Salary structure

University Of Central Punjab F13

Salary StructureThere are following steps involved in deciding the pay structure of employee.

Step 1: Job AnalysisJob analysis is the process of studying jobs in an organization. The outcome of this process is a job description that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context. Also included are the knowledge, skills and abilities needed to perform the job.

Step 2: Job EvaluationJob evaluation is the process of judging the relative worth of jobs in an organization. The outcome of job evaluation is the development of an internal structure or hierarchical ranking of jobs. Job-based evaluation is used more often than person-based evaluation, and so the former will be the focus in this case. There are three methods of job-based evaluation: the point method (which is the most commonly used); ranking; and classification. Job evaluation helps to ensure that pay is internally aligned and perceived to be fair by employees.

Step 3: Pay Policy IdentificationPay policy identification is the process of determining whether the organization wants to lead, lag or meet the market in compensation. The pay policy or strategy will likely influence employee attraction and retention. Pay policies can vary across job families (i.e., groups of similar jobs) and job levels if the top management feels that different strategies can be effective in different areas of the organization.

Step 4: Budget of payrollCreate a budget for payroll. Evaluate company profits, sustainable cash flow and expenses to determine how much you are able to spend on payroll. Decide how you will allocate payroll. For example, if you can spend an additional Rs.60, 000 a year on payroll and you need to fill two positions, determine the compensation for each position

Step 5: Average salariesResearch average salaries. Keep your salary structure competitive to entice applicants. Read local job ads to see what other corporations are paying for similar positions and duties.

Step 6: Pay Grade SystemDevise a pay grade system. Pay grade is a structure that establishes compensation for each position. After determining how much you will pay for a position, establish a pay grade for these positions based on an applicant's experience, education and progression in their career. For example, if your budget allows Rs.30,000 for an administrative assistant, you can develop a pay structure that pays an entry level assistant Rs.18,000, a mid-level assistant Rs.25,000 and an executive-level assistant Rs.30,000.

Human Resource Management


Selected Service Industry

UfonePakistan Telecommunication Company Limited (PTCL) that started its operations in January 2001 under the brand name 'Ufone'. As a result of PTCL's privatization, Ufone became a part of the Emirates Telecommunication Corporation Group (Etisalat) in 2006.Since its inception, Ufone has focused on the people of Pakistan, empowering them with the most relevant communication modes and services that enable them to do a lot more than just talk, at a price that suits them the most. Along with the claim of lowest call rates, clear sound and best network, Ufone offers its customers simplified tariffs with no hidden charges. With a strong and uniquely humorous communication direction that has now become Ufone's signature across all advertising media, Ufone gives its customers many reasons to smile.This customer focus and best offering has allowed Ufone has built a subscriber base of over 24 million in less than a decade. Ufone has network coverage in 10,000 locations and across all major highways of Pakistan. Ufone currently caters for International Roaming to more than 288 live operators in more than 160 countries. Ufone also offers Pakistan's fastest growing 3G network, and BlackBerry Roaming coverage available with more than 200 Live Operators across 122 countries. Ufone has also become a focused and intensive leader in VAS, constantly introducing innovative services, which have been the first of their kind in the Pakistani cellular industry. As the world of telecommunications advances, Ufone promises its customers to stay ahead, developing and evolving, to go beyond their expectations, because at Ufone, it's all about U.Executives of Ufone decide to hire new three manger positions in their company, which do not exist before. These are the following managers: Manager Talent & culture Office Manager Manager OperationsThere is following steps to decide the salary of above managers.


http://www.etisalat.ae/en/index.jsp

http://www.ptcl.com.pk/


Manager Talent & CultureStep 1: Job Analysis

In this step, decide the job description of manager.Talent Management

Provide exceptional day-to-day HR-related customer service to staff. Support benefits administration, and communicating benefit information to

employees including, but not limited to, responding to specific inquiries. Maintain and update personnel records in compliance and legal requirements;

enter accurate data into all HR information systems. Manage employee change requests and process paperwork. Coordinate new staff on boarding/orientations and lead orientation sessions. Support payroll administration and performance management systems. Assist with staff transitions, including on boarding and exits. Participate in developing and supporting department goals and objectives. Maintain employee confidence and protect confidentiality of personnel data. Run personnel reports upon request and help with special projects as necessary.

