

In this written Assignment your task is to research various tools available in the market and write a 7-page maximum paper summarizing for the Compensation Manager what appropriate standalone tools are available in the Market which the Compensation Manager might be able to adopt in their companies.

ANSWER

Enhancing Compensation Administration: Productivity Tools for a Global Corporation

Introduction

As the Human Resource Systems Manager for a global corporation with 15,000 employees across various countries, I have been approached by the Corporate Compensation Manager to identify specific Compensation Administration productivity tools for the company’s U.S. operations. The Compensation Department is seeking to automate data-intensive tasks related to salary surveys, benchmarking, and salary planning. This essay aims to explore the available tools in the market that can effectively streamline these processes, enhance productivity, and integrate seamlessly with the existing HRIS system.

Automating Salary Survey Analysis

One essential task for the Compensation Department is participating in and analyzing salary surveys to compare the company’s compensation data with industry benchmarks. To automate this process, a valuable tool would be a Salary Survey Analyzer. This tool should allow for seamless integration of the company’s compensation data into external salary surveying systems, automating the data input process. Additionally, it should provide advanced analysis capabilities to compare and benchmark survey data with internal compensation data. Such a tool would significantly reduce the manual effort required by compensation analysts, improving accuracy and efficiency in assessing market competitiveness.

Automating Salary Range Development

Updating salary ranges and merit matrices is a critical aspect of Compensation Administration. To streamline this task, a Salary Range Developer tool would be highly beneficial. This tool should automate the number crunching steps involved in updating salary ranges, taking into account factors such as job responsibilities, market trends, and internal equity. By leveraging this tool, compensation analysts can expedite the process of updating salary structures, ensuring alignment with market rates and organizational objectives. The tool should allow for customization based on job families, levels, and other relevant factors to accommodate the organization’s unique needs.

Automating Salary Forecasting and Budgeting

The annual salary planning and budgeting process requires extensive collaboration between the Compensation Department, line HR managers, HR representatives, and the Finance Department. To streamline this process, a Salary Forecasting and Budgeting Tool can provide significant value. This tool should automate the number crunching process by integrating with financial and HRIS systems. It should allow for scenario modeling, enabling compensation analysts to assess the impact of different salary increase scenarios on the overall budget. Additionally, the tool should facilitate collaboration and workflow management, ensuring seamless coordination between stakeholders during the budgeting process.

Integration with the HRIS System

To maximize efficiency and effectiveness, it is crucial to find productivity tools that can interface seamlessly with the existing HRIS system. This integration ensures the smooth flow of data, reduces manual data entry, and eliminates data inconsistencies. By leveraging the existing HRIS system, compensation analysts can access real-time data, enhance accuracy, and eliminate duplication of effort.

Conclusion

Automating compensation administration processes is essential for improving productivity and efficiency within the Compensation Department of a global corporation. By identifying and implementing appropriate tools such as a Salary Survey Analyzer, Salary Range Developer, and Salary Forecasting and Budgeting Tool, the organization can streamline data-intensive tasks, enhance accuracy, and align compensation practices with industry benchmarks. Integration with the existing HRIS system further enhances the effectiveness of these tools. As the Human Resource Systems Manager, it is crucial to thoroughly research and evaluate available options to select tools that best meet the organization’s specific needs, ensuring a seamless and productive compensation administration process.