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Creating Your Dream Job

My dream job is to be a human resource (HR) operations manager. I am passionate about human resource operations and well versed in legal and business skills and competencies involved in this work. With this matrix, I can bring nothing but successful HR operations to any firm. My job will have an elaborate job description, rational compensation, and benefits plan, and a good performance appraisal program as it will be the only kind of position in the firm.

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Job Description

Duties

Amongst duties and responsibilities that an HR operations manager is required to discharge, there are as follows:

Formulating goals for the team;

Approving/modifying budgets after reviewing them;

Executing new company policies on HR;

Offering technical assistance to the HR team;

Addressing issues of employees;

Making recommendations on technological applications to address employees' issues (Brewster, Gooderham, & Mayrhofer, 2016).

Skills and Competencies

A good HR operations manager is expected to possess such special skills and competencies:

The Bachelor of Science degree in HR;

Experience as an HR Operations Manager;

Knowledge of labor laws and statutes;

The ability to develop company policies that are fair and clear;

Experience in developing compensation and benefits packages;

Strong interpersonal communication skills (Brewster et al., 2016).

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Relationships

The HR operations department should directly report to the HR directorate. All HR operations supervisors and personnel should report to the HR operations manager (Mondy, 2010). The HR operations department closely works with the finance, procurement, sales and marketing, and legal units to ensure harmony and coherence in HR operations in the firm.

Compensation and Benefits Package

I expect to earn a basic salary of $50,000- $60,000 per year and an annual bonus of $7,500- $14,000 to be received depending on the job profile evaluated from time to time (Bureau of Labor Statistics (BLS), 2017). Table 1 below summarizes the compensation and benefits plan. I do not intend to have a stock option, but expect to have a life cover and car insurance from the company because I would prefer to drive my car.

Table 1

Summary of the Compensation and Benefits Plan

Entry

Amount ($ per year)

Salary

$50,000 $60,000

Bonus

$7,500 - $14,000

Life insurance

$12,000

Car insurance

$9,000

Rationalizing the Compensation and Benefits Plan

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Now in rationalizing my compensation and benefits plan, I will not ask for the least available pay owing to the great academic input I have put in my HR management career and the number of competencies amassed therein. Around $40K per year will not be a sufficient reimbursement for the work done. On the same note, above $60K will also be inappropriate for me as it requires an HR operations manager with a wealth of experience. On average, an entry-level specialist in this field with as little as no years of experience can expect to have a minimum of $45K (BLS, 2017). Thus, the range from $40K to $60K is quite reasonable.

The HR operations manager is a salaried employee in a firm. This professional earns between $40,000 and $86,000 annually with a median wage of $62,000 per year (BLS, 2017). The amount an HR operations manager earns can be further buttressed by a bonus pay, ranging from as little as $0 to around $16,221 per year (BLS, 2017). The limits of each professional's total average pay are greatly dictated by personal attributes like the level of experience and competency. Human resources employees earn more due to their qualifications and responsibilities (Brewster et al., 2016). What is more, is that the level of pay can be dictated by firms threshold to pay. More established firms with greater capitalization can pay higher salaries and bonuses than less established franchises.

Performance Appraisal Program

The performance appraisal program for my position as an HR operations manager can be summarized in Table 2 below.

Table 2

Summary of My Performance Appraisal Program as an HR Operations Manager

Administration

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

Knowledge of work

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

Communication

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

Teamwork

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

Decision making/problem solving

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

Expense management

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

HR management

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

Safety

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

Leadership

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

Employee responsiveness

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

Customer responsiveness

Outstanding

5

 
 

Exceeds expectations

4

 
 

Meets expectations

3

 
 

Below expectations

2

 
 

Unsatisfactory

1

 
 

NA

0

 

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The HR operations manager position is a top management one that requires the best method of performance appraisal. It is the management by objectives (MBO) method, whereby set objectives are evaluated from time to time (University of Washington, 2017). The evaluation can follow a four-tier scheme, which will be an introductory evaluation, supervisor evaluation, peer evaluation, as well as self-evaluation (Mayhew, 2017). The MBO method and rigorous evaluation harmonize outcomes and objectives, setting a path for career progression and gains for the firm. It is the rationale for my performance appraisal program.

Conclusion

My dream job will entail doing what I am passionate about in life. It is my dream to be an HR operations manager at a top firm because I am well aware of the duties and responsibilities I am expected to perform, the competencies and skills demanded for the job, and the hierarchy and protocols. Based on research, I have created a rational compensation and benefits plan on how I wish to be reimbursed. I have also designed a performance appraisal program that will be the measure of achievements and rationale for progress in my career.

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