Culture Work with the culture team to develop new ways to maintain the culture. Lead monthly culture events within the office. Assist the Office Manager with planning of larger office events. Coordinate the buddy program.

Essential Knowledge, Skills and Experience: 1-2 years of relevant professional experience. Exposure to payroll, an HRIS and/or benefits programs required. Strong verbal and written communication skills, with the ability to create

effective presentations, training materials and/or toolkits. High level of comfort with data systems, such as HRIS’s, Sales force or other

databases. Excellent analytic and problem-solving skills with the ability to take a thoughtful

approach to addressing challenges quickly, efficiently and without compromising excellence.

Demonstrate sound professional judgment and confidence. Experience managing high volume of tasks with shifting priorities and deadlines. Exceptional interpersonal and communication skills, with a strong customer

service mentality and high degree of integrity, accountability, and emotional intelligence.

Bachelor’s degree or equivalent, preferably in human resources; demonstrated interest in the field of Human Resources required.

Experience in a progressive, mission-driven and entrepreneurial environment is preferred.

Candidates with optimism, adaptability and a good sense of humor preferred.



Step 2: Job EvaluationThe job of Manager Talent & culture is important in this organization. This manager enhances the talent and gives opportunity to the new talent, which is wasting. This manager tells about the culture, rituals etc to the new & existing employees. By doing his/her, Job Company has new talent & connected with its culture.

Step 3: Pay Policy IdentificationThis job is relates to the HR manager job. However, HR manager has vast scope then Talent & Culture Manager. Pay is less than the HR manager is.

Step 4: Budget Payroll

Step 5: Average salariesIn this step, compare the salaries of related job with other company’s. Other company’s like; Zong, Mobilink, Telenor etc are giving average salaries Rs.50,000 – Rs.80,000.

Step 6: Pay Grade SystemAccording to the required qualification, skills, experience etc Company decides the pay grade.For Talent & Culture manager

DetailsEntry level assistance

Mid level assistance

Executive Level Assistance

Qualification Of MBA

Yes Yes Yes

All Listed Skills

Yes Yes Yes

Experience 2 – 3 years

No experience1 year

experience3 years

experience

Pay/Salary Rs.40,000 Rs.50,000 Rs. 70,000



Officer ManagerStep 1: Job Analysis

There is following job description of office manager:Office Manager Job Responsibilities:Supports company operations by maintaining office systems and supervising staff.Office Manager Job Duties:

Maintains office services by organizing office operations and procedures; preparing payroll; controlling correspondence; designing filing systems; reviewing and approving supply requisitions; assigning and monitoring clerical functions.

Provides historical reference by defining procedures for retention, protection, retrieval, transfer, and disposal of records.

Maintains office efficiency by planning and implementing office systems, layouts, and equipment procurement.

Designs and implements office policies by establishing standards and procedures; measuring results against standards; making necessary adjustments.

Completes operational requirements by scheduling and assigning employees; following up on work results.

Keeps management informed by reviewing and analyzing special reports; summarizing information; identifying trends.

Maintains office staff by recruiting, selecting, orienting, and training employees. Maintains office staff job results by coaching, counseling, and disciplining

employees; planning, monitoring, and appraising job results. Maintains professional and technical knowledge by attending educational

workshops; reviewing professional publications; establishing personal networks; participating in professional societies.

Achieves financial objectives by preparing an annual budget; scheduling expenditures; analyzing variances; initiating corrective actions.

Contributes to team effort by accomplishing related results as needed.Qualifications and training required

A degree can sometimes be beneficial, particularly for higher-level positions. This career is open to graduates from all degree disciplines. Previous office-based clerical, secretarial or commercial work experience is essential (some employers may expect at least two years). Relevant experience can be gained via temporary agency work, which may in turn lead to permanent office work.

Key skills for office managers Reliability Adaptability Good interpersonal skills Organizational skills Communication skills IT skills Problem solving skills



Step 2: Job EvaluationThe role of office manager is found in nearly every field of business because most businesses have offices as part of their structure. Office managers are socially astute and must be able to organize and lead a team of office workers

Step 3: Pay Policy IdentificationThe Office Manager covers almost all the departments of organization. He/She works for all the departments.


Step 5: Average salariesIn this step, compare the salaries of related job with other companies. Other company’s like; Zong, Mobilink, Telenor etc are giving average salaries Rs.30,000 – Rs.60,000.

Step 6: Pay Grade SystemAccording to the required qualification, skills, experience etc Company decides the pay grade.For Office Manager




Qualification Of Bachelors

Yes Yes Yes

All Listed Skills

Yes Yes Yes


No experience1 year

experience3 years

experience




Manager OperationsStep 1: Job Analysis

There is following job description of Manager Operations:Responsibilities by FunctionFinancial Management

Direct annual budgeting and planning process for the organization's annual budget with ED

Develop and manage annual budget Oversee monthly and quarterly assessments and forecasts of organization's

financial performance against budget, financial and operational goals. Oversee short and long-term financial and managerial reporting.

Managing day to day processing of accounts receivable and payable using QuickBooks, producing reports as requested.

Reconciling monthly activity, generating year-end reports, and fulfilling tax related requirements.

Assisting Executive Director and Board in creating annual organizational budget and monitoring cash flow.

Managing grantor contracts and reimbursement requests. Maintaining Intersection's archival and administrative files. Administering payroll and employee benefits and organizational insurance. Ensure that Accounting Department requests are resolved and communicated in

a timely manner to internal and external parties. Develop long-range forecasts and maintain long-range financial plans. Develop, maintain and monitor all fundraising and accounting systems and

procedures capturing all pledges, billings and receipts and for the recording of all revenue transactions, recommend and implement improvements to systems.

Prepare annual audit and be a liaison with all outside vendor.Organizational Effectiveness

Manage functions. Increase the effectiveness and efficiency of Support Services through

improvements to each function (HR, IT, Finance) as well as coordination and communication between functions.

Drive initiatives in the management team and organizationally that contribute to long-term operational excellence.

Providing consulting services on matters related to fundraising, tax and insurance questions, and business structure and growth.

Organizational Leadership Contribute to short and long-term organizational planning and strategy as a

member of the management teamRisk Management

Serve as primary liaison to legal counsel in addressing legal issues e.g. copyright, antitrust, governing instruments, partnerships, licensing etc.

Oversee organizational insurance policies.



Qualifications Commitment to social justice and the mission At least 3 years experience in Financial Management Strong background and work experience in Finance Excellent computer skills and proficient in excel, word, outlook, and access Excellent communication skills both verbal and written 3 plus years experience in bookkeeping Knowledge of government contract management and +Knowledge and

experience in organizational effectiveness and operations management implementing best practices.

Demonstrated leadership and vision in managing staff groups and major projects or initiatives.

Excellent interpersonal skills and a collaborative management style. Budget development and oversight experience A demonstrated commitment to high professional ethical standards and a diverse

workplace Knowledge of tax and other compliance implications of non-profit status Excels at operating in an fast pace, community environment Excellent people manager, open to direction and +Collaborative work style and

commitment to get the job done Ability to challenge and debate issues of importance to the organization. Ability to look at situations from several points of view Persuasive with details and facts Delegate responsibilities effectively High comfort level working in a diverse environment

Step 2: Job EvaluationThe Operations Manager will be responsible for data entry, accounts payable, payroll, grant report entry, managing the organizations HR, helping and creating organizational and program budgets in collaboration with the ED and Program Direct, and other misc. tasks.

Step 3: Pay Policy IdentificationOperation manager is like the executive post. Therefore, pay is approximately equal to higher-level managers or executives.




Step 5: Average salariesIn this step, compare the salaries of related job with other companies. Other company’s like; Zong, Mobilink, Telenor etc are giving average salaries Rs.50,000 – Rs.70,000.

Step 6: Pay Grade SystemAccording to the required qualification, skills, experience etc Company decides the pay grade.For Manager Operations




Qualification Of Masters

Yes Yes Yes

All Listed Skills

Yes Yes Yes


No experience1 year

experience3 years

experience



Salary structure

Business

